Leader Competencies

A competency model for performance management has been developed for all Emory University staff leaders who have strategy, change management, and related leadership oriented responsibilities. This model more adequately addresses the skills that are needed to be a successful leader at Emory.


Please be mindful of different cultural norms and neurodiverse populations when applying these standards.

Strategically Focused

Definition: Plans for both the short and the long-term success of school/division. Aligns Emory goals with own school/division. Considers trends (internal and external), best practices, existing and potential needs, and current strengths of organization. Creates and communicates an inspiring vision for the future.  Develops both short and long-term strategies to achieve organizational goals. Demonstrates focus on strategic objectives of University in daily behavior (e.g., ideas, decisions, etc.). 

Coaches/Develops Others

Definition: Develops the skills and abilities of others by exposing them to formal training and impactful on-the-job assignments/experiences. Provides ongoing, constructive feedback and coaching to help people realize their full potential. Utilizes university tools and processes (e.g., PM system, development plans, LOD/HR resources) to develop team. Recognizes and reinforces people's developmental efforts and improvements. Helps people develop plans to achieve career goals and grow in their career.

Institutional Minded

Definition: Works across boundaries for the good of the entire University, not just own team or department. Instills “one Emory” attitude throughout own school/division and the University as a whole.  Actively seeks to understand the work occurring beyond own department. Takes steps to actively associate with people both within own work unit and across the University; leverages these connections to complete tasks. Is a responsible steward of institutional resources. Represents Emory well in public settings.

Empowers/Delegates to Others

Definition: Allocates decision-making authority and/or task responsibility to others. Evaluates each employee’s ability to perform new, challenging work and potential training needed to be successful. Shares information on department goals/strategies to enhance employee interest, understanding and engagement. Empowers employees to take risks, supports them when things go wrong and encourages them to learn from setbacks and failures.  Invites team to assist in making important decisions; solicits their input.

Leads Change

Definition: Brings about and manages change to minimize resistance, both within and outside the organization, to meet organizational goals. Recognizes the needs of others, including emotional needs, and how to address their needs to help them get through the change. Adequately prepares for change by assembling a strong team of trusted advisors. Creates detailed plans for driving change that consider tasks and communication. Inspires and motivates others to want to change. Monitors implementation of change and makes adjustments as needed.

Influences and Impacts Others

Definition: Captures people's attention as an influential, experienced and/or knowledgeable figure. Is viewed as persuasive by mannerisms and communication style. Is influential and a sought-after resource across a variety of situations and audiences. Shares thinking and opinions tactfully and with confidence. Demonstrates awareness of personal image and style.

Strives for Operational Excellence

Definition: Displays dedication to achieving exceptional results. Persists to complete all tasks / responsibilities, even in the face of difficulties. Operates with personal ownership and looks for ways and means to improve performance. Displays a strong commitment to making service performance improvements and a determination to achieve positive service outcomes.

Diversity, Equity and Inclusion

Pursues knowledge and displays a self-awareness of diversity, equity and inclusion (DEI) and related social issues.  Seeks personal development opportunities in DEI.  Adopts or modifies operational practices to help ensure diversity, equity and/or inclusion.  Actively addresses or makes known issues of inequity and bias whenever possible.