SIGMA’s Leadership Competency Framework
Are you looking for a systematic approach to identifying and developing your leaders?
SIGMA can help. With more than 50 years of experience and a track record of success working with over 8,500 organizations across North America, we understand the recurring need for effective leadership development systems. To meet these needs, organizations require a robust leadership competency framework. Our comprehensive competency framework is designed for application across various industries, enabling organizations to effectively select, identify, and develop talent while measuring performance consistently.
What is a Competency?
A competency is a characteristic, skill, attitude, or behavior that enhances job performance. Competencies reflect what an employee does, feels, and knows about the job. A leadership competency, therefore, is a competency that enhances leadership performance. For more information about competencies and competency frameworks, explore SIGMA’s Competency Frameworks 101.
Our Framework
SIGMA’s leadership competency framework was developed by experienced consultants and Industrial-Organizational (IO) psychologists. It is evidence-based, scientifically validated, and refined through years of real-world application. Our competencies have been used by Fortune 500 companies, public institutions, and nonprofits around the world to identify, select, and develop top talent. The framework includes 50 competencies grouped into four categories. Expand the boxes below to learn about each one.
Cognitive leadership skills emphasize decision-making and problem solving. Behaviors include analytical skills and technical proficiency, and the ability to demonstrate creativity and objectivity in working through problems, decisions, and risks
Interpersonal leadership skills include working effectively and cooperatively with people and maintaining positive interpersonal relationships. Behaviors in this category include communication and negotiation skills, sensitivity to others, openness to suggestions, and the ability to manage others’ impressions.
Personal leadership qualities reflect the traits and personal characteristics that facilitate success in a leadership role. These qualities include demonstrating ambition, dependability, self-confidence, and the ability to adapt to new situations and remain composed under stress.
Senior leadership skills are crucial for day-to-day operations and steering the organization in a positive direction. These behaviors involve setting clear objectives, planning and initiating structure, communicating performance expectations and priorities, and monitoring employee and team progress toward long-term goals. Besides managing performance, behaviors in this category include the ability to attract, select, and retain top talent.
Figure 1. SIGMA’s Leadership Competency Framework
NEW: Explore with Artificial Intelligence
Curious how SIGMA’s competencies connect to real-world roles and behaviors? The SIGMA Leadership Skills Assistant helps you explore our validated 50-competency framework with AI support. Simply paste a job description, behavior, or performance note to identify relevant leadership competencies.
From there, you can:
- View definitions, key areas, and sample behavioral anchors
- Generate competency-based interview questions
- Draft structured, evidence-based development plans
- See how each competency contributes to effective leadership
Try the Assistant to see how SIGMA’s framework comes to life in practical, measurable ways.
Why Use a Competency Framework?
Most organizations have a set of values or other guiding principles. Competency frameworks are slightly different. Unlike mission, vision, and values statements, which function as an overall philosophy, competency frameworks are more skills-based, mapping out the tangible requirements needed for leaders to thrive in a particular position. That means anyone can benefit from implementing a competency framework — even if your organization has other models in place. Here are just a few additional advantages a robust competency framework can bring:
- Common language for discussing performance and success.
- Enhanced organizational communication and teamwork.
- Systematic definition, evaluation, and development of leadership skills.
- Objective foundation for selection and promotion.
- Improved employee morale and job satisfaction.
- Development opportunities for individuals at all levels of leadership potential.
How to Apply SIGMA’s Competency Framework
Assess
Use SIGMA’s flagship leadership assessment, the Leadership Skills Profile – Revised™ (LSP-R™) to assess each of the 50 competencies in SIGMA’s Leadership Competency Framework.
Train
Bring practical, competency-based training to your team with SIGMA’s Leadership Development Workshops. Each session is 60-minutes long, delivered virtually by one of our expert consultants, and focuses on one of the 50 competencies in our framework.
Develop
Download SIGMA’s leadership development guides to access practical tips and tools for developing each competency. Contact us below or book a call if you would like to speak with a consultant about customized, competency-based coaching and talent development opportunities.
Why Choose SIGMA?
SIGMA’s Leadership Competency Framework is both scientifically validated and proven across industries, offering a solid foundation for effective leadership development. Backed by a robust suite of tools and professional services, our framework empowers organizations to assess, identify, select, and develop top talent with confidence. When you implement SIGMA’s framework, you’re not just adopting a model — you’re unlocking a comprehensive, research-based system designed to support your leaders at every stage of their development journey. Contact us to learn more.
Ask Our Consultants
If you would like to speak with a consultant about SIGMA’s leadership competency framework, please contact us or book a call. We would be happy to answer any questions you may have, and discuss how SIGMA’s Leadership Competency Framework can help your organization build a robust talent development process.
Erica Sutherland, Ph.D.
Senior Consultant & Executive Coach
Erica completed her Ph.D. in Industrial-Organizational psychology at Western University. She is a Senior Consultant at SIGMA, where she delivers consulting services and Succession Planning solutions to clients. As a member of SIGMA’s executive coaching team, Erica works one-on-one with leaders to develop talent. She also brings her expertise in measurement and psychometrics to the R&D team, assisting with the development and validation of SIGMA’s many assessments.
Brittney Anderson, Ph.D.
Senior Consultant & Executive Coach
Brittney is a member of our coaching and consulting team. She brings her expertise in evidence-based practice to provide companies with leadership solutions that meet their needs. Primarily, Brittney helps her clients prepare for their future with succession planning and comprehensive leadership development programs. As an executive coach, she helps leaders hone their skills using a process-based approach to development.
Arieana Thompson, Ph.D.
Senior Consultant
Arieana is a senior leadership consultant. She believes in positively transforming the modern-day workplace through thought-provoking, evidence-based insights. Arieana is a subject matter expert in executive leadership, succession management, wellness cultures, and employee growth. In her work at SIGMA, she supports executive teams with succession planning and leadership development and assessment.
Ready to Get Started?
Equip your leaders with the skills they need to thrive. Complete the form below to discover how SIGMA’s Leadership Competency Framework can help your organization maximize its people potential.