Competencies for Level F (Department Manager)
Human Resources & Organisational Development
Working in Partnership to Support the Business
Competency: Sales &
Marketing
DEFINITION: This competency is about:
Identifying the unique selling points to position Ireland as a place to do business through marketing variable value propositions and establishing a
strategic approach to market penetration.
Engaging with key clients/stakeholders and taking the relationships to the next level.
Working in collaboration with all the teams in IDA to develop innovative solutions for clients / stakeholders.
Understanding the Clients “pain” and providing solutions to them/Understanding the stakeholder requirements and needs and approaching
appropriately
Asking for a decision and being able to prove it is in the interest of all concerned especially the receiver, and closing the deal
Winning investments/Achieving results
KNOWLEDGE SKILLS & BEHAVIOURS
Has knowledge of IDA policies and procedures Applies the IDA Sales and Marketing Model appropriately either in the market place
Understands the wider context in which decisions are or domestically
made Has tenacity and self motivation even in the face of opposition and rejection
Knows the key constituents of a good business plan Works within the corporate/global teams, sharing knowledge from the market place
Understands the principles and practices of business or from networks
models Applies business skills in identifying whether a company can “make the cut” and has
Is up to date on sectoral, global and national business the ability to take measured risks
issues likely to impact on IDA‟s work Works tirelessly to engage with clients/stakeholders either through cold calling,
Understands significance of IDA‟s Reputation and networking or client/stakeholder engagements and connections through others
Brand Works to bring closure to issues/activities, managing the diversity of agendas from
different stakeholders
Is constantly scanning the environment and talking to others about business related
issues
Respects the need to work with others and keep abreast of emerging practices in IDA
Human Resources & Organisational Development
Working in Partnership to Support the Business
Negative Behaviours related to this competency:
Does not adjust their presentation/inputs for their audience
Is not diligent nor thorough in seeking out information from the client/stakeholder
Has a negative impact on client/stakeholder interaction
Does not develop effective relationships with clients/stakeholders
Human Resources & Organisational Development
Working in Partnership to Support the Business
Competency: Communications &
Personal Effectiveness
DEFINITION: This competency is about:
Communicating information accurately with clarity, impact and energy.
Communicating in a manner that will persuade, convince and influence others, in order to motivate, inspire or encourage them to follow a
particular course of action.
Writing well structured clear documents and delivering presentations effectively.
Implementing ideas against a backdrop of multiple stakeholders, competing priorities and different agendas.
Having personal impact and demonstrating credibility
Managing own emotions well without impacting negatively on others.
KNOWLEDGE SKILLS & BEHAVIOURS
Knows the importance of having a range of Delivers powerful messages and influences others to follow approach
communication tools to manage communications Anticipates and responds well to different forms of communication
Understands the importance of effective Listens and responds to facts and feelings and to the needs of others and adapts style accordingly
communications and knows their own style Retains poise and control, managing emotions under challenging internal and external difficulties within
Has a range of techniques for self management and groups and in the media
effectiveness Pushes self outside comfort zone and continuously strives to develop self further remaining constructive
Understands the importance of role modelling to criticism and personal feedback about performance and is always prepared to change to improve self
effective behaviour across the organisation Ensures body language and tone are congruent when delivering communications and operates as a
Understands the techniques for group working and senior manager supporting key organisational messages
knows how to facilitate groups Is able to disseminate messages throughout the Department and across global/corporate teams using IT
to support this
Presents logical and compelling arguments both verbally and in writing at all levels both to the internal
and external audiences
Challenges behaviours that do not further the agenda of IDA and that do not support dignity and respect
towards others
Is always consistent in approach and therefore has credibility with audience
Facilitates groups and teams to generate input and engages positively to ensure all inputs are captured
Human Resources & Organisational Development
Working in Partnership to Support the Business
Negative Behaviours related to this competency:
Creates blockages to communications
Communications are unclear and not always complete
Has little self awareness and does not listen well to others
Shows a level of disinterest and is disruptive in group meetings
Human Resources & Organisational Development
Working in Partnership to Support the Business
Competency: Networking
DEFINITION - This competency is about:
Establishing mutually beneficial relationships internally and externally, utilising all forms of networking arrangements, face to face and through
IT programmes to capture the widest of potential
Creating business opportunities through both formal and informal social and business contacts by having the finger on the pulse of what‟s
happening externally.
Having the capacity to build and develop strong personal networks across the organisation, related industries and markets, clients and suppliers.
Influencing others through an understanding of communication techniques and business strategy.
KNOWLEDGE SKILLS & BEHAVIOURS
Knows how networks operate and Is able to adapt tactics to suit the networking situation by sharing and building in a collaborative
how to access them to build business way, can „work a room‟ and is energetic and motivated to meet new people who have influence
connections Is sensitive to the political and infrastructural environment and uses networks to keep abreast of
Knows how to use technology to best changes within the country that impact on business development
advantage to network globally Uses technology to manage networking opportunities
Understands business models and Is perceived as a good networker and uses networks to best advantage having a wide range of
business dynamics to see where the professional and social networks
networking opportunities present Manages the integrity of the relationship by not using influence inappropriately and abusing the
themselves networking relationship
Reads extensively to retain and Influences and persuades others through networks to share information and builds on this
update self on knowledge related to information effectively to help deliver own service.
the function
Human Resources & Organisational Development
Working in Partnership to Support the Business
Negative Behaviours related to this competency:
Unaware of the need to engage with others
Uses inappropriate communications with others, showing a lack of respect
Often feels pressured and stressed due to lack of skills in sharing and engaging with others
Works in isolation and does not work through networks either internally or externally
Human Resources & Organisational Development
Working in Partnership to Support the Business
Competency: Creativity &
Innovation
DEFINITION - This competency is about:
Having a capacity to create something new through pure invention or by combining existing ideas.
Having the ability to generate new ideas, products, service or processes that give the business a competitive edge.
Having the ability to look to different industries and networks to find new ideas and convert them into useful approaches in the IDA.
Innovating in the ability to develop those ideas, products, services and processes.
KNOWLEDGE SKILLS & BEHAVIOURS
Understands the models for creative thinking Creates an environment and time for their teams to think creatively about the
and for applying innovation services they deliver and how they could be more innovative, encouraging them to
Knows how to use appropriate skills to „sell‟ seek ideas elsewhere
an idea Drives the implementation of new initiatives, processes and value propositions.
Knows the importance of creativity and Entertains ideas that may seem too radical or risky at first glance, yet having the
innovation to business development courage to pursue them anyway
Understands why and how innovation needs to Challenges conventional ways of working in a way that retains peoples‟
be applied to processes, services, culture and commitment to change
structures Sees all the elements that have to come together to make something new happen
and can see the links between different parts of the business in order to create
synergies within the business
Perseveres with ideas, able to control the ebb and flow of their emotions and not
allow obstacles get in the way
Uses language and communications that „sell‟ an idea to others and is able to
manage different reactions to create an innovative idea effectively
Human Resources & Organisational Development
Working in Partnership to Support the Business
Negative Behaviours related to this competency:
Lacks imagination for change and does not react well to new ideas
Cannot see concepts nor their translation into their role
Does not want to engage in creative discussions and reacts negatively to challenge
Does not contribute new ideas nor how to make basic improvements
Shows no interest in anything to do with the business outside their own role
Human Resources & Organisational Development
Working in Partnership to Support the Business
Competency: Knowledge
DEFINITION - This competency is about:
Having expertise and knowledge acquired through experience, education and interaction with others.
Having functional, business or technical specific knowledge from theory to practical understanding of a subject.
Being widely read and knowledgeable about applications in a subject across a variety of organisations.
Knowledge required for Client Facing Executives Knowledge required for Corporate Services
Knows the mission, goals and objectives of IDA Knows the mission, goals and objectives of IDA
Understands organisational structure Understands organisational structure
Sectoral knowledge Understands the business of IDA and how own work supports the
Division specific Functional Knowledge objectives. of the organisation
In-depth knowledge of PC applications and their usage. In-depth knowledge of PC applications and their usage, particularly
Understanding of business and functional areas and how own work those related to the function.
supports the objectives. Knowledge of functional processes, policies and systems such as those
Knowledge of CIS and sectoral areas on IDA Connect. in Grants/Legal/Property/HR/EU/Planning
Human Resources & Organisational Development
Working in Partnership to Support the Business
Competency: Project
Management
DEFINITION - This competency is about:
Seeing the necessity to manage strategically and apply a structured approach to business delivery
Having the ability to develop and implement a project strategy
Planning Organising and monitoring every aspect of a project
Motivating and managing a team or teams to achieve the project goals within an agreed time, budget and criteria
Having the capacity to manage a “programme” i.e. a series of independent projects with a common goal.
KNOWLEDGE SKILLS & BEHAVIOURS
Has core knowledge in their area of expertise Able to translate strategic direction into operational project management
Understands and knows how to apply project proposals
management principles Uses the strengths of the team to define roles and responsibilities for all team
Knows about team dynamics and collaboration members in a collaborative way addressing conflict when it occurs
as part of project delivery Takes responsibility for the overall integrity of a project, the delivery of a project
Understands all the internal processes for on time and the quality of all deliverables even in difficult times
delivery of project Establishes realistic criteria on which the success or failure of the project may be
Uses resources and knowledge reservoirs as judged
possible components of project management Sets the tone of the project in a dynamic and knowledgeable way, presenting the
tasks/input business benefits that will be achieved, encouraging teams to work together to
achieve desired outcome/result
Manages critical relationships and relates effectively with a diverse range of
internal and external stakeholders throughout the project lifecycle
Is willing to take control of situations and is visibly involved if the projects goes
wrong, not apportioning blame but helping those involved to learn from what has
happened
Motivates the team to forge ahead and empowers them to deliver by delegating
effectively and praising on the achievement of milestones, while constantly
communicating within and across teams
Human Resources & Organisational Development
Working in Partnership to Support the Business
Shows strong leadership when projects need to change their course, seeking
advise from others in an open and modest manner
Negative Behaviours related to this competency:
Does not engage with the project management process
Has tunnel vision and only sees things from a day to day perspective
Listens selectively and offers occasional input that does not really enhance the project‟s
progress
Does not take part in the achievement of the project. Does not contribute to the
workload except when specifically asked
Human Resources & Organisational Development
Working in Partnership to Support the Business
Competency: Client Focused
Relationship Building
DEFINITION - This competency is about:
Establishing a relationship with each client / Stakeholder based on a comprehensive understanding of their business.
Acting as a strategic partner with clients.
Developing the business with clients with a key focus on establishing broader networks across the companies / Departments in order to secure a
broad range of contacts.
Maintaining and enhancing that relationship by meeting and exceeding their needs on every occasion.
Establishing and maintaining a personal connection with each client/stakeholder through face to face contact, phone calls, email, letters and other
forms of media.
Seeking improvements in service delivery and influencing the broader ecosystem/political agenda to demonstrate a client focused approach.
KNOWLEDGE SKILLS & BEHAVIOURS
Knows the triggers and motivating factors for Anticipates and is dedicated to meeting the expectations of internal and external
clients/stakeholders that can be leveraged to build clients/stakeholders
relationships Talks to the team and gives clear guidelines and indication of expectations around
Knows who‟s who in the sector/function/organisation in client/stakeholder engagement and management
order to achieve outcomes speedily and get things done
Initiates actions / events specifically to allow opportunities for relationship building.
Is aware of the political and media arenas and how
important they are in positioning IDA and Ireland Inc Protects the integrity of the relationship by not using influence inappropriately.
Coaches the team on an individual basis on how to develop client relationships effectively
Challenges negativity and poor performance where this relates to lack of client engagements
Treats others in a respectful manner, positively addressing relationships that have broken
down and is relentless in pursuing a resolution
Applies an imaginative and realistic perspective to the development and presentation of
Ireland‟s value proposition, matching cultural differences with Ireland‟s offering to ensure
projects are won
Is conscious of the importance of positioning initiatives/interactions that take account of the
audience/listener needs
Human Resources & Organisational Development
Working in Partnership to Support the Business
Negative Behaviours related to this competency:
Does not follow through on client engagement
Does not demonstrate motivation and enthusiasm to complete tasks and leaves them
unfinished
Is unfocused and unstructured in conversation and is unprepared
Talks negatively about the culture of the organisation but does not challenge that perception.
Does not keep abreast of changing business dynamics whether internal or external to IDA.
.
Human Resources & Organisational Development
Working in Partnership to Support the Business
Competency: Leadership
& Management
DEFINITION - This is about:
Creating a compelling vision for the organisation, generating and promoting an exciting strategy for the future of the business
Making sure that the organisation is driven in a way that is consistent with its values of dignity, respect and client focused service delivery
Creating an expectation of a high performance culture that stretches people beyond what is possible and empowers them to achieve
Understanding the key financial and regulatory positions and managing within those constraints
Nurturing and developing organisational talent and role modelling effective collaboration and team working as a key to achieving goals
Being inspiring and motivational, setting clear goals and targets and supporting people to achieve them
Providing feedback and encouraging learning and growth through coaching.
KNOWLEDGE SKILLS & BEHAVIOURS
Understands transactional and transformational Uses strategic thinking to contribute to the development of organisational strategy and policy
leadership Translates organisational strategy into operational goals and targets through their team
Has knowledge of a range of leadership and Initiates change and shapes the direction of the service by engaging meaningfully with the team
management techniques, especially leading change and always looking for ways to improve and develop the business
Understands business and how strategy needs leadership Looks outside the IDA to other organisations to capture best practice and is always vigilant to self
to be delivered development and growth
Has technical and functional knowledge Ensures people are clear about their goals and expectations and about the purpose of the team‟s
efforts and how it all fits with the organisation‟s vision
Operates as a leader with integrity and shows drive and enthusiasm to get things done
Credibly challenges negative behaviour that does not promote a culture of team working
Motivates the team by taking time to listen to them and engage with them, acknowledging and
praising effective performance
Delegates and empowers individuals and teams to strive to do their best and work with others to
get the best outcome
Drives and encourages new approaches and risk taking within appropriate boundaries, delegating
Human Resources & Organisational Development
Working in Partnership to Support the Business
effectively by ensuring people are clear about how far they can go
Uses the Performance and Development Review Process to have a powerful conversation with
people, giving constructive feedback and applying coaching to the process, setting high standards
and monitoring and supporting people to deliver
Acts as an appropriate role model supporting the organisation‟s leadership team to deliver the
organisation‟s objectives
Negative Behaviours related to this competency:
Concentrates on own job and pays little attention to managing people
Does not communicate well, nor shares information or learning
Often displays negative behaviours by not engaging with the organisation‟s agenda and
sticking rigidly to own agenda
Does not support change and tends to dissuade others from the wider picture
Blocks learning and development outside current role
Human Resources & Organisational Development
Working in Partnership to Support the Business
Competency: Negotiation
& Influencing
DEFINITION - This competency is about:
Negotiation taking place any time two or more people are communicating and at least one of those people has a goal in mind.
Working through teams or groups to generate mutually beneficial goals for the organisation and clients whether internally or externally.
Negotiation taking place in reaching agreement, solving problems and resolving conflict.
Influencing to have impact and power to sway or affect.
Influencing others internally and externally, including individuals and groups of key stakeholders to reach a successful outcome.
Being aware of different forms and sources of influencing choosing between different influencing strategies.
Looking at the world from another‟s point of view, building relationships, confidence and trust, persuading, convincing and gaining commitment
to a course of action.
Working effectively in partnership and representing IDA‟s views influentially.
KNOWLEDGE SKILLS & BEHAVIOURS
Knows how to apply problem solving techniques Through effective research, knows who to influence, and who has the power to make decisions.
Understands and uses a range of influencing Is a good storyteller – uses reference selling effectively.
techniques and the use of negotiation tactics Actively listens and sees the others‟ point of view and is able to gain consensus, through anticipating
Understands IDA‟s unique selling propositions different responses and reacting appropriately
to individual companies Uses cost benefit arguments in order to influence as well as language that takes a factual as well as
Knows how to work within the Government emotional approach
infrastructure to get the best outcome for the Positions argument that creates a “win win” situation
business Demonstrates the ability to offer client centered solutions to gain traction and secure additional
investments.
Has excellent client/stakeholder centered solution selling skills.
Has the ability to resolve disputes within teams (internal/external) through effective negotiation &
influencing.
Positively addresses relationships that have broken down and is relentless in pursuing a resolution
Shares and builds in a collaborative manner winning active support and commitment
Human Resources & Organisational Development
Working in Partnership to Support the Business
Facilitates group discussion by asking informed and open questions and gathering input from the
group
Negative Behaviours related to this competency:
Tends to work in isolation
Does not see the importance of working through and with others to gain an agreed outcome
Apportions blame to others when things do not go according to plan
Does not apply influencing skills and uses language and tone that are negative to the
engagement.
Human Resources & Organisational Development
Working in Partnership to Support the Business