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Organizational Development & Leadership Competencies

 

At the completion of the Master of Science in Organizational Development & Leadership degree and/or program, the student will demonstrate development in the following foundational and functional competencies: 
 
Foundational Competencies
 
1. Reflective practice and self-awareness: Committed to lifelong learning and development of one’s own authenticity; aware of personal preferences, strengths and areas to develop; committed to managing one’s own emotional reactivity in anxious moments.  
 
2. Relational health and group process skills: Understands that change happens through increased connection; relates effectively with all levels of the organization; develops mutually-empathic and -empowering relationships.
 
3. Business/organizational knowledge and acumen: Understands need to create a unique, value-added product or service; is results-focused; brings sense of urgency and ability to provide clarity and focus about business/organizational goals and processes.
 
4. Systems thinking and intervention design skills: Integrates action research with theory and practice to design appropriate interventions at multiple levels of the organization; as a leader of change, understands importance of managing one’s own emotional reactivity as well as developing an objective perspective of how emotional systems operate.
 
5. Personal Character/Ethics: Performs within a clearly-articulated ethical framework that includes principles and processes for individual and organizational problem-solving and decision-making; takes responsibility for developing one’s own political maturity and effectiveness. 
 
6. Individual-cultural diversity: Demonstrates self-awareness of one’s own perceptions of ‘others’ and sensitivity in all relationships with those possessing diverse personal and cultural characteristics; able to leverage differences as opportunities for creativity and empowerment.
 
 
Functional Competencies
 
1. Leadership: Understands organizational change process and how to effectively manage organizations through the change process; committed to use of self as the most powerful instrument of organizational change; uses influence and collaboration as consistent practices to ensure that ideas are shared and tested to enhance organizational performance.
 
2. Assessment/Diagnosis/Action Research: Initiates data collection processes to identify and surface ‘underlying’ issues that are impacting performance at the individual/group/organizational levels.
 
3. Intervention Design: Chooses and implements interventions designed to improve organizational performance in such a way that those within the system better understand their own system and how to sustain and continually improve performance at the individual/group/organizational levels when the change leader is absent.
 
4. Coaching and Mentoring: Demonstrates the ability to meet individuals and organizations where they are, identify what they want to achieve and assist them in meeting their goals.
 
5. Consulting: Demonstrates the use of action research and consulting processes to successfully and effectively engage one’s client. 
 
6. Communication: Communicates comfortably and effectively as a writer and speaker in various capacities; utilizes appropriate technology and tools to deliver messages to individuals as well as small and large groups. 
 
 
I was "bitten by the educational bug." I believe that self-awareness is very important and is closely linked to my ability to analyze situations that will produce positive results and behavior. It has allowed me to begin thinking outside of just myself and to consciously think of others and their needs. This awareness offers me good familial and working relationships, being trustworthy, fair, and compassionate.

~Lt. Brian Sprowal, Philadelphia Police Department

 



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