Leadership
Mindset
Technical Skills
Organizational Renewal
• Communication & Influence
• Conflict Management
• Managing Employee Success
• Building Effective Teams
• Strategic Planning
• Emotional Intelligence
• Integrity & Trust
• Growth Mindset
• Resilience
The 'know-how' and specific technical principles and information to fulfill the value of your role
• Organizational Thinking
• Stewardship
• Innovation & Creativity
Competency Framework
Welcome to the Brewer Science Competency Framework
The competency framework defines performance excellence of the skills, knowledge/experiences, behaviors, and attitudes to be a successful employee-owner at Brewer Science. To navigate through the framework, select a term under one of the 4 competencies to view more information about it. Utilize the back option at the bottom of each slide to return to the framework.
• Relationship Management
Communication & Influence
The ability to listen to understand, convey ideas and concepts that are clearly understood, and drive others to take action.
Has difficulty communicating clear written or verbal messages Does not take the time to listen or understand the perspective of others Focuses on symptoms instead of searching for root causes Does not prepare adequately for meetings or interactions Tends to communicate the same way without adjusting to diverse audiences Does not consistently share information or encourage others to share Takes a manipulative approach, using influence in a negative way
Unskilled
Back to Competency Framework
Clearly and confidently articulates verbal and written ideas/messages in a way that is broadly understandable Listens to others, finds the meaning and insight of the message, and checks for understanding Is able to uncover the root cause before jumping to problem solving Is effective in a variety of communication settings: one-on-one, small and large groups, in person or virtual Demonstrates flexibility in approach and delivery; can adjust content and style to meet the needs of diverse audiences Encourages the open expression of diverse ideas and opinions Anticipates and addresses potential objections from key stakeholder up front to gain alignment
Skilled
Conflict Management
The practice of being able to identify and resolve conflict sensibly, fairly, and efficiently
Steps up to conflict; sees it as an opportunity for growth and positive change Uses effective communication to identify the root cause of conflict in order to drive equitable solutions Stays centered, focusing on common ground and mutually beneficial outcomes Remains objective; practices active and empathetic listening Proactively initiates difficult conversations Focuses on areas of agreements first to build a common foundation and maintain positive relationships
Avoids conflict and does not address situations where conflict could arise Reacts before understanding situations Is uncooperative and not focused on mutually beneficial outcomes Unable to overcome bias Allows unhealthy situations to persist without addressing them Focuses on benefits for self and does not value positive relationships
Managing Employee Success
Intentional and strategic approach to support others to maximize their personal and professional growth potential and overall job satisfaction
Sets clear expectations and provides continuous feedback Employs a variety of activities and approaches to employee skill development Empowers employees by giving them the ability, competency, autonomy, and/or authority to make effective operational decisions Focuses on the growth and overall health and well-being of others Actively listens to seek understanding before telling or problem solving Holds regular well-being, development, and career goal conversations Cooperates with learning and development systems Creates an environment of psychological safety for employees by being approachable and transparent with open communication
Sets vague expectations and provides limited feedback Takes the same approach to development for everyone; one-size-fits-all approach Unwilling to delegate responsibility and/or authority; micromanages employees Lacks interest in team performance; has a bureaucratic mentality Fails to see the bigger picture in situations and sees things from their perspective only Does not value or engage in 1:1’s and performance conversations regularly Disinterested and sees no value in learning and development systems Unapproachable; creates a hostile environment that hinders employees from speaking honestly
Building Effective Teams
The process of strengthening the bond between members of a group for the purpose of more efficiently and effectively achieving the group’s common goals
Fosters open communication and collaboration between team members Inspires strong team morale and spirit; establishes and champions a clear team vision, mission, and goals Defines success/challenges in terms of the team as a whole Is intentionally inclusive; creates a sense of belonging on the team Celebrates milestones and recognizes group accomplishments Builds teams with diverse experience and perspectives Proactively seeks opportunities for team-building to drive overall employee engagement
Hinders communication and collaboration within the team Struggles to create team morale and spirit; team lacks common vision, mission, and goals Claims the team’s success as solely their own; blames challenges solely on the team Team/team members work in isolation/silos Overlooks opportunities to celebrate and recognize accomplishments Does not value diverse perspectives when building the team Does not value team-building or employee engagement experiences
Relationship Management
The ability to develop, maintain, and elevate work relationships (internal and external) to drive results
Demonstrates teamwork and collaboration Easily gains trust, credibility, and meaningful connection with others; is transparent Recognizes opportunities to collaborate through information and knowledge sharing Shows appreciation and values others’ perspectives Openly communicates and manages expectations Effectively manages mutually beneficial internal and external relationships Balances courage and consideration
Unable to collaborate Dismissive and judgmental; is insincere Frequently engaged in arguments/conflicts Perpetuates bias and intolerance; is insensitive Does not communicate or manage expectations Constantly pushes their agenda; is unyielding Overly critical; confrontational
Emotional Intelligence
The capacity to be aware of, control, and express one’s emotions and manage interpersonal relationships judiciously and empathetically
Possesses self-awareness around their own strengths and weaknesses Self-regulates emotions when under stress Controls emotions, moods, impulses, and behavior to respond intentionally Demonstrates empathy and compassion Takes ownership of and responsibility for their own actions Focuses on their circle of influence and control Reflects on and learns from past experiences
Is not aware of strengths and limitations, resulting in unrealistic self-confidence Easily stressed, unaware of emotional triggers, and often overwhelmed Responds reactively and impulsively Socially disconnected Blames others; can be aggressive Focuses on things outside of their circle of influence and control Does not reflect and learn from past experiences
Integrity & Trust
Gaining the confidence and trust of others through honesty, authenticity, and acceptance of responsibility that aligns with deeply-rooted core values
Is dependable and follows through on commitments and agreements Is open, honest, and transparent when communicating with others Holds themselves accountable and owns up to their shortcomings Keeps confidences and manages confidential information Stands up and does what is right, even when no one is watching Challenges others who are not acting with integrity or not telling the truth Leads by displaying value-driven behavior and setting an example that others can emulate
Unreliable; does not honor commitments and/or agreements Lacks communication follow-up and is dishonest Blames others for their shortcomings and failures and makes excuses Shares confidential information and/or leaves it unprotected May not do the right thing when there is not an audience Unable to recognize and/or address others acting without integrity or not telling the truth Presents their opinions as facts
Growth Mindset
A belief that talents can be developed through hard work, good strategies, and input from others
Seeks learning and growth opportunities; tries new things Sees challenges and failures as opportunities for improvement and growth Asks questions and seeks new perspectives Seeks, internalizes, and acts upon feedback and constructive criticism Motivated by the success of others Intrinsically motivated; driven from within Is interested in and not intimidated by new ideas, change, and innovation
Does not seek opportunities to learn and grow; sticks to what they know Avoids challenges because of risk of failure Gets stuck in “the way things have always been done” Becomes defensive or shuts down when receiving feedback and constructive criticism Feels threatened by the success of others Sees effort as fruitless Uncomfortable/resistant to change
Resilience
The ability to adapt, withstand setbacks, and bounce back from stress, adversity, and challenges
Demonstrates perseverance and self-discipline to overcome challenges Stays positive; motivates themselves and others to keep going Remains organized and focused when things go wrong Responds constructively to challenges and adversity Is flexible and willing to adjust plans in response to shifting priorities and circumstances Acknowledges and accepts change Learns quickly and then pivots to maintain course
Does not display a drive to achieve; gives up easily Pessimistic; lacks self-discipline When things go wrong, falls into despair and/or uses unhealthy coping strategies Overwhelmed by difficult or stressful situations Unable to adapt to change/new direction Dwells on problems Exhibits excessive negative emotions during difficult times
Organizational Thinking
The ability to visualize, understand, and navigate the organization as a whole
Understands the overall goals, mission, vision, and culture of the organization and its operations Recognizes relationships; makes distinctions and connections cross-functionally; can connect the dots Effectively navigates formal and informal channels within the organization Is aware of internal and external factors and interactions that shape short- and long-term business performance Identifies the origin and reasons behind the key policies, practices, and procedures Takes a holistic approach to analysis in the context of the larger organization Identifies how the organization creates value for its stakeholders by applying systemic thinking
Lacks understanding/interest in the organization’s goals, mission, vision, culture, and operations Does not recognize relationships and connections within the organization Unable to get things done through formal or informal channels Lacks understanding of internal and external factors and interactions that contribute to possible outcomes for business performance Lacks background knowledge of key policies, practices, and procedures Narrow view and/or incomplete analysis and unable to apply to the organization as a whole Does not see the bigger picture
Stewardship
Behavior that promotes a sense of personal responsibility to nurture and protect the well-being of the employees, the organization, and the community
Committed to the long-term mission, using short-term strategies that stay faithful to the core values of the company Inclusive; acts with the interests of others in mind Maintains high ethical standards, demonstrating integrity, honesty, and trustworthiness Creates a positive working environment to ensure mutually beneficial outcomes Safeguards, promotes, and actively acts on the organization’s core values Protects the brand and reputation of the organization Utilizes organizational resources efficiently; has an Employee-Owner mindset
Is not committed to the core values of the organization Works in silo and does not think of others; is selfish Acts in an unethical manner Negatively impacts the working environment and does not engage in making a positive contribution Unaware of their actions and impact on others Negatively represents the brand and reputation of the organization Misuses organizational resources
Innovation & Creativity
The generation and application of new and novel ideas, individually, and collaboratively
Strategically solves difficult problems with unique and effective solutions Looks beyond the obvious and does not stop at the first answer Introduces new ways of looking at problems and encourages diverse thinking in finding solutions Effectively takes creative/innovative ideas and puts them into practice/application Actively engages and encourages ideas from a wide range of sources Facilitates and participates in effective brainstorming; synergizes Reviews working processes and procedures to produce new ideas to improve the way things are done
Is not able to provide constructive analysis and devise action plans Lack of creativity and connection for innovation Exclusively uses a single method of problem solving Unable to put ideas into practice Works only with existing technology and resources available in the organization Unable to facilitate or participate in effective brainstorming Accepts current processes and structures within team and does not challenge for improvements
Strategic Planning
The ability to visualize, plan, and execute strategic initiatives
Communicates a compelling and inspired vision or sense of core purpose Sets clear objectives, goals, and milestones; monitors and evaluates the outcomes/impacts Identifies and understands economic, political, and social trends that affect the organization Formulates effective and competitive strategies consistent with the organization’s long-term goals Determines objectives and sets priorities; anticipates potential threats and opportunities Builds alignment and buy-in through effective and proactive communication Seeks lessons in both successful and unsuccessful outcomes
Unable to convey the vision and purpose; path forward is unclear Sets vague objectives and fails to monitor the progress and outcomes/impacts Narrow view of the future; solely focused on the now Not strategic and is short-term focused Fails to set objectives and priorities; does not anticipate threats and opportunities Does not value stakeholder impact Rarely uses reflection and/or uses it only for unsuccessful outcomes
The 'know-how' and specific technical principals and information to fulfill the value of your role
Able to perform job description responsibilities consistently and effectively Consistently demonstrates comprehension and use of subject matter knowledge Demonstrates proficiency of necessary tools/instruments/technology/etc. to perform role Is comfortable with and consistently implements policies and procedures related to role Keeps up to date with issues/trends/innovations in their subject area
Unable to perform job description responsibilities consistently and effectively Unable to consistently demonstrate comprehension and use of subject matter knowledge Does not demonstrate proficiency of necessary tools/instruments/technology/etc. to perform role Does not follow policies and procedures related to role Does not keep up to date with issues/trends/innovations in their subject area
