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Since ancient times people were led by a person who obtained a certain set of different qualities. Those people could change the whole history of a state. Being inborn leaders, they, however, cultivated and developed qualities which helped them to manage people. The practice of the development of leadership skills has not sill lost its actuality.
Nowadays, with the development of the sphere of work where efficient human management is necessary, it is vital for a chief manager to be a leader and possess all these qualities which make people obey and follow a person. There are several approaches to leadership competencies within the framework of human management nowadays.
One of the approaches is described in the CIPD Profession map. It is created in collaboration with HR and academics, who have a great influence on the development of the science of human resource management (CIPD Profession Map n.d). Presented in the form of a diagram, it shows qualities and spheres of activity which are very important for a leader and good manager. The diagram is very easy to understand.
It becomes obvious that to be a good leader, a person should obtain such personal qualities as curiosity, bravery, and ability to think and convince people. The next step in the development of a good leader is obtaining skills in such spheres of activity as an organization of the work of stuff, which includes rewarding, punishing and building good relations. Only having obtained all these qualities, a person will be able to become a good leader.
The next model is presented in the SHRM Competency model. This model comprises nine competencies. One of them is technical competency and eight are behavioral competencies (SHRM Competency Model n.d). It is also presented in the form of a diagram for a viewer to understand it easier.
This model supposes that the knowledge of main principles of managing people combined with different personal qualities can guarantee professional growth of a manager and his/her becoming a real leader which will be very efficient and influential. Communication, ability to build relationships, and critical evaluation obtain great importance in this model.
Having described two different approaches to leadership competencies, it is possible to compare them. First of all, it should be said that CIPD Profession Map devotes much attention not only to the behavior of a person and his moral qualities but also to some professional areas which are very important to become a successful leader and manager.
On the contrary, the SHRM Competency Model centers around the personal qualities of a person and his/her behavioral competencies, underlining their importance for the career of a person. However, there are also some important similar aspects which these approaches underline. First of all, it is the necessity of the development of such personal skills as communication, global thinking, and courage.
Both CIPD and SHRM state the fact that it is impossible to become a good leader and specialist without constant development of these skills. Both being very informative and clear, these models demonstrate different approaches to understanding the issue of leadership competencies.
Having analyzed the data, it is possible to come to a certain conclusion. It should be said that there are different models and approaches which describe the main aspects of a good leader. Sometimes being rather different, they, however, have some common features. These similarities show that there are some professional skills and behavioral competencies, which are universal and their development can guarantee that a person will become a good leader.
Reference List
CIPD Profession Map. Web.
SHRM Competency Model. Web.
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