Tufts Leadership Competencies identify knowledge, skills and personal characteristics for administrative managers to ensure outstanding performance in the people management component of their job. The Leadership Competencies are:

Communicates a Compelling Vision and Direction

• Develops, communicates, and aligns others around a vision and strategy for the future. Creates plans and initiatives that ensure the understanding and commitment of others to achieve the vision.
• Communicates a clear picture of where the university is going.
• Inspires and motivates by setting a direction and allowing others to take the lead in achieving that vision.
• Involves others in identifying and achieving common goals and priorities.
• Assesses current internal and external conditions and develops strategies that meet the long-term interests of the university.

Creates an Environment of Trust and Integrity

• Models and maintains the values of candor, openness and inclusiveness despite internal and external pressures.
• Consistently acts in a way that is both trustworthy and trusting. Builds and maintains trust with others.
• Follows through on commitments.
• Consults, listens and provides others with information.
• Interacts with others in a manner that is straightforward, respectful and inclusive.
• Recognizes and appreciates the impact of emotions on situations, and plans and responds accordingly.
• Learns from mistakes, experiences and feedback.

Drives Results

• Demonstrates the ability to act in a decisive, urgent and committed way to achieve results.
• Remains focused on the goal and leverages resources to reach that goal.
• Demonstrates a willingness to move forward despite ambiguity.
• Takes thoughtful risks knowing that taking a risk is often better than not acting at all.
• Shares knowledge and responsibility.
• Establishes high standards of performance.
• Holds others accountable for results.
• Encourages and rewards creativity, innovation and continuous improvement.
• Balances short-term and long-term priorities.

Manages Change

• Recognizes when there is a need for change and effectively manages both the areas that remain stable and those that are changing.
• Communicates frequently and candidly during times of change.
• Demonstrates tolerance and adaptability when dealing with ambiguous situations.
• Foresees the impact of emerging technologies and integrates these technologies within the organizational processes.
• Initiates plans to accomplish organizational goals while meeting the challenges of a fast-changing environment.
• Develops plans and strategies to effectively manage current and future challenges and opportunities.
• Assesses the tolerance of self and others for change.
• Communicates to those stakeholders affected by changes and addresses their questions, concerns and need for information.
• Deals with setbacks by being resilient and flexible.
• Creates a shared responsibility among team members by involving them in critical deliberations and decisions as appropriate.

Develops Relationships with a University Focus

• Demonstrates the ability to build alignment and commitment within and across functions to achieve common goals.
• Maintains a broad set of solid relationships in the university and beyond.
• Actively champions the needs and goals of the university.
• Willingly makes difficult resource decisions in implementing university strategy.
• Considers the impact of decisions on other parts of the university community.
• Creates a free flow of information.
• Seeks to understand others’ points of view.
• Has the courage to surface and resolve conflicts in a timely and constructive manner.
• Uses influence positively and skillfully to initiate action, impact decisions and obtain resources and approvals.
• Balances the needs and input of all involved stakeholders while demonstrating a bias for action and personal ownership of the decision.
• Develops and encourages all team members to work collaboratively within and across functions.
• Continues to ensure strong academic and administrative partnering toward shared goals.

Develops Self and Others

• Values continuous learning by fostering a climate for the learning and development of self and others.
• Models the behaviors identified in the Organizational and Leadership Competency Models.
• Takes responsibility for developing professional expertise that add value to the university’s success.
• Gives employees honest and clear feedback regarding strengths,weaknesses and areas for development.
• Provides regular coaching and guidance for employees so they can improve their performance.
• Reflects on own successes and failures and identifies lessons learned for future application.
• Encourages employees to reflect on their successes and failures and identify lessons learned for future application.
• Actively plans for the development of all employees that will strengthen current and future capabilities and enable them to contribute fully.