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98 Just Promoted!
JUST PROMO TED LEADER T OOL 6
Selection Model for Determining What the
Individual Brings to the Position and Leadership
Candidate’s Demonstrated Abilities
1. Functional- 4. Ability to Work
Technical and 2. Emotional 3. Ability to Work under Designated
Leadership Skills Intelligence at Designated Levels Conditions of
and Knowledge Competencies of Performance Performance
A. The Role’s Functional-
Technical and Managerial
Tasks and Competencies
Job Responsibilities Intelligence Competencies
B. The Role’s Emotional
C. The Role’s Required
Levels of Performance
D. The Role’s Required
Conditions of Performance
Use multiple approaches to evaluate the present and potential members of
your management team.
1. Use interviews to assess their competencies, skills, and attitudes. With the
leaders already in place, use a variety of settings. Conduct formal individual
interviews in your office; discuss an issue briefly in their office or the hallway;
or take an informal coffee break or lunch together. Attend a meeting, or travel
together. Get to know how individuals think and work.
When possible, also talk with your leaders in groups to compare their
knowledge of issues, the quality of their thought, their group problem-solv-
ing abilities, and interpersonal skills.
The following sample questions will help you assess an individual’s quali-
fications and attributes:
