BRITER · Onboarding & Development · Competency Reference

Same competencies. Different scope.

Every leader develops the same 15 competencies. The scope changes with responsibility, from demonstrating a behavior personally to institutionalizing it across the organization. Scroll the canvas horizontally to compare levels.

		FrontlineDemonstrate	Managers & DirectorsModel · Build conditions	Senior / Multi-DeptAlign across teams	Executives / EDsIntegrate programs	Vice PresidentsApply enterprise-wide	C-SuiteInstitutionalize
Self-System	Cognitive Clarity	Think clearly under your own load	Keep the team's thinking clear	Clarify priorities across departments	Hold clear direction across programs	Sharpen focus enterprise-wide	Set the organization's clarity of purpose
	Reflective Capacity	Reflect on your own actions	Build reflection into your 1:1s	Run reflective review across teams	Draw lessons across programs	Create institutional learning loops	Steward a reflective governing culture
	Emotional Regulation	Manage your own reactions	Steady the team's climate	Hold composure across conflict	Regulate pressure across programs	Absorb enterprise volatility	Model organization-wide steadiness
	Biological Regulation™	Manage your energy and rest	Protect the team's capacity	Guard workload across teams	Design sustainable operations	Set a humane pace enterprise-wide	Institutionalize well-being norms
	Integrated Well-Being Intelligence™	Notice your own state	Read the team's well-being	Track well-being across departments	Weigh well-being in decisions	Build well-being into strategy	Hold well-being as a governance value
Values	Cultural Congruence	Act in line with the values	Model the culture daily	Align culture across teams	Integrate culture across programs	Carry culture into enterprise strategy	Steward the culture organization-wide
Values	Ethical Discernment	Make honest calls	Coach ethical judgment	Hold ethics across teams	Weigh ethics in program decisions	Guide ethics in enterprise choices	Set the ethical standard
Relational	Relationship Intelligence	Build trust with peers	Grow trust within the team	Bridge trust across teams	Connect across programs	Build relationships across functions	Hold trust as institutional capital
	Perspective Integration	Hear other views	Integrate the team's views	Reconcile cross-team views	Synthesize program perspectives	Integrate enterprise viewpoints	Hold a whole-system perspective
	Shared-Meaning Facilitation	Add to shared understanding	Facilitate meaning on the team	Align meaning across teams	Frame meaning across programs	Carry narrative across the enterprise	Author the organization's shared story
Organizational	Contextual Intelligence	Learn your context	Read the team's context	Map context across departments	Read program and market context	Read enterprise and external context	Read whole-system and societal context
	Adaptive Leadership	Adapt your own work	Guide the team through change	Lead change across teams	Adapt programs to conditions	Steer enterprise change	Lead organization-wide transformation
	Systemic Co-Creation™	Offer one improvement	Improve the team's systems	Co-create across departments	Design across programs	Shape enterprise systems	Architect the operating system
Execution	Accountability Integrity	Own your commitments	Hold the team accountable	Align accountability across teams	Hold accountability across programs	Drive enterprise accountability	Institutionalize accountability
Execution	Strategic Operational Intelligence™	Do the work well	Run team operations	Coordinate department operations	Integrate program strategy and ops	Drive enterprise strategy and execution	Set strategic direction

Pair the competency evidence with the role’s expectations, opportunities, and the employee’s own aspirations when discussing readiness.