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Assimilating and applying, in a timely manner, new job-related information that may vary in complexity.
Maintaining effectiveness in varying environments and with different tasks, responsibilities, and people.
Upholding ethics and values in the conduct of one’s function. Earns other’s trust and respect through consistent honesty and professionalism in all interactions. Congruency in what you say and do.
Securing relevant information and identifying key issues and relationships from a base of information. Relating and comparing data from different sources. Identifying cause-effect relationships.
Builds constructive working relationships characterized by a high level of acceptance, cooperation, and mutual respect.
A business negotiation is a discussion between two or more stakeholders focused on conflict resolution. The goal is to arrive at a win-win situation, meaning all sides will benefit from the agreement in the end. Since participants all have different outlooks and strategic interests, making concessions is required in order to make progress. Knowing when to yield or how to defend one’s positions will determine the outcome of the negotiation. Reaching the goals while ensuring the stakeholders are content with the terms of the deal is a delicate balancing act. This is why business negotiation requires strategies and thorough preparation.
Career Coaching is a query-based approach to guiding subordinates to self-actualization and discovery of career choices and professions. It is about effective communication, leading a subordinate to discover an appropriate career path and requirements, as well as building a strong foundational partnership with the subordinate.
Change management is the process of planning, implementing, and monitoring organizational changes to ensure they are executed smoothly and effectively. It also includes the tools and techniques to manage the people-side of business change to achieve the required business outcome, and to realize that business change effectively within the social infrastructure of the workplace.
Coaching is partnering with subordinates in a thought-provoking and creative process that inspires them to maximize their personal and professional potentials.
The ability to manage the conduct and behavior of employees according to Wilcon's code of conduct, values, ethics and disciplinary procedures.
Crisis situation management is the process of preparing for, managing, and limiting damage from unexpected negative events at an organization. This practice includes anticipating threats, developing strategies to minimize harm, and implementing these strategies when a crisis occurs. It also covers the ability to identify crisis response and recovery activities as well as implement the recovery and business continuity strategies to minimize the impact of disruptive events to the organization.
Critical thinking is a skill which showcases the ability to consider things from a fresh perspective and different angles. It is an inventive thought process which results in surprising conclusions and new ways of doing things. It is adopting diverse perspectives in combining ideas or information and making connections between different fields to create different ideas, improvements and solutions.
Making efforts to listen to and understand the customer (both internal and external); anticipating customer’s needs; giving high priority to customer satisfaction.
Choosing a course of action from several alternatives developed through a structured process in order to achieve intended goals. Decision making is simply the process of making a choice.
Allocating decision-making and task responsibilities to appropriate subordinates; utilizing subordinates’ time, skills, and potential effectively.
Developing subordinates’ skills and competencies by planning effective development activities related to current and future jobs.
Digital fluency is a concept regarding the ability to select appropriate digital tools to correctly interpret information. The ability to leverage digital technology tools, systems, and software across work processes and activities to solve problems, drive efficiency and facilitate information sharing.
Establishing procedures to monitor the results of delegations, assignments, or projects; taking into consideration the skills, knowledge, and experience of the assigned individual and characteristics of the assignment of the project.
Using appropriate interpersonal styles and methods to guide individuals or groups (subordinates, peers and superiors) toward goal achievement; modifying behavior according to tasks and individuals involved. This also includes establishing performance goals, coaching performance, providing training, and evaluating performance.
Making active attempts to influence events to achieve goals; self-starting rather than accepting passively; taking action to achieve goals beyond what is required.
Committing to an action after developing alternative courses of action that are based on logical assumptions and factual information and that take into consideration resources, constraints, and organizational values.
Develop and deploy process of organizing, creating, using, and sharing collective knowledge within Wilcon. It includes the practice of centralizing all documents, policies, information, and knowledge and making that vital information easy for anyone within Wilcon to access and update from anywhere. It also ensures that the tribal knowledge of the organization, which serves as its competitive knowledge stays with the organization even if talents come and go.
The speed to learn, study, analyze and understand new situations and new business problems. The ability to develop techniques and a passion for "fast learning". The person’s willingness to jump into a problem and try to understand its various causes and ramifications quickly. It is not necessarily an academic skill, rather it describes a person's ability and passion to quickly study a new problem and use his own learning process to gain deep understanding before making a decision. It is not, for example, the ability to "shoot from the hip." The ability and willingness to learn from experience, and subsequently apply that learning to perform successfully under new or first-time conditions.
The ability to take responsibility for one's own or direct report’s performance, by setting clear, aggressive but realistic goals and expectations, tracking progress against the goals, ensuring feedback, and addressing performance problems and issues promptly. Develops plans that support company’s objectives and that provide clear focus; communicates plans and gains input from peers and employees; effectively manages projects and priorities.
Mentoring is a reciprocal and collaborative at-will relationship that most often occurs between a senior and junior employee for the purpose of the mentee’s growth, learning, and career development. Mentoring can be formal or informal. In an informal environment, mentees set goals, but they are usually not measurable and the relationships are unstructured. For a formal mentoring relationship, there are actionable and measurable goals defined and set with determined requirements.
Effectively exploring alternatives and positions to reach outcomes that gain support and acceptance.
Using appropriate interpersonal styles and communication methods to gain acceptance of an idea, plan, activity, or products from prospects and clients.
Establishing a course of action for self and/or others to accomplish specific goals; planning proper assignments of personnel and appropriate allocation of resources.
Having achieved a satisfactory level of professional skills / knowledge (e.g. organizational operating polices, job flow, business cycle, finance, budgeting, government policies, economic conditions, industry legal requirements) necessary for the job; keeping abreast of current developments and trends in such area.
Setting high goals or standards of performance for self, subordinates, others, and the organization; dissatisfaction with average performance; self-imposing standards of excellence rather than having standards imposed by others.
Deals effectively with pressure; remains optimistic and persistent, even under adversity. Remains focused, composed, and optimistic in difficult situations and recovers quickly from setbacks, failures or disappointments.
Take ownership of managing one’s personal effectiveness, personal brand and holistic physical, mental, emotional and social well-being.
Leverage sources of qualitative and quantitative information and data to recognize patterns, spot opportunities, infer insights and inform decisions.
Creating and achieving a desired future state through influence on organizational values, individual and group goals, reinforcements and systems.
It has to do with finding alternative ways of competing and providing customer value. Uses an understanding of competitive position to develop both short- and long-term strategy
Having achieved a satisfactory level of technical skills / knowledge in job- related areas; keeping abreast of current developments and trends in area of expertise.
Maintaining stable performance under pressure and / or opposition (e.g. time pressure, job ambiguity); relieving stress in a manner that is acceptable to the person and the organization.
Applies concepts from multiple disciplines, and synthesizes different areas of knowledge and insights to guide decisions, foster cooperation and drive continuous improvement.
Expressing ideas effectively in individual and group situations; adjusting language or terminology to the characteristics and needs of the audience
Expressing ideas clearly in documents that have organization, structure, grammar, language, and terminology adjusted to the characteristics and needs of the audience.
