many kinds of experiences, both inside and outside of work, from classroom-based learning with peers to individual assignments designed to test, expand, and strengthen critical thinking and problem solving.” (Rothwell, 2005, p. 293). Competency provides the skill rValues play an important role in determining organizational effectiveness. However, many leaders overlook competency. Successful companies seek to determine each employee’s capabilities as well as their potential for growth. This enables them to maximize their contribution through appropriate investment in leadership development. Organizational values and competency models are essential building blocks for a high-performing, values-based organization. “Organizations today need both competencies and values. It is just not enough to make people good performers. They must be ethical as well and possess a moral dimension that is consistent with the image the organization wishes to purvey.” (Rothwell, 2005, p. 91).

The development of people requires a significant investment of time and resources. One of the more difficult challenges with encouraging high-performance employees is developing a range of meaningful experiences that will appropriately build character and skill while at the same time providing productive value. “Skills grow through many kinds of experiences, both inside and outside of work, from classroom-based learning with peers to individual assignments designed to test, expand, and strengthen critical thinking and problem solving.” (Rothwell, 2005, p. 293). Competency provides the skill re

ribution through appropriate investment in leadership development. Organizational values and competency models are essential building blocks for a high-performing, values-based organization. “Organizations today need both competencies and values. It is just not enough to make people good performers. They must be ethical as well and possess a moral dimension that is consistent with the image the organization wishes to purvey.” (Rothwell, 2005, p. 91).

The development of people requires a significant investment of time and resources. One of the more difficult challenges with encouraging high-performance employees is developing a range of meaningful experiences that will appropriately build character and skill while at the same time providing productive value. “Skills grow through many kinds of experiences, both inside and outside of work, from classroom-based learning with peers to individual assignments designed to test, expand, and strengthen critical thinking and problem solving.” (Rothwell, 2005, p. 293). Competency provides the skill r

ugh to make people good performers. They must be ethical as well and possess a moral dimension that is consistent with the image the organization wishes to purvey.” (Rothwell, 2005, p. 91).

The development of people requires a significant investment of time and resources. One of the more difficult challenges with encouraging high-performance employees is developing a range of meaningful experiences that will appropriately build character and skill while at the same time providing productive value. “Skills grow through many kinds of experiences, both inside and outside of work, from classroom-based learning with peers to individual assignments designed to test, expand, and strengthen critical thinking and problem solving.” (Rothwell, 2005, p. 293). Competency provides the skill r

nd resources. One of the more difficult challenges with encouraging high-performance employees is developing a range of meaningful experiences that will appropriately build character and skill while at the same time providing productive value. “Skills grow through many kinds of experiences, both inside and outside of work, from classroom-based learning with peers to individual assignments designed to test, expand, and strengthen critical thinking and problem solving.” (Rothwell, 2005, p. 293). Competency provides the skill rmany kinds of experiences, both inside and outside of work, from classroom-based learning with peers to individual assignments designed to test, expand, and strengthen critical thinking and problem solving.” (Rothwell, 2005, p. 293). Competency provides the skill required for high performance and values add the ethical dimension to the development of people.

Rothwell, William J. (2005). Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within. 3rd Ed. New York, New York: AMACOM Books.