AceUp's Leadership Competency Framework

AceUp has identified the 12 areas that our clients most often ask us to help their leaders grow in. Our coaching program helps participants make 1 meaningful behavior change per quarter in a given competency.

Please find high-level definitions for our 12 Leadership Competencies below:

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LEADING SELF

1. Improving Time Management, Organization, and Productivity

1. 1. Plan and prioritize effectively in a fast-paced, high-pressure environment
   2. Create blocks of time to focus uninterrupted on high-value work
   3. Help their team prioritize and keep projects on schedule
   4. Allot time to ground and recharge themselves

2. Developing Leadership Presence

1. 1. Understand the impact of their body language on their audience
   2. Address the concerns of their audience in their communications
   3. Employ stories with emotional intelligence to motivate, influence, and persuade stakeholders
   4. Lead assertively, especially in times of uncertainty and change

3. Transitioning from Subject Matter Expert to Leadership

1. 1. Spend less time on tasks and more time on strategy
   2. Delegate more effectively and often
   3. Set their direct reports on a path to growth
   4. Coach their team members to find the solutions on their own rather than telling them what their solution is

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LEADING OTHERS

4. Communicating Effectively and Influencing Stakeholders

1. 1. Capture their audience’s main pain points in the opening outreach
   2. Lead with a shared why to increase engagement and build consensus
   3. Maintain their composure and offer different perspectives to critical situations
   4. Keep stakeholders engaged with the mission and motivated to action

5. Managing Conflicts and Difficult Conversations

1. 1. Put themselves in the right state of mind to move through the difficult communication process effectively
   2. Help others work through conflicts and complex situations constructively
   3. Shift from listening to fix to listening to learn and connect
   4. Express and hear disagreement with the intent to move toward deeper understanding

6. Growing Emotional Intelligence

1. 1. Master their own emotions while under stress and pressure
   2. Raise their awareness of team members’ emotional needs and how to better manage them
   3. Employ strategies to manage their team through emotionally-stressful events
   4. Lead in ways that increase the diversity and range of voices and issues that are heard 

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LEADING CHANGE

7. Facilitating Effective Change Management

1. 1. Explore new strategies that could improve the roll-out of the change
   2. Lead with a shared why to increase engagement and build consensus
   3. Communicate consistently and transparently to all stakeholders
   4. Reduce people’s resistance to change and accelerate the implementation of new processes and frameworks

8. Regulating Stress and Building Resilience

1. 1. Recognize and interrupt stress triggers
   2. Identify strategies for regaining balance and clear thinking
   3. Help their teams better manage stress and become more resilient
   4. Identify and manage the impact of limiting beliefs

9. Leading with a Growth Mindset

1. 1. Shift from training employees to co-creating processes with them
   2. Shift from transmitting knowledge to fostering curiosity and risk-taking
   3. Shift from supporting a top-down agenda to helping each team member create their own way toward it
   4. Recover faster from unexpected disruptions and learn more effectively from

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LEADING ORGANIZATIONS

10. Collaborating Across The Organization

1. 1. Move from siloed thinking to bigger-picture vision creation
   2. Grow your role from individual contributor (or departmental contributor) to enterprise achiever
   3. Broaden your perspective from focusing on single projects to achieving excellent business outcomes

11. Developing a Coaching Approach to Management

1. 1. Help team members create their own innovative solutions
   2. Shift from having to “do it myself” to delegation that frees everyone’s resources and energy
   3. Increase clarity of expectations and roles to increase buy-in and engagement
   4. Engage in more frequent, productive, and growth-focused feedback that your team members want and ask for

12. Building and Leading Inclusive Teams

1. 1. Shift from hoping that their team will be high-performing to learning how to make that a reality
   2. Develop the ability to influence and build strategies on how to improve suboptimal team dynamics
   3. Increase awareness of how unconscious bias affects the workplace.
   4. Improve recruitment efforts, retention, collaboration, innovation, and even revenue generation

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