Navy Leadership Competency Model (NLCM)
(text taken from a Center for Naval Leadership briefing)

Why Competencies?

As applied to the Navy, the competency model applies to every level and position of Leadership.

A competency is defined as a behavior or set of behaviors that describes excellent performance in a particular work context (Job Role,
Position, or Function). These characteristics are applied to provide clarification of standards and expectations.

In other words, a competency is what Superior performers do more often, with better on the job results.

The Navy Leadership Competency Model is based on five core competencies.

• Descriptions and sub-competencies are listed below.

• Accomplishing Mission
  • Stresses Accountability and Continuous Improvement. It includes the ability to make timely and effective decisions, and produce results through strategic planning and the implementation and evaluation of programs and policies
    • Sub-competencies
      • Responsibility, Accountability, and Authority
      • Decisiveness / Risk Management
      • Continuous Improvement
      • Problem Solving
      • Technical Credibility
• Leading People
  • The ability to design and implement strategies that maximize personnel potential and foster high ethical standards in meeting the Navy’s vision, mission and goals.
    • Sub-competencies
      • Developing People
      • Team Building
      • Combat / Crisis Leadership
      • Conflict Management
      • Leveraging Diversity
      • Professionalism
• Leading Change
  • Encompasses the ability to develop and implement an organizational vision that integrates key Naval national and program goals, priorities, values, and other factors. Inherent to it is the ability to balance change and continuity – to create a work environment that encourages creative thinking and innovation.
    • Sub-competencies
      • Creativity & Innovation
      • Vision
      • Strategic Thinking
      • External Awareness
      • Flexibility
      • Service Motivation
• Working with People
  • Involves the ability to explain, advocate, and express facts and ideas in a convincing manner, and negotiate with individuals and groups internally and externally.
    • Sub-competencies
      • Influencing & Negotiating
      • Partnering
      • Political Awareness
      • Oral Communication
      • Written Communication
• Resource Stewardship
  • Involves the ability to acquire and administer human, financial, material, and information resources in a manner that instills public trust and accomplishes the Navy’s mission; and to use new technology to enhance decision making.
    • Sub-competencies
      • Financial Management
      • Leveraging Technology
      • Human Resource Management

Competency-Based Model Benefits

• Clarifies workforce standards and expectations
• Aligns individuals with the organization’s business strategy
• Creates empowerment, accountability, and improves performance
• Provides a clear map of individual personal and professional development
• Develops equitable, focused appraisal decisions
• Increase the effectiveness of Navy training and professional development program by linking them to the success criteria
• Behavioral standards of excellence

Competencies and Leadership

The level of knowledge and skills required will increase with level of position. Navy Leadership development and learning will use the competency model to define expected behaviors and knowledge, to ensure Leaders are effective in their positions.

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