About the Framework

Main graphic for the Managerial Competency Framework. Multiple circles within each other with "Managerial Excellence" in the center: largest circle listing skills, smaller circle lists Equity, Diversity, and Inclusion.

About the Graphic

“Managerial Excellence” anchors the center of the framework and provides a descriptive, aspirational, overarching focal point encompassing specific competency areas.

“Diversity, Equity & Inclusion” (DEI) surrounds Managerial Excellence, signaling the importance and relevance of DEI to all competencies. Applying a diversity, equity, and inclusion lens is critical to demonstrating the skills outlined within each of the five competencies. Competencies supporting this work are aligned with the knowledge, skills, and dispositional effects integrated into the Guidance for Diversity, Equity and Inclusion Learning framework developed by the OSU Office of Institutional Diversity.

Five competencies emanate out from the center, each representing a broad set of knowledge, skills, and abilities important to a holistic picture of an effective manager.

Competencies allow for institutional standards and expectations. These are the knowledge, skills, and abilities that OSU managers must develop and refine to effectively manage and lead units. The absence of a skillset symbolizes a significant short fall in that competency area that could put the unit at risk.

The Competencies

Click on any of the competencies below to learn more!

Intrapersonal Skills

The internal, trait-enhancing abilities and behaviors that help sustain self- awareness, e.g. knowing one’s skills and strengths, practicing critical thought, managing emotions, coping with challenges, and continuous learning.

  • Insight- Contextualizes data, information, and the environment to bring meaning and clarity to the present state and direct future state. Demonstrates understanding of one’s own identities and social group experiences, recognizes the uniqueness of one’s point of view, and critically examines limitations and biases.
  • Humility- Balances objectivity and subjectivity. Recognizes the many ways work can be accomplished and resists imposing singular values onto others.
  • Asset-awareness- Knows and effectively employs strengths and manages weaknesses.
  • Emotional Literacy - Has the self-awareness to recognize and keep emotions in check to effectively navigate with challenging situations including conflict; to stay centered and balanced.
  • Motivation- Manages and prompts personal action.
  • Learning- Continually develops relevant skills
  • Accountability- Takes responsibility for own behavior and actions

The abilities and behaviors to effectively collaborate and communicate across differences.

  • Inclusion- Willingness and ability to invite, evaluate and apply diverse perspectives to complex issues and to decision making.
  • Communication- Ability to effectively take in and disseminate information for clarity. Understands differences in verbal and nonverbal communication and skillfully negotiates shared understanding.
  • Authentic- Provides timely, relevant, and respectful feedback.
  • Flexibility- Tailors communication strategies to effectively express, listen, and adapt to others to establish relationships to further understanding and collaboration.
  • Community Building - Initiates and develops relationships and rapport; suspends judgment to value and appreciate differences.
  • Responsiveness- Learns and adjusts attitudes and beliefs when working with diverse perspectives.
  • Resilience- Appreciates and affirms critical feedback from collaborators and demonstrates willingness to grow and persist.
  • Conflict Management- Respectfully confronts and resolves issues and problems that arise with others.
  • Ethics- Acts ethically and sets the tone for ethical behavior and decision making.

Organizational and strategic skills, combined with the talent-centered skills to run one’s unit effectively, efficiently, and ethically within the context of shared governance.

  • Vision- Develops a shared vision for future state encompassing equity, diversity, and inclusion for all operations.
  • Congruence- Promotes integration of mission and vision with organizational norms, policies, and practices.
  • Strategy- Creates strategic goals and partnerships to meet organizational values and objectives.
  • Alignment- Embraces organizational and institutional vision and shared governance to position and effect future state.
  • Responsiveness- Manages organizational change and transition periods; demonstrates adaptability and flexibility.
  • Recruitment- Equitably attracts and retains talent.
  • Orientation- Supports the successful on-boarding of employees.
  • Culture- Negotiates and drives organizational culture and values for team success.

The skills necessary to run the operational needs of the unit while critically examining business norms that sustain/promote racism.

  • Systems thinking- Views operations systemically for holistic implications and impact.
  • Translation- Accurately interprets policy, aligns into clear and compliant processes and procedures utilizing technology for efficiencies.
  • Stewardship- Proactively manages resources (financial, human, data, etc) and creates functional models to meet organizational goals, while managing both revenues and expenses.
  • Initiative- Models continuous improvement of processes and creates a culture of excellence.
  • Results Driven- Deliberates, sets and manages priorities and projects to meet goals and targets.
  • Measurement- Uses quantitative and qualitative data to create and negotiate appropriate metrics and manages performance through metrics.
  • Risk Management- Identify, assess, and respond to risks and opportunities, ensuring decisions are aligned with the University’s values and balance strategic, reputational, financial, compliance, operational and life safety obligations.

Building the knowledge, skills, and abilities of others and helping them develop and achieve their potential so that they and the organization can succeed and grow.

  • Mentorship- Coaches and mentors employees in culturally congruent ways.
  • Networking- Engages, creates, and facilitates supportive and developmental organizational networks.
  • Career Learning- Encourages and develops cross-functional expertise and domain knowledge; facilitates professional development and personal growth.
  • Cultural Competency- Encourages individual and organizational learning for diversity, equity, and inclusion.
  • Feedback- Effectively manages performance feedback systems and processes for all employees with timeliness and transparency.