Every organization has its own culture and goals. Each position has specific responsibilities and priorities. So we designed built-in competency models for the 36 Dollar 360 that meet the needs of a variety of industries and positions. In fact, we give you ultimate flexibility when selecting a competency model.

We offer three options all for the same low price.

  • Pre-built Models

    Choose from one of ten highly validated competency models that come built-in. Learn more

  • Pick and Choose

    Build a custom competency model based on a library of 25 Universal Leadership Competencies. Learn more

  • Completely Custom

    Enter your own competencies through easy-to-use online forms. Learn more

Pre-built Models

The competencies for these pre-built models cover common responsibilities for 10 key positions found in many organizations. They come pre-loaded to your account and, of course, are included at no extra charge.

Individual Contributor

The people on the front line are the ones talking to your customers, working with your vendors, and creating or providing your products or services. They have a huge impact on the results, but they don’t always understand just how important they are to the company’s success. This competency model allows you to show your people the impact they have every day through how they work with others. When your people develop in the areas most critical to their jobs, you drive the organization’s biggest competitive advantage – its people.
The competencies include:
  • Honesty/Integrity
  • Customer Service
  • Communication
  • Working with Others
  • Dependability
  • Job Expertise

New Manager

The best time for a manager to gain insight into what works and where there are opportunities to be more effective is before ineffective behaviors become bad habits. New managers, no matter how skilled, face the challenges that come with overseeing people with different personalities, skills and needs. This competency model targets managers who have been in their position for less than a year and are finding their way with a new team. This includes those with management experience from other positions who still need to align their management approach with the culture.
The competencies include:
  • Decision Making / Problem Solving
  • Planning/Organization
  • Staffing
  • Employee Management
  • Conflict Management
  • Valuing Diversity

Experienced Manager

Management is about more than simply making sure people are getting the job done. Managers are role models for excellence and are responsible for developing their people. They have a huge influence on each team member, the quality of the work produced and how well the team works together. The quality of management can literally make or break the team and its results. This competency model allows you to make sure that your managers propel their teams forward to help the company meet or exceed its goals.
The competencies include:
  • Influence
  • Team Building
  • Developing Direct Reports
  • Conflict Management
  • Poise
  • Adaptability/Flexibility

Executive

If it’s lonely at the top, there’s a serious problem. Reaching the executive level is not the time to disconnect from people. It’s the most important time to exercise leadership, build strong teams and identify ways to bring out the best in others. At this level, it’s critical to display political savvy without getting caught up in organizational politics. Easier said than done. This competency model helps support the top-level leaders of the organization as they think strategically, influence others to bring their best to work and encourage ongoing growth.
The competencies include:
  • Political Savvy
  • Developing Direct Reports
  • Strategic Thinking
  • Leadership
  • Creativity
  • Team Building

High Potential

You know them when you see them – the unique individuals who show the greatest promise for driving future growth and success. This competency model helps you proactively promote their development so they can take the fast track to leadership. It’s based on the ECChO model described in the "The Organizational Champion" by Mike Thompson.
The competencies include:
  • Confident
  • Consistent
  • Self-aware
  • Invested
  • Passionate
  • Cooperative
  • Action Oriented
  • Agile
  • Resilient
  • Never Satisfied
  • Visionary
  • Courageous

Comprehensive

Everyone who gets a paycheck is an important asset to your organization. Changes in the market, disruption and uncertainty impact everyone’s confidence, which overflows into the work they produce. Without proactive and conscious attention to the skills necessary for growth and success, it’s dangerously easy to end up with a workforce that is just getting by. This competency model helps you boost the effectiveness of your entire workforce, helps them bring greater enthusiasm and creativity to their work, and helps drive overall success.
The competencies include:
  • Motivation
  • Individual Impact
  • Leadership Charisma
  • Intellectual Stimulation
  • Strategic Productivity
  • Operational Productivity

Nursing

Healthcare is in a state of constant change and uncertainty. New laws are in effect and more will certainly be enacted that highlight the importance of patient satisfaction and the effectiveness of your healthcare solutions. That puts nurses front-and-center. But how effective are they? Are they listening to their patients? Helping them understand their options? Working to really take care of their healthcare concerns? Or, are they losing you revenues and reimbursement? This competency model helps you proactively make sure that the nurses in your hospital or clinic are propelling you forward in delivering world-class healthcare.
The competencies include:
  • Honesty
  • Dependability
  • Customer Service
  • Working Well with Others
  • Communication
  • Decision Making / Problem Solving

Sales

Consumers of all kinds are better educated than ever. At the same time, every market’s competitive landscape has become more complex. Your sales force must differentiate themselves and your company or they will fail. People in sales have a critical need to hone their people skills – listening, empathy and the ability to develop long-term, trusting relationships with customers. While product knowledge is a must, they have to use it wisely. This competency model helps you take a proactive approach to ensuring your sales force successfully develops new business and increases market share.
The competencies include:
  • Customer Service
  • Representing the Organization
  • Communication
  • Poise
  • Working with Others
  • Job Expertise

Entrepreneur

Entrepreneurs aren't just found in one- or two-person businesses run out of a garage. Many small organizations depend on the creative ideas and contributions of every employee for the company’s growth and success. Some organizations even have entrepreneurial projects or endeavors designed to keep the organization ahead of trends. Those companies see greater success when they uncover the hidden talents on their teams and help everyone develop stronger leadership skills. This competency model helps you boost the abilities of people in an entrepreneurial capacity to ensure the success and growth of your initiatives.
The competencies include:
  • Poise
  • Drive
  • Creativity
  • Leadership
  • Decision Making
  • Team Building

Information Technology

Information Technology professionals provide the backbone to many organizations. They play a key role in keeping the organization up and running. While their technical expertise is invaluable, they also need to work with people from other departments. This competency model helps you make sure these professionals are providing reliable, dependable service to the rest of the organization and its customers. It helps you identify opportunities to keep their computer and people skills sharpened to minimize down time and achieve the best results.
The competencies include:
  • Dependability
  • Job Expertise
  • Customer Service
  • Communication
  • Adaptability/Flexibility
  • Decision Making / Problem Solving

Pick and Choose

At 36 Dollar 360, we can configure a custom model from our library of universal leadership competencies. Simply choose the combination that fits your needs, contact us and we’ll add them to your account in a flash at no additional charge.
Poise
Possesses sufficient inner strength to effectively manage the demands associated with positions of leadership.
Honesty/Integrity
Adheres to a moral or ethical code and gains the trust of others through fair and responsible behavior.
Dependability
Demonstrates reliability and consistency by working hard, meeting expectations, and following organizational rules.
Drive
Follows through on tasks and persists toward goals despite adversity; takes initiative in advancing business opportunities.
Adaptability/Flexibility
Identifies and supports the need for change and operates effectively in novel or ambiguous situations.
Creativity
Sees things in a new way, offers alternative perspectives and is willing to challenge the status quo.
Influence
Uses status and/or charisma to direct the actions, behaviors, or opinions of others toward a desired end.
Developing Direct Reports
Trains, coaches and mentors direct reports to enhance their performance and advance their careers.
Communication
Clearly conveys and receives messages through oral, written, and graphical means; facilitates candid communication throughout the work environment.
Working with Others
Builds and maintains effective and productive relationships at work.
Team Building
Brings individuals together to function as a cohesive and productive unit.
Conflict Management
Demonstrates skill and tact when dealing with sensitive, unpleasant, and/or confrontational interpersonal interactions.
Valuing Diversity
Encourages a diverse work environment and capitalizes on the benefits of cultural and cognitive diversity.
Decision Making/Problem Solving
Generates timely, sound decisions and effective solutions to organizational problems.
Planning/Organizing
Allocates and coordinates individuals, business units, and resources to maximize efficiency and achieve business objectives.
Strategic Thinking
Formulates and implements strategies for the work unit that are in line with the overall strategy of the organization.
Employee Management
Supervises direct reports’ activity to ensure that quality work is completed efficiently and on schedule, while ensuring organizational policies are enforced.
Staffing
Maintains an effective and productive workforce that is capable of fulfilling the organizational demands on the work unit.
Job Expertise
Possesses sufficient knowledge to perform effectively in one’s specialty area and stays up to date with the latest technology, industry trends, organizational policies and procedures, and business management practices.
Self-development
Identifies one’s developmental needs and actively seeks out opportunities to better oneself or career.
Representing the Organization
Behaves in a manner that reflects professionalism, pride and commitment to the organization at work and in public.
Information Management
Maximizes the value of data for identifying problems, monitoring progress and offering effective solutions.
Political Savvy
Applies a practical understanding of how to get things done within the organization.
Customer Service
Understands customer needs and works to meet their expectations and increase satisfaction.
Leadership
Creates and communicates a clear vision for one’s department, division, or organization; establishes a method to realize this vision and energizes members to follow.

Completely Custom

Does your organization already have its own competencies? You can easily use them in the 36 Dollar 360. Our system allows you to quickly and simply enter your competency information, including definitions and questions. And, of course, there’s no extra charge!

Create your own custom compentencies.

Create your own custom compentencies.