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While I don't think we have to use the KF Competencies word for word, they are technically supposed to be used for the development of any competency framework in the org. Keep in mind these are also used in the OPM Competency list for NWCG. I have done a crosswalk to ones that I think fit, but we can use this for comparison: https://neprisstore.blob.core.windows.net/sessiondocs/doc_10cd2119-d549-47ac-8784-215eb85cdc8f.pdf

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Clearly convey the vision or purpose for your actions and the "why" for decisions. Set expectations, give direction, and provide honest feedback despite difficult subject matter. “Clear is kind.”

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Understand one's own emotions and strengths and manage emotional responses effectively. Recognize and understand others’ emotions, and use this awareness to effectively manage and nurture relationships.

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Make informed, mission-aligned decisions and communicate them confidently with appropriate urgency.

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Generates solutions in dynamic, high-pressure contexts. The ability to “see around corners”.

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Be flexible and pivot when conditions or needs change.

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Strengthen team cohesion and inclusivity.

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Foster a respectful space where all are valued, free to identify problems, and learn from failure.

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Consistently aligns knowledge, skills, and expertise with predictable, reliable, and principled behavior rooted in honesty and moral character.

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Support growth of individuals and teams.

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Bring diverse people together to leverage their skills, ideas, and knowledge to achieve a common purpose/priorities. Encourage mutual accountability and celebrate collective success.

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Enables others to own decisions and responsibilities and instill confidence in others to act.

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Maintains composure under stress and recovers from setbacks. Ensures the well-being of followers.

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Actively seek new ways to grow and be challenged using both formal and informal development channels.

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Makes conscious choices in behavior and maintains high standards of personal and professional conduct.

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Does this capture what we "strive to be"? Do we feel the skill/behavior names capture and convey what we require in a leader?

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Are the competency definitions adequate to define the skill/behavior?

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Are there competencies that should move to other skill/behavior areas?

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Does the order matter?

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What's missing? What's duplicated or could be condensed?

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Establish a clear “why” for decisions and a vivid direction for success. Communicate actions to be taken and who is responsible for tasks.