Eaton Leadership Model Competencies - Weebly

1 If you share this document with managers and employees to assist in development planning, please make sure that they log onto JOE, and click on the Development Planner link within the Career Development Channel, so we can count them as individual users and honor our contractual commitments. Eaton has the right to reproduce the Derivatives of the CAREER ARCHITECT Development Planner in paper and electronic form and shall include the following copyright and proprietary notice on all Derivatives and copies: Copyright 1992-2006 Lominger Limited, Inc.

2 , a subsidiary of Korn/Ferry International. ALL RIGHTS RESERVED. This work is derived from the CAREER ARCHITECT Development Planner, Fourth Edition, developed by Robert W. Eichinger and Michael M. Lombardo for Lominger Limited, Inc., a subsidiary of Korn/Ferry International. Without the prior written permission of Lominger Limited, Inc., no part of this work may be used, reproduced or transmitted in any form or by any means, by or to any party outside of Eaton Corporation Eaton shall not engage independent contractors or other third parties to create the Derivatives or otherwise delegate any of the rights granted herein without the prior written approval of Lominger.

3 Eaton Leadership Model Competencies Eaton Leadership Model Leadership Competencies Related Competencies to Support Hiring, Coaching, and Development. 14. Creativity 15. Customer Focus 28. Innovation Management 30. Intellectual Horsepower 46. Perspective 51. Problem Solving 61. Technical Learning Thinks & Acts Strategically Sees the big picture and ensures alignment of own team s work with Eaton s overall strategies and long-term success ensures the team knows the right things to be working on (or not working on), based on this alignment.

4 Recognizes patterns within current and possible future trends and internal/external customer requirements to create a compelling vision, establish strategies, communicate them effectively, and measure critical outcomes. Designs /restructures the organization when needed to achieve business results. Makes good decisions based upon analysis, experience, global and cultural factors, and judgment. 5. Business acumen 17. Decision Quality 58. Strategic Agility 65. Managing Vision & Purpose 1. Action Orientated 16. Timely Decision Making 20.

5 Directing Others 24. Functional/Technical Skills 27. Informing 37. Negotiating 39. Organizing 40. Dealing with Paradox 43. Perseverance 47. Planning 50. Priority Setting 52. Process Management 59. Managing Through Systems 62. Time Management 63. Total Work Systems Gets Results Through Self & Others Raises the performance bar creates, promotes, and sustains a high performance culture by actively managing performance, leveraging resources, and holding self and others accountable for results. Personally drives for results to meet & exceed expectations, having a passion for achievement, while understanding that How accomplishments are achieved is as important as What is actually achieved.

6 Actively applies and champions the Eaton Business System (EBS). 2. Dealing with Ambiguity 35 Managing & Measuring Work 38. Organizational Agility 53. Drive for Results 66. Work/Life Balance 7. Caring About Direct Reports 13. Confronting Direct Reports 18. Delegation 21. Managing Diversity 25. Hiring & Staffing Builds Organizational Capability Engages, develops, motivates and accurately assesses others. Actively upgrades the organization through the infusion of top talent into one's team through both selection of new talent and the coaching and development of current talent, and addressing performance issues as needed.

7 Moves talent to/from other Eaton businesses. & Direct Reports & Others 36. Motivating Others 56. Sizing Up People 60. Building Effective Teams 3. Approachability 4. Boss Relationships 6. Career Ambition 8. Comfort Around Higher Management 9. Command Skills 10. Compassion 12. Conflict Management 22. Ethics & Values 23. Fairness to Direct Reports 26. Humor 33. Listening 41. Patience 42 Peer Relationships 44. Personal Disclosure 45. Personal Learning 48. Political Savvy 49. Presentation Skills 54. Self Development 55. Self Knowledge 57.

8 Standing Alone 64. Understanding Others Demonstrates Our Leadership Style Personally demonstrates the Eaton Values & Philosophies, and Eaton 's high ethical standards is someone others want to work with and for. Effectively interacts with others, establishing open, candid & trusting relationships. Presents and receives information with poise, polish and professionalism. Is committed to personal and organizational learning. Demonstrates a commitment to One Eaton . 29. Integrity & Trust 31. Interpersonal Savvy 32. Learning on the Fly 34.

9 Managerial Courage 67. Written Communications The CAREER ARCHITECT Development Planner 4th Edition An expert system offering 103 researched-based and experience-tested development plans and coaching tips. For: Learners, Managers, Mentors, and Feedback Givers Michael M. Lombardo Robert W. Eichinger COPYRIGHT 1996 - 2006 MICHAEL M. LOMBARDO AND ROBERT W. EICHINGER. ALL RIGHTS RESERVED. The CAREER ARCHITECT Development Planner 4th Edition IMPORTANT NOTICE: COPYRIGHT 1996, 2000, 2002, 2006 MICHAEL M.

10 LOMBARDO & ROBERT W. EICHINGER ALL RIGHTS RESERVED. The CAREER ARCHITECT Development Planner 4th Edition First Printing April 2006 ( ) No part of this work may be copied or transferred to any other expression or form without a license from LOMINGER LIMITED, INC. Tel. 952-345-3610 Fax. 952-345-3601 The Leadership ARCHITECT is the exclusive registered trademark of Lominger Limited, Inc. ISBN 1-933578-01-7 Lominger reorder part number 11028 COPYRIGHT 1996 - 2006 MICHAEL M. LOMBARDO AND ROBERT W. EICHINGER.