As an HR consultant, one of the most rewarding challenges for me over the years has been identifying the right management talent to drive an organisation’s success. In today’s competitive landscape, an effective management team is more crucial than ever, and hiring the right people requires a framework that goes beyond technical expertise or soft skills alone. It can be all too costly to leave the hiring process informal and to chance.
I have researched Management and Leadership Development Programs for two years, researching various academic competency frameworks and my research concluded that a comprehensive competency-based framework is essential and can provide organisations with a systematic approach to assessing potential leaders and can help avoid costly mistakes.
After comparing and contrasting over 20 academic frameworks, one particular framework struck me most of all and that was based upon Paul Sandwiths’ Five Competency Domain Model, although created in 1993, with some modern tweaks, it still is as relevant today as it was back then. Below, I have outlined the five critical competencies; Conceptual/Creative, Leadership, Interpersonal, Administration, and Technical-and discuss why a balanced focus on all these domains can strengthen your hiring decisions and set new managers up for success.
- Conceptual / Creative Domain
The Conceptual and Creative Domain encompasses cognitive skills and innovative thinking. This competency is crucial for understanding one’s role within the larger organisational context and recognising the interdependencies with other colleagues, teams, departments, and leaders. It includes not only the analytical and strategic thinking necessary to grasp complex concepts and organisational dynamics but also creativity in visualising and evolving policies and planning processes.
Why It’s Crucial: Managers who excel in this domain can appreciate the broader picture and the impact of their decisions on other departments. They understand the flow of work across the organisation, which is essential for making informed decisions that benefit not just their team but the company as a whole. A manager with strong conceptual and creative competencies will also bring innovative ideas to the table, driving policy and strategy that supports long-term growth and adaptability. - Leadership Domain
The Leadership Domain is at the heart of a successful management framework. It refers to a manager’s ability to translate vision into action, set direction, and inspire team members toward achieving shared goals. This domain encompasses qualities such as enthusiasm, competence, and diligence. An effective leader actively builds a climate of trust, manages individual and team performance, and possesses a clear sense of purpose.
Why It’s Crucial: Leadership competency is essential for any management role because it determines the manager’s ability to inspire and guide their team. A leader who is attuned to the needs and aspirations of their team members is more likely to create an inclusive, motivated work environment. By fostering trust and providing a clear vision, managers help employees feel invested in their work, boosting productivity and morale across the board. - Interpersonal Domain
Interpersonal skills enable managers to engage effectively with others. These skills include listening, reflecting, expressing ideas clearly, and fostering a respectful dialogue. This domain is essential for building healthy workplace relationships, ensuring open communication, and handling conflict constructively.
Why It’s Crucial: The ability to communicate and connect with others is essential for managers who work with diverse teams and clientele. In a world where collaboration is often the key to success, a manager who masters the interpersonal domain can create a work environment where team members feel heard and respected. This leads to better teamwork, higher job satisfaction, and a more cohesive organisational culture. - Administration Domain
The Administration Domain includes the personnel management and financial management aspects required to run a department. Managers in this domain need to stay informed about regulations and organisational policies that impact health, safety, and employee welfare. They must also demonstrate a grasp of financial management, including budgeting, forecasting, and cost analysis.
Why It’s Crucial: Administrative competence ensures that managers can handle the foundational responsibilities of their role with precision and adherence to standards. A manager skilled in administration maintains compliance and minimises risk, laying a strong foundation for departmental stability and efficiency. This domain is particularly important as it ensures that the team operates within legal and ethical parameters, safeguarding both the organisation and its employees. - Technical Domain
The Technical Domain refers to the specific skills and knowledge required to perform a manager’s duties effectively. These technical competencies vary across departments but typically involve process understanding, quality control, and productivity management. Managers in this domain need to audit work, understand reporting procedures, and oversee the day-to-day technical tasks that their team performs.
Why It’s Crucial: Technical competence ensures that managers have a first-hand understanding of the work their team performs, allowing them to provide relevant guidance and maintain high standards. A manager who is proficient in the technical aspects of their role is more capable of evaluating team performance, troubleshooting issues, and driving improvements in quality and efficiency. This domain helps bridge the gap between high-level strategy and day-to-day operations.
Why This 5-Competency Framework Matters for Hiring Managers and Leaders
Hiring for management positions requires a nuanced approach that goes beyond looking at individual skills or experiences. By focusing on these five competencies, organisations can:
1. Ensure a Holistic View,
- Build a Versatile Leadership Team
- Drive Long-Term Growth
- Promote a Positive Organisational Culture
- Reduce Risk and Increase Stability
To conclude, this five-competency framework based on Paul Sandwiths’ research is invaluable for HR professionals tasked with hiring management talent. It not only helps identify candidates who are well-rounded and adaptable but also ensures that new hires are well-positioned to contribute meaningfully to the organisation’s long-term goals. By focusing on the right mix of conceptual, leadership, interpersonal, administrative, and technical skills, we can build management teams that drive success across every level of the business.
If you would like to work with me on creating a formal hiring process for your organisation, I would love to hear from you. Call me on 0851741305 or email on info@cornerstoneconsultancy.ie