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The Spencer and Spencer model organizes 20+ core competencies into six clusters, each linked to specific job families:
Motives, traits, and self-concepts (who a person is). These deeper characteristics are the true drivers of superior performance. Competency International 2. Core Competency Clusters The dictionary covers 20 generic competencies
The Spencer and Spencer Competency Dictionary is a valuable resource for organizations seeking to improve job performance, talent management, and decision making. By understanding the 40 competencies included in the dictionary, organizations can develop a more effective and efficient approach to talent management and development.
| Cluster | Core Competencies | Best Suited For | |---------|-------------------|------------------| | | Achievement Orientation, Concern for Order, Quality, Accuracy, Initiative, Information Seeking | Sales, entrepreneurs, project managers | | Helping & Human Service | Interpersonal Understanding, Customer Service Orientation | Healthcare, social work, support roles | | Impact & Influence | Impact & Influence, Organizational Awareness, Relationship Building | Leadership, marketing, negotiation | | Managerial | Developing Others, Directiveness, Teamwork & Cooperation, Team Leadership | Supervisors, executives, HR | | Cognitive | Analytical Thinking, Conceptual Thinking, Technical/Professional Expertise | Engineers, analysts, strategists | | Personal Effectiveness | Self-Control, Self-Confidence, Flexibility, Organizational Commitment | All roles, especially high-stress positions |
The Spencer and Spencer model organizes 20+ core competencies into six clusters, each linked to specific job families:
Motives, traits, and self-concepts (who a person is). These deeper characteristics are the true drivers of superior performance. Competency International 2. Core Competency Clusters The dictionary covers 20 generic competencies
The Spencer and Spencer Competency Dictionary is a valuable resource for organizations seeking to improve job performance, talent management, and decision making. By understanding the 40 competencies included in the dictionary, organizations can develop a more effective and efficient approach to talent management and development.
| Cluster | Core Competencies | Best Suited For | |---------|-------------------|------------------| | | Achievement Orientation, Concern for Order, Quality, Accuracy, Initiative, Information Seeking | Sales, entrepreneurs, project managers | | Helping & Human Service | Interpersonal Understanding, Customer Service Orientation | Healthcare, social work, support roles | | Impact & Influence | Impact & Influence, Organizational Awareness, Relationship Building | Leadership, marketing, negotiation | | Managerial | Developing Others, Directiveness, Teamwork & Cooperation, Team Leadership | Supervisors, executives, HR | | Cognitive | Analytical Thinking, Conceptual Thinking, Technical/Professional Expertise | Engineers, analysts, strategists | | Personal Effectiveness | Self-Control, Self-Confidence, Flexibility, Organizational Commitment | All roles, especially high-stress positions |
