Tufts Leadership Competencies

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.