Competences
Competences
Am I customer-focused? How do I handle stress? Can I collaborate?
In this section, we'll show you your score on 29 different competencies. We follow the classification from the book "The Art of Management" by M.A. Nieuwenhuis (ISBN-13: 978-90-806665-1-1, 2003-2010). Competencies encompass knowledge, skills, and qualities relevant to the (new) work environment, but can also be useful for personal and student life during studies.
While the previous sections are stable, this section is well-developable.
Consider it as a baseline measurement; here, we'll show you whether you've utilized the 29 competencies over the past 6 to 8 months and how you've scored, focusing mainly on the behaviors you've demonstrated.
You can expand each competency category.
Then, you can click on each competency (which opens a pop-up).
At the top, you'll find the general description of the competency.
Within each competency, we'll display three main themes followed by behaviors.
For competencies where you score above 40%, less effort is required, and you currently excel in them.
The colors:
Orange = You have a basic grasp of the competency.
Green = You are experienced in this competency.
Blue = You are an expert in this competency.
It's primarily about the behavior you're exhibiting now. If you've been applying the behavior you want to develop for six months or longer, your score on that competency will increase.
Tip: If you're looking for another position, consider a role that includes competencies in which you score between 40-50. If you want to develop, analyze the behaviors at different levels and integrate this into your development plan.
Planning and organising
Effectively determining the time, targets, priorities, actions and resources required to achieve certain objectives.
- You know what to do and you take the initiative (within limits).
- You set goals and priorities in your own work.
- You finish your work on time.
- You comply with agreements.
- You ensure the availability of the resources needed to achieve the objectives.
- You have an overview of the tasks to be performed.
- You state how the work can be efficiently and effectively classified and carried out; you make clear agreements; and you establish the expectations (who, what when).
- You set goals and priorities in your own work and that of others.
- You ensure efficient and effective allocation of resources.
- You manage the planning and organisation of activities and you support others in this.
- You anticipate developments that affect the goals of the organisation and adjust schedules and objectives accordingly.
- You do several things at the same time; you can switch quickly from one to the other; and you keep an eye on the main issues.
Results-oriented
Aiming at translating and developing goals into reality and achieving results according to a timeline, standards and agreements.
- You set yourself ambitious goals.
- You can balance effort against potential results.
- You are persistent when looking for solutions to complex problems, and you adjust your approach if necessary.
- You spend your time effectively and efficiently.
- You hold employees accountable for their results, and you hold them accountable if they do not achieve the agreed results.
- You work towards achieving an output, and you set priorities.
- You make clear agreements about the goals to be achieved and your contribution to them.
- You are visibly committed to achieving the goals set.
- You identify and quickly communicate when bottlenecks occur in the work.
- You are tenacious in the face of disruptions and setbacks.
- You achieve improvements in the work and preconditions, both within andoutside your own area of expertise.
- You set measurable (strategic)objectives and define the results in the longer term.
- You make agreements about the way in which long-term goals must be achieved, and you test and guarantee compliance with agreements.
- You stimulate others to set and achieve ambitious goals, and you show exemplary behaviour in this regard.
- You facilitate others or remove obstacles for others, so that common goals can be achieved.
Cooperation
Cooperation The ability to work with others towards a common goal, even if this goal is not directly of personal interest.
- You offer help, whether this is solicited or unsolicited, and ask for help yourself where necessary.
- You make clear and measurable agreements.
- You use your own initiative to exchange information, knowledge and ideas with employees or colleagues in support of achieving the common goal.
- You incorporate the opinions of others into your own ideas, plans and working methods.
- You show interest in your colleagues and help them when asked.
- You keep agreements.
- You share information and experience with others.
- You offer your opinion, ask the opinion of colleagues, and take this into account
- You contribute towards the collective activity.
- You encourage others to collaborate and express their ideas.
- You make suggestions to improve the joint result.
- You encourage employees or colleagues to share information and knowledge with each other.
- You promote good mutual understanding and offer constructive criticism and feedback.
Customer orientation
The ability to anticipate and meet the demands, wishes, needs and interests of both internal and externalcustomers.
- You are actively helpful and offer good advice to customers, and you have a thorough knowledge of the customer
- You actively strive to increase customer satisfaction and to improve quality
- You maintain your relationship with the customer, and you develop potential relationships
- You are helpful when it comes to customer questions
- You take action quickly and adequately in response to customer questions
- You are focused on delivering quality
- You show integrity and honesty in contact, and you make clear agreements about service, quality and delivery
- You spontaneously work with the customer and, if necessary,are able to look beyond their questions and identify what they actually need, and then see the possibilities and limitations
- You translate the customer’s informationinto a realistic proposal, aimed at adding value for customers
- You take extra actions to build or strengthen the relationship with customers
- You stimulate and facilitate others to actively work in a customer-oriented way
Communication skills
Being able to clearly and unambiguously convey ideas and information, orally and in writing, in such a way that the essence is understood via effective use of the means of communication. Finding a suitable skill or communication method, depending on the situation or goal.
- You present yourself easily and make contacts in different social environments
- You build up an argument logically and stay focused
- You check whether your message has been received by the target group
- You are open to consultation
- You recognise (non-)verbal communication
- You apply a clear and logical structure to the information you convey, and you do not exaggerate unnecessarily
- You use language aligned to the message and target group, and you do not use unnecessary jargon
- You speak calmly and clearly (speed, volume, articulation), and you make effective use of words, gestures and aids
- You write clearly, concisely and without errors (word choice, spelling, grammar)
- You show interest and are attentive; you listen actively and you ask for someone’s opinion, advice and about their well-being
- You explain issues clearly and authoritatively, until the point at which your message is fully understood.
- You pay attention to the needs, interests, emotions and views of others, and you anticipate these by adapting your verbal and non-verbal communication style
- You make complex subjects understandable for others
- You stimulate others to communicate clearly
- You promote two-way communication
Analytical
Identifying problems, seeing connections, drawing well-founded conclusions, and assessing consequences. Dividing complex problems into parts and identifying major side issues. Making use of logic.
- You approach a problem from different angles and arrive at a nuanced judgement
- You know if the information you have collected is sufficient to draw conclusions, and you can distinguish between factual information and interpretations orassumptions
- You make connections between different types of information
- You draw conclusions about the cause and effect of problems
- You ask specific questions to clarify a problem
- You work systematically and in a structured way to analyse a problem
- You collect the relevant information
- You identify major side issues from the information supplied
- You foresee long-term consequences
- You have insight into (underlying) conflicts of interest
- You place the problem in a broader context outside your own field
- You see the bigger picture and elevate issues to a higher level of abstraction
- You bring complex, sometimes contradictory information back to the core
Environmental awareness
Taking relevant developments in the environment of the organisation and using this knowledge for the benefit of the organisation and/or the field.
- You communicate regularly about the meaning of external developments
- You participate in knowledge networks
- You use your knowledge of developments in your work
- You are interested in current affairs and you know what is going on in the social, political, technological and economic field
- You stay up-to-date about developments concerning knowledge gained within your own professional field
- You regularly exchange ideas about external developments with others
- You act as a source of information for others within the field
- You translate relevant external developments to your own organisation
- You support and encourage others to exchange information about relevant external developments
Self-confidence
The ability to take informed and self-conscious decisions and take actions, even in difficult circumstances.
- You believe in your own vision, even when others disagree
- You are vulnerable and openly admit mistakes
- You elevate yourself by radiating expertise and convincingly contributing to discussions in your own field
- You have a strong and resilient attitude in contact with other people
- You don’t take opposition or resistance personally
- You keep your distance so you can consider all the relevant aspects and form your own, well-considered, independent opinion
- You have confidence in your own points of view and act on them
- You create an atmosphere in which feelings and emotions can be shared, and where people dare to be vulnerable and openly admit mistakes
- You present your own vision, and if others have a different vision, you calmly confront them in a constructive way
- You encourage others to trust in your abilities
Stress resistance
Remaining effective under time or workload pressure, during adversity, opposition, after disappointment/or against criticism. Not allowing yourself to be thrown off balance.
- You deal constructively with criticism from others and remain willing to test your own approach
- You prioritise when under (time) pressure and continue to act effectively and tactically
- You perform well for extended periods under time pressure, setbacks and complications
- You react calmly and kindly in hectic and unexpected situations
- You show self-control in situations that evoke high emotion
- You continue to work effectively and maintain your concentration under (time) pressure
- You maintain a correct and tactful attitude in confrontations
- You recognise stress factors and make them discussable by analysing the process with others
- You plan and structure your work in such a way that stress is prevented for yourself and others
- You show exemplary behaviour by remaining positive and enthusiastic under high pressure and in complex situations
Flexibility
Effectively adapting to changing circumstances, resistance, problems or opportunities by varying the working method in order toachieve the set goal.
- You can quickly adapt to new situations and are able to work in other areas quickly.
- You quickly pick new things up and take them with you in your own work.
- You adapt your behavioural style to the situation.
- You have insight into your own approach.
- You quickly switch between different activities within your own area.
- You are open to feedback.
- You see when your behavioural style does not work with the person you are engaging.
- You see when there is a need or necessity for change, and you develop initiatives for this.
- You can easily change your behavioural style if the situation calls for it.
- You encourage others to adopt different behavioural styles.