Management: Difference between revisions

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= Senior Managers – Our visionaries and servant leaders =
== Senior Managers – Our visionaries and servant leaders ==


The core duties of our Sr. Managers are strategic and high-level. They are responsible for providing direction for different teams and, at the same time, ensure there are no knowledge gaps in them. They are constantly monitoring the market and Secure Group's strategy to ensure our competitive advantage. They have a powerful ability to drive progress and usher in periods of change by inspiring employees and earning trust for new ideas. They are also advisors in establishing a strong organizational culture by fostering confidence among direct reports and colleagues alike.
The core duties of our Sr. Managers are strategic and high-level. They are responsible for providing direction for different teams and, at the same time, ensure there are no knowledge gaps in them. They are constantly monitoring the market and Secure Group's strategy to ensure our competitive advantage. They have a powerful ability to drive progress and usher in periods of change by inspiring employees and earning trust for new ideas. They are also advisors in establishing a strong organizational culture by fostering confidence among direct reports and colleagues alike.
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Focused on the big picture, they have the capacity to boost employee productivity, improve employee development and decision-making, cultivate trust, and create future leaders. Sr. Managers help the company to grow, unite teams, and improve outdated technologies or practices.
Focused on the big picture, they have the capacity to boost employee productivity, improve employee development and decision-making, cultivate trust, and create future leaders. Sr. Managers help the company to grow, unite teams, and improve outdated technologies or practices.


{| class="wikitable"
{| class="wikitable"  
!colspan="6"|SR. MANAGER
|-
|-
!colspan="6"|Technical Leadership
! colspan="7" style="text-align:center; vertical-align:middle; font-weight:bold; font-size:12px; background-color:#EAECF0; color:#172B4D;" | Sr. Manager
|-
|-
|colspan="2" style="text-align:center;"|'''PROCESS AND KNOWLEDGE'''
| colspan="7" style="text-align:center; vertical-align:middle; font-size:12px; background-color:#eaecf0; color:#222;" | '''Technical Leadership'''
|style="text-align:center; |'''Level 1'''
|- style="font-weight:bold; text-align:center; font-size:12px;"
|style="text-align:center; |'''Level 2'''
| colspan="2" | Criteria
|style="text-align:center; |'''Level 3'''
| Level A
|style="text-align:center; |'''Level 4'''
| Level 1
| Level 2
| Level 3
| Level 4
|- style="font-size:12px;"
| rowspan="2" style="text-align:center; font-weight:bold; font-size:12px;" | RACI
| style="text-align:center; font-size:12px;" | Completeness / Core Duties
|
* Does not suggest or set-up cross-team processes.
* Does not analyze the need or makes an effort to improve them.
|  
*
* Sometimes thinks about several teams practices and processes and discusses improvements with other managers and senior managers.
* Analyzes current processes and the desired outcomes of them.
* Improves the processes that don't meet the desired outcomes.
|
* Always thinks about several team practices and processes and regularly discusses improvements with the involved stakeholders.
* Monitors the processes and crafts automation.
* Collaborates with others to improve organizational practices and processes.
* Supports creation of processes in other departments and suggests frequent optimization.
|
* Reviews critically cross-department processes and re-aligns them to the business needs and market.
* Analyzes measures and controls processes from different deparrment's and teams.
* Takes ownership and responsibility for organizational practices and processes and their continuous improvement
|
* Leads process change management efforts on an organizational level.
* Improve and adjust the processes from different team's/departments so they are structured, flexible in case of changes and always promoting accountability.
|-
|-
|rowspan="2"|'''RACI'''
| style="text-align:center; font-size:12px;" | Achievement / Performance
|'''Completeness/Core Duties'''
| style="font-size:12px;" |
* Cross-team processes are being followed by routine without analysis of their efficiency.
| style="font-size:12px;" |
* The processes are continually improved and followed delivering high impact on different team's performance.
| style="font-size:12px;" |
* The processes are automatized, fully aligned, well understood and managed proactively across different teams/departments.
* Ensures cross-team tasks and processes are appropriately broken down and prioritized, and well understood by all involved teams.
* Teams are effectively communicated on processes' progress and change.
| style="font-size:12px;" |
* The processes are successfully aligned with the market strategy and business outcomes.
* Cross-department processes are analyzed, measured, and controlled. 
* Processes are optmized and viewed as competitive advantage by the company.
| style="font-size:12px;" |
* Change management is effective in all teams.
* Different teams/departments have in place well-understood and well-executed processes that promote accountability.
* Identifies dependencies across the organization and works with other Sr. Managers to resolve them before they become an issue, and installs preventative measures to mitigate repeat occurrences.
|- style="font-size:12px;"
| rowspan="2" style="text-align:center; font-weight:bold;" | KAI
| style="text-align:center;" | Completeness / Core Duties
|  
* Doesn't effectively defines the KAI of the different teams.
* The KAI does not reflect the needed knowledge based on the organigram.
|
* Understands the needed set of knowledge for the teams to succesfully achieve the business needs and crafts the KAIs based on the organigram.
* Communicates with senior management and subordinates regarding the KAI and its importance for the business.
* Shares their knowledge frequently with their teammates and subordinates.
|
* Builds the KAI for all teams based on organigram and strategic needs.
* Fosters a culture of documentation and knowledge sharing across several teams and their respective business stakeholders; actively demonstrates these behaviors.
* Identifies knowledge GAP from internal references and creates relevant initiatives to mitigate them.
|
* Monitors the departments' KAI and designs creative solutions to fill the knowledge gap.
* Fosters a culture of documentation and knowledge sharing across the organization; actively demonstrates these behaviors.
* Identifies knowledge gaps from external references and create relevant initiatives to mitigate them.
|
* The departments have an effective defined and measured KAI that reflects business and market needs.
* Promotes a knowledge-sharing and knowledge accountability culture within  several teams and cross-departments.
|- style="font-size:12px;"
| style="text-align:center;" | Achievement  / Performance
|
* The Sr. Manager achieves Grade 3 in the KAI of his/her role and Grade 2 in the overall Department KAI.
* Doesn't ensure the KAIs of the teams are structured or communicated.
|
* The Sr. Manager achieves Grade 4 in the KAI of his/her role and Grade 2 in the overall Department KAI.
* The KAIs of the departments are structured and the teams understand what's expected of them in terms of knowledge development.
|
* The Sr. Manager achieves Grade 4 in the KAI of his/her role and Grade 3 in tools and 4 in concepts in the overall Department KAI.
* The structured KAIs are effectively broken down into strategic frameworks.
* Knowledge-sharing is effectivly structured and effectively achieved cross-team.
|
* The Sr. Manager achieves Grade 5 in the KAI of his/her role and Grade 4 in tools and 5 in concepts in the overall Department KAI.
* Ensures teams are coached and trained through creative initiatives and action plans, which help eliminate the knowledge gaps
|
* The Manager achieves Grade 5 in the KAI of his/her role and Grade 4 in tools and 5 in concepts in the overall Department KAI.
* All departments' KAIs are achieved, knowledge sharing is structured cross-teams and subordinates are empowered and accountable for knowledge sharing.
|- style="font-size:12px;"
| rowspan="2" style="text-align:center; font-weight:bold;" | Ceremonies
| style="text-align:center;" | Completeness / Core Duties
|
|
* Analyzes current processes and the desired outcomes of them
* The Sr. Manager identifies the purpose  and the needed stakeholders of a variety of ceremonies.
* Improves the ones that don't meet the desired outcomes 
* The outline of the ceremonies is designed by the Sr. Manager.
|
* The Sr. Manager identifies the purpose  and the needed stakeholders of a variety of ceremonies.
* The Sr. Manager structures and communicates effectively regarding the desired outcome of ceremonies based on team needs
* Fosters a culture within different teams where people are encouraged to share their opinions and function well across diverse groups.
|
* Builds ceremonies based on the needs of a varitety of teams.
* Communicates effectively with a diverse team.
* Fosters a culture of clear, concise, effective, audience-oriented communication with other managers and subordinates.
|
|
* Monitors the processes and crafts automation
* Improves and monitors the current needs of different teams and serves as an advisor in cross-department ceremonies to accomplish business needs.
* Supports creation of processes in other departments and suggests frequent optimization 
* The Sr. Manager communicates effectively on such changes.
|
|  
* Reviews critically cross-department processes and re-aligns them to the business needs and market
* The Sr. Manager re-aligns a variety of ceremonies based on business strategy and market needs.
* Analyzes measures and controls
* The Sr. Manager communicates effectively on such changes.
* Reports the process optimization to the "Head of"
 
|Leads process change management on an organizational level
|-
|'''Achievement/Performance'''
|The processes are continually improved
|
* The processes are automatized
* Teams are effectively communicated on processes' progress and change
|
* The processes are successfully aligned with the market strategy
* Cross-department processes are analyzed, measured, and controlled
|
* Change management is effective in all teams
* All teams have in place processes that promote accountability
|-
|rowspan="2"|'''KAI'''
|'''Completeness/Core Duties'''
|Drafts the KAI for all teams based on the organigram
|Builds the KAI for all teams based on organigram and strategic needs
|Monitors the departments' KAI and designs creative solutions to fill the knowledge gap
|Promotes a culture of knowledge accountability and knowledge-sharing
|-
|'''Achievement/Performance'''
|
* The Sr. Manager achieves Grade 4 in the KAI of his/her role and Grade 2 in the overall Department KAI
* Ensures the KAI of the departments are structured
|
* The Manager achieves Grade 4 in the KAI of his/her role and Grade 3 in tools and 4 in concepts in the overall Department KAI
* Breaks down the structured KAI into strategic frameworks
|
* The Manager achieves Grade 5 in the KAI of his/her role and Grade 4 in tools and 5 in concepts in the overall Department KAI
* Ensures teams are coached and trained through creative initiatives and action plans, which help eliminate some knowledge gaps
|
* The Manager achieves Grade 5 in the KAI of his/her role and Grade 4 in tools and 5 in concepts in the overall Department KAI
* All departments' Knowledge Accountability Indexes are achieved and are accountable for knowledge sharing
|-
|rowspan="2"|'''Ceremonies'''
|'''Completeness/Core Duties'''
|
* Identifies purpose and needed stakeholders
* Identifies desired outcomes based on team needs
|Builds ceremonies based on team needs
|Improves and monitors the current needs and advises in cross-department ceremonies to accomplish business needs
|Re-aligns ceremonies based on business strategy and market needs
|-
|'''Achievement/Performance'''
|Teams have some structured ceremonies, and Managers are communicated regarding the execution
|Teams have most structured ceremonies, and Managers are engaged in execution and have a shared understanding
|
* Teams have all structured ceremonies, and Managers are engaged in execution and have a shared understanding
* Acts as an advisor for some structured cross-department ceremonies
|
* Ensures all ceremonies are being followed
* All stakeholders are communicated of their impact
* All necessary touchpoints are mapped and being executed on an organizational level
|-
!colspan="6"|'''Business Leadership'''
|-
|colspan="2" style="text-align:center;"|'''KPIs AND GOALS'''
|style="text-align:center; |'''Level 1'''
|style="text-align:center; |'''Level 2'''
|style="text-align:center; |'''Level 3'''
|style="text-align:center; |'''Level 4'''
|-
|rowspan="2"|'''Balanced Scorecard'''
|'''Completeness/Core Duties'''
|Establishes department's strategy in agreement with other Senior-level managers 
|
* Makes final decisions on strategic maps cross-teams
* Supports creation of maps by defining goals
|Develops, modifies, and innovates regarding business goals and initiatives that have a company-wide effect
|
* Makes final decisions on company-wide strategic matters
* Strategic maps are successfully defined
|-
|'''Achievement/Performance'''
|Department's strategy is defined, and Managers are communicated
|
* Goals are defined and communicated
* Managers are engaged
|
* Goals are constantly monitored and reported
* Strategic maps are achieved
|Secure Group's overall strategy is achieved
|-
|rowspan="2"|'''Strategy (Set-up Context)'''
|'''Completeness/Core Duties'''
|Shares strategic context with Managers 
|
* Communicates and coordinates with other senior managers on strategic matters
* Identifies and communicates cross-department opportunities 
|Coordinates strategic communication with senior management to ensure execution on all levels
|Covers all aspects of the departments regarding strategic communication
|-
|'''Achievement/Performance'''
|Managers are fully aware of their impact on the company's strategy
|
* Managers are fully equipped to be able to drill down strategy in all levels of the departments
* Successfully communicates the strategy through goals
|Team members at all levels understand their impact on the overall strategy
|
* Acts as a spokesperson for Secure Group Strategic Plan, market space, and products
* All teams have a thorough holistic understanding of the business
|-
!colspan="6"|'''Career Management Leadership'''
|-
|colspan="2" style="text-align:center;"|'''CAREER MANAGEMENT'''
|style="text-align:center; |'''Level 1'''
|style="text-align:center; |'''Level 2'''
|style="text-align:center; |'''Level 3'''
|style="text-align:center; |'''Level 4'''
|-
|rowspan="2"|'''Performance Evaluation'''
|'''Completeness/Core Duties'''
|Evaluations are done according to SGMM rules
|Evaluations are done according to SGMM, and K-POCs are set-up in the system
|All subordinates have a clear K-POC set-up in the system, and the manager frequently communicates with them regarding objectives achievement
|K-POCs are clear to each subordinate; they understand and assimilate what needs to be done to reach the next level of their career path
|-
|'''Achievement/Performance'''
|
* Subordinates are aware of what's needed to grow
* K-POCs are still solely the responsibility of the subordinates. The Sr. Manager doesn't help them achieve their K-POCs
|
* Manager successfully guides employees for them to achieve their K-POCs
* Growth is constant in the department
|
* The whole team has a successful record of leveling-up and stepping-up.
* Leadership development is successful
* Sr. Manager avoids stagnation through coaching and mentoring.
|
* K-POCs cycle are always being achieved with employees being responsible/accountable for it and the manager successfully communicating the progress, providing directions and context, and promoting a high-performance team
* The leaders are leveling-up and stepping-up on time
|-
|-
|rowspan="2"|'''Workforce Planning'''
| style="text-align:center; font-size:12px;" | Achievement / Performance
|'''Completeness/Core Duties'''
| style="font-size:12px;" |
|Open positions in the department are mapped 
* The teams have some structured ceremonies but managers are poorly communicated on the importance of them.
|Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge
* Ceremonies are not always executed by the teams.
| style="font-size:12px;" |
* Teams have some structured ceremonies, and Managers are effectivly communicated regarding the execution of ceremonies and encouraged to openly share their opinions.
* Managers and subordinates contribute to ceremonies  in a respectful and non-biased manner.
| style="font-size:12px;" |
* Teams have most structured ceremonies, and Managers are engaged in the execution of such ceremonies.
* The teams have a shared understanding on the desired outcomes and are open to changing their perspective and plans based on others' input.
* Subordinates actively listen to each other and are understood.
| style="font-size:12px;" |
* Teams have most structured ceremonies, and Managers are engaged in the execution of such ceremonies.
* The teams have a shared understanding on the desired outcomes and are open to changing their perspective and plans based on others' input.
* Due to effective and unbiased communication, the subordinates and senior management actively listen to each other and are understood.
| style="font-size:12px;" |
* Ensures all ceremonies are being followed, and the participants are fully engaged throughout the process.
* All stakeholders are communicated of their impact and understand their role and expected outcomes in the ceremonies.
* All necessary touchpoints are mapped and succesfully executed on an organizational level
|- style="text-align:center; background-color:#EAECF0; color:#222;"
| colspan="7" style="text-align:center; vertical-align:middle; font-size:12px; background-color:#eaecf0; color:#222;" | '''Business Leadership'''
|- style="font-weight:bold; text-align:center; font-size:12px;"
| colspan="2" | Criteria
| Level A
| Level 1
| Level 2
| Level 3
| Level 4
|- style="font-size:12px;"
| rowspan="2" style="text-align:center; font-weight:bold;" | Strategy
| Completeness / Core Duties
|
* Doesn't get involved on strategic matters and does not communicate on it.
|
* Establishes department's strategy maps and goals in agreement with other Senior-level managers.
* Identifies and communicates cross-department opportunities.
|
* The Sr. Manager has a thorough understanding regarding the organization's strategy and makes final decisions on crooss-team strategic goals that wil reflect on different maps.
* Coordinates strategic communication with senior management to ensure strategic execution on all levels .
|  
* The Sr. Manager has a thorough understanding of the market and the industry's strategy.
* Develops, modifies, and re-aligns strategic maps and business goals that have a company-wide effect to ensure innovation.
* Strategic maps are successfully defined.
|
* Leads strategic organizational decisions and plans. Consistently works at a strategic level, influencing decisions to achieve organizational alignment on major goals.
|- style="font-size:12px;"
| Achievement / Performance
|
* Department's strategy is not well defined, and Managers are not communicated on strategic matters
|  
* Goals are defined and communicated.
* The managers are engaged through effective communication.
* The teams contribute effectively to the business' goals of the department.
* Initiates conversations based on organizational strategy and principles with subordinates and other Sr. Managers when appropriate.
|
|
* Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge. The manager knows exactly what to test in each candidate in terms of knowledge and skills
* Managers are fully equipped with strategic contextto be able to drill down strategy in all levels of the departments.
* Helps the Recruitment Team with outlining the perfect candidate skills for management roles
* The managers are oriented towards goals and the overall strategic goals of different departments are achieved.
|
|  
* All open positions are defined with full information and a clear view of what he/she is looking for in candidates in terms of knowledge, skills, and experience.
* The teams are strongly oriented towards goals andare continuously monitoring, reporting and achieving the goals.  
* Helps the Recruitment Team with outlining the perfect candidate skills for management roles
* Strategic maps are achieved.
|-
|  
|'''Achievement/Performance'''
* Fosters a culture across the organization of having conversations based on organizational strategy and principles to create alignment.  
|Workforce planning and hiring process are reactive and unplanned with uncertainty
* Ensures goals are understood and continuously worked towards across the organization.
|Desirable turnover occurs reactively: an employee whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
* Secure Group's overall strategy is achieved.
|
|- style="text-align:center; background-color:#EAECF0; color:#222;"
* Desirable turnover occurs proactively: an employee whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
| colspan="7" style="text-align:center; vertical-align:middle; font-size:12px; background-color:#eaecf0; color:#222;" | '''Career Management Leadership'''
* Hiring process for senior employees is usually successful due to the correct role definition
|- style="font-weight:bold; text-align:center; font-size:12px;"
|
| colspan="2" | Criteria
* The manager embraces turnover in terms of being capable of taking the best out of the employees while they are in the company and is capable of managing employees leaving and coming in a healthy way.
| Level A
* Hiring process for senior employees has a track record of being successful due to correct role definition
| Level 1
|-
| Level 2
!colspan="6"|Adaptive Leadership
| Level 3
|-
| Level 4
|colspan="2" style="text-align:center;"|'''Adaptive Leadership Perspective'''
|- style="font-size:12px;"
|style="text-align:center; |'''Level 1'''
| rowspan="2" style="text-align:center; font-weight:bold;" | Workforce Planning <br />& Development
|style="text-align:center; |'''Level 2'''
| Completeness / Core Duties
|style="text-align:center; |'''Level 3'''
|
|style="text-align:center; |'''Level 4'''
* Level & Step Reviews are not done or do not follow the SGMM rules
|-
* Sr. Manager is not aware of needed open positions in the department and the Sr. Manager does not make an effort to map them
|rowspan="2"|'''Get on the balcony'''
|  
|rowspan="2"|Ability to view the situation and the responses of participants from a mental “balcony”, from which one can see patterns, minimize one's own emotional responses and react (or not!) in ways that will help the other employees engage in the adaptive challenge.
* Level & Step Reviews are done according to SGMM rules.
* Open positions in the department are mapped.
|  
* Evaluations are done according to SGMM, and K-POCs are set-up in the system with SMART goals.
* Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge (KAI)
|  
* Evaluations are done according to SGMM rules.
* All subordinates have a clear K-POC with SMART goals set-up in the system, and the Sr. Manager frequently communicates with them regarding objectives achievement -  other managers understand and assimilate what needs to be done to reach the next level of their career path and are empowered to cascade such improvements.
* Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge (KAI).
* Advises the Recruitment Team with outlining the skills, knowledge and experience to fill in open management positions.
|  
* Evaluations are done according to SGMM rules.
* All subordinates have a clear K-POC with SMART goals set-up in the system, and the Sr. Manager frequently communicates with them regarding objectives achievement -  other managers understand and assimilate what needs to be done to reach the next level of their career path and are empowered to cascade such improvements.
* Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge (KAI).
* Advises the Recruitment Team with outlining the skills, knowledge and experience to fill in open management positions
|- style="font-size:12px;"
| Achievement / Performance
|  
* Growth expectations are not clear to subordinates
* The teams show lack of progression due to non set-up/non-defined K-POCs
* Workforce planning is not done and hiring is on-demand (firefighting)
|
* Subordinates are aware of what's needed to grow and Sr Managers sometimes helps their subordinates and other managers to overcome obstacles, resolve blockers, and complete work tasks. Gives or shares credit where due.
* K-POCs are still solely the responsibility of the subordinates. The Sr. Manager doesn't help them achieve their K-POCs
* Workforce planning and hiring process are reactive and unplanned with uncertainty
|
|
* The Sr. Manager successfully guides and coaches employees for them to achieve their K-POCs.
* Growth is constant in the department.
* Desirable turnover occurs reactively: an employee whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
|
* The whole team has a successful record of leveling-up and stepping-up.
* Leadership development is successful.
* Desirable turnover occurs proactively: an employee whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
* Hiring process for senior employees is usually successful due to the correct role definition
|
* K-POCs cycle are always being achieved with employees being responsible/accountable for it and the manager successfully communicating the progress, providing directions and context, and promoting a high-performance team.
* The leaders are leveling-up and stepping-up on time.
* The manager embraces turnover in terms of being capable of taking the best out of the employees while they are in the company and is capable of managing employees leaving and coming in a healthy way.
* Hiring process for senior employees has a track record of being successful due to correct role definition.
|- style="text-align:center; background-color:#EAECF0; color:#222;"
| colspan="7"style="text-align:center; vertical-align:middle; font-size:12px; background-color:#eaecf0; color:#222;" | '''Adaptive Leadership'''
|- style="font-weight:bold; text-align:center; font-size:12px;"
| colspan="2" | Perspective
| Level A
| Level 1
| Level 2
| Level 3
| Level 4
|- style="font-size:12px;"
| rowspan="2" style="text-align:center; font-weight:bold;" | Get on the Balcony
| rowspan="2" style="text-align:center | Ability to view the situation and the responses  of participants from a mental “balcony”, from which one can see patterns,  minimize one's own emotional responses and react (or not!) in ways that will  help the other employees engage in the adaptive challenge.
|
* Doesn't observe the relationships between subordinates
* Cannot recognize how people’s attention to one another can vary: supporting, thwarting, or listening
* Doesn't Interprets data and behavioral patterns
* No diagnosis ability
|
* Observe the relationships in all levels of the team
* Observe the relationships in all levels of the team
* See how people’s attention to one another can vary: supporting, thwarting, or listening
* See how people’s attention to one another can vary: supporting, thwarting, or listening
* Interprets data and behavioral patterns
* Interprets data and behavioral patterns
|
|  
* Ability to identify and let go of those who can’t make the changes the challenge requires.
* Ability to identify and let go of those who can’t make the changes the challenge requires.
* Understands the loss that is being asked for the team to accept regarding the challenge.
* Understands the loss that is being asked for the team to accept regarding the challenge.
Line 930: Line 993:
* Acknowledges the resulting pain
* Acknowledges the resulting pain
* Diagnosis ability within the team
* Diagnosis ability within the team
|
|  
* Identifies potential opposition to acknowledge their own responsibility for whatever problems the organization currently faces.
* Identifies potential opposition to acknowledge their own responsibility for whatever problems the organization currently faces.
* Evaluates possible communication channels to address challenges at all levels
* Evaluates possible communication channels to address challenges at all levels.
* Diagnosis ability within the team and other leaderships from different departments
* Diagnosis ability within the team and other leaderships from different departments.
* Recognized as the go-to person in terms of situational awareness
* Recognized as the go-to person in terms of situational awareness.
|
|  
* Analyzes internal and external factors.
* Analyzes internal and external factors.
* Communicates with managers from different departments to gather and analyze the context
* Communicates with managers from different departments to gather and analyze the context.
* Understands people's behavior and anticipates them by
* Understands people's behavior and anticipates them by.
* Monitors enough data in order to mobilize people from different levels and departments
* Monitors enough data in order to mobilize people from different levels and departments.
* Diagnosis ability organizational-wide
* Diagnosis ability organizational-wide.
|-
|- style="font-size:12px;"
|'''Space''' - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Occasionally reacts to them accordingly.
|  
'''Time''' - Identifies if the issue is routine or non-routine and occasionally acts at the required pace considering the consequences that are to come.
'''Space''' - Doesn't understand what's going on in the room/meeting/situation and cannot distinguish expected and unexpected situations.</br>
 
'''Time''' - Doesn't have the ability to identify if the issue is routine or non-routine and therefore struggles to act in the required pace considering the consequences that are to come.</br>
'''Object''' - Sufficiently understands how things are organized
'''Object''' - Doesn't understand how things are organized.</br>
 
'''People''' - o ability to read the people or to identify their mood and body language. Struggles to navigate between different audiences.
|  
'''Space''' - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Occasionally reacts to them accordingly.</br>
'''Time''' - Identifies if the issue is routine or non-routine and occasionally acts at the required pace considering the consequences that are to come.</br>
'''Object''' - Sufficiently understands how things are organized.</br>
'''People''' - Reads the people. Identifies their mood and body language. Reads between the lines and occasionally have the ability to navigate between different audiences within the team and sometimes in the organization. From time to time acts at the right pace and with the right language.
'''People''' - Reads the people. Identifies their mood and body language. Reads between the lines and occasionally have the ability to navigate between different audiences within the team and sometimes in the organization. From time to time acts at the right pace and with the right language.
|'''Space''' - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Consistently reacts to them accordingly.
|  
 
'''Space''' - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Consistently reacts to them accordingly.</br>
'''Time''' - Identifies if the issue is routine or non-routine and consistently acts at the required pace considering the consequences that are to come.
'''Time''' - Identifies if the issue is routine or non-routine and consistently acts at the required pace considering the consequences that are to come.</br>
'''Object''' - Effectively understands how things are organized
'''Object''' - Effectively understands how things are organized.</br>
 
'''People''' - Reads the people. Identifies their mood and body language. Reads between the lines and consistently have the ability to navigate between different audiences within the team and sometimes in the organization. Consistently acts at the right pace and with the right language.
'''People''' - Reads the people. Identifies their mood and body language. Reads between the lines and consistently have the ability to navigate between different audiences within the team and sometimes in the organization. Consistently acts at the right pace and with the right language.
|'''Space''' - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations and very often reacts to them accordingly.
|  
'''Time''' - Identifies if the issue is routine or non-routine and has the ability to very often act in the required pace considering to avoid negative consequences.
'''Space''' - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations and very often reacts to them accordingly.</br>
 
'''Time''' - Identifies if the issue is routine or non-routine and has the ability to very often act in the required pace considering to avoid negative consequences.</br>
'''Object''' - Understands how things are organized and understands very often the reason why they are organized in such way.
'''Object''' - Understands how things are organized and understands very often the reason why they are organized in such way.</br>
 
'''People''' - Reads the people. Identifies their mood and body language and possible reactions. Reads between the lines and can very often navigate between different audiences (including organization-wide: other leaderships and departments) at the right pace and language.
'''People''' - Reads the people. Identifies their mood and body language and possible reactions. Reads between the lines and can very often navigate between different audiences (including organization-wide: other leaderships and departments) at the right pace and language.
|  
|'''Space''' - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations, always reacting to them accordingly.
'''Space''' - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations, always reacting to them accordingly.</br>
'''Time''' - Identifies if the issue is routine or non-routine and always acts at the required pace considering the consequences that are to come.
'''Time''' - Identifies if the issue is routine or non-routine and always acts at the required pace considering the consequences that are to come.</br>
 
'''Object''' - Understands how things are organized and why they are organized in such way. </br>
'''Object''' - Understands how things are organized and why they are organized in such way. 
'''People''' - Reads the people. Identifies their mood and body language. Reads between the lines and navigates between different audiences (organization-wide, external stakeholders, and cross-department) at the right pace and language according to each of them.
 
|- style="font-size:12px;"
'''People''' - Reads the people. Identifies their mood and body language. Reads between the lines and navigates between different audiences (organization-wide, external stakeholders, and cross-department) at the right pace and language according to each of them.
| rowspan="1" style="text-align:center; font-weight:bold;" | Identify Adaptive Challenges
|-
| rowspan="1" style="text-align:center;" | Ability   to identify challenges that require people to learn new ways of doing things,   change their attitudes, values, and norms, and adopt an experimental mindset.
|rowspan="1"|'''Identify Adaptive Challenges'''
| rowspan="1" style="text-align:center;" |
|colspan="1"|Ability to identify challenges that require people to learn new ways of doing things, change their attitudes, values, and norms, and adopt an experimental mindset.
* Doesn't identify adaptive challenges or identifies and doesn't act on them.
|Identifies adaptive challenges and points out the need for change
|
|Identifies adaptive challenges and acts on them reactively
* Identifies adaptive challenges and points out the need for change.
|Identifies adaptive challenges and acts on them by providing directions and the corporate context in a proactive way
|  
|
* Identifies adaptive challenges and acts on them reactively.
|  
* Identifies adaptive challenges and acts on them by providing directions and the corporate context in a proactive way.
|  
* Identifies adaptive challenges
* Identifies adaptive challenges
* Provides context and coaching in order for the whole team to be able to balance the pros and cons and to act successfully on it
* Provides context and coaching in order for the whole team to be able to balance the pros and cons and to act successfully on it
|-
|- style="font-size:12px;"
|rowspan="1"|'''Regulate Distress'''
| rowspan="1" style="text-align:center; font-weight:bold;" | Regulate Distress
|colspan="1"|Ability to enable employees to see the need for change, while ensuring they do not become overwhelmed by the change itself
| rowspan="1" style="text-align:center;" | Ability   to enable employees to see the need for change, while ensuring they do not   become overwhelmed by the change itself
|Doesn't regulate distress on the team and other departments
|Regulates distress in a reactive way (when realizes that managers and subordinates are already under stress)
|
* proactively regulates distress (avoid stress before it happens)
* Regulates personal distress
|
|
* Protects the team from any distress 
* Doesn't regulate distress on the team and other departments.
* Conflict management
|
* Provides direction, protection, orientation, and productive norms
* Doesn't regulate distress on the team and other departments.
|-
|
|rowspan="1"|'''Maintain disciplined attention'''
* Regulates distress in a reactive way (when realizes that managers and subordinates are already under stress).
|colspan="1"|Ability to counteract any type of distraction that prevent people from dealing with the adaptive issue
|
* Proactively regulates distress (avoid stress before it happens).
* Regulates personal distress.
|
* Protects the team from any distress.
* Conflict management.
* Provides direction, protection, orientation, and productive norms.
|- style="font-size:12px;"
| rowspan="1" style="text-align:center; font-weight:bold;" | Maintain disciplined attention
| rowspan="1" style="text-align:center;" | Ability to counteract any type of distraction that prevent people from dealing with   the adaptive issue
|
* Not capable of maintaining disciplined attention because of a lack of distress regulation.
|
|
* Usually is not capable of maintaining disciplined attention because of a lack of distress regulation.
* Usually is not capable of maintaining disciplined attention because of a lack of distress regulation.
* Employees' actions are reactive.
* Employees' actions are reactive.
|
|
* Very often can reframe the issue, debate it, and break it into parts.
* Very often can reframe the issue, debate it, and break it into parts.
* Communicates on it with the team and other managers
* Communicates on it with the team and other managers. Aligns expectations.
* Align expectations
|
|
* Task prioritization
* Effectively ensures ceremonies and task prioritization
* Ceremonies prioritization
* Promotes effective communication
* Effective communication
|
|
* Provides relevant context
* Provides relevant context
Line 1,006: Line 1,079:
* Brings attention back to the issue
* Brings attention back to the issue
* Effective and clear communication at all levels and cross-department
* Effective and clear communication at all levels and cross-department
|-
|- style="font-size:12px;"
|rowspan="1"|'''Give the work back to the people'''
| style="text-align:center; font-weight:bold;" | Give the work back to the people
|colspan="1"|Ability to place the work where it belongs, being willing to be part of the challenge rather than directing its solution by providing answers from a position of formal authority
| style="text-align:center;" | Ability   to place the work where it belongs, being willing to be part of the challenge   rather than directing its solution by providing answers from a position of   formal authority
|Subordinates tend to follow instructions because of the manager's authority position.
|  
|
* Subordinates tend to follow instructions because of the Sr. Manager's authority position.
|
* Subordinates tend to follow instructions because of the manager's authority position.
|  
* Delegates tasks effectively so people can focus on what's really important at the moment
* Delegates tasks effectively so people can focus on what's really important at the moment
* Empowers team through the influence
* Empowers team through positive influence
|
|  
* Promotes learning and innovation
* Promotes learning and innovation
* Teambuilder
* Sr. Manager is a teambuilder
* Subordinates start sharing vision and values in order to get the work done
* Subordinates start sharing vision and values in order to get the work done.
|
|  
* Promotes a positive and creative culture
* Promotes a positive and creative culture.
* Promotes innovation
* The team is empowered to get the work done.
* The team is empowered to get the work done
* The teams feel secure to experiment
* The team is secure to experiment
|- style="font-size:12px;"
|-
| style="text-align:center; font-weight:bold; font-style:normal;" | Protect the voices from below
|rowspan="1"|'''Protect the voices from below'''
| style="text-align:center; font-style:normal;" | Ability   to give voice to all people willing to experiment and learn. Incentives   original voices that routinely got discouraged or silenced in the   organization even if they are not as articulate as one would wish.
|colspan="1"|Ability to give voice to all people that are willing to experiment and learn. Incentives original voices that routinely got discouraged or silenced in the organization even if they are not as articulate as one would wish.
|  
|Not an active listener
* Doesn't encourage the teams to share their opinion or doesn't act as an active listener.
|
|
* Can differentiate the "weight" of the voices
* Encourages the team to share their opinion.
* Enables managers to protect voices
* Not always achieves the expected results.
|
|  
* Can differentiate the "weight" of the voices.
* Enables managers to protect voices.
|  
* Ability to filter voices from different audiences
* Active listener
* Active listener
* Ability to filter voices from different audiences
|
|Promotes a culture of inclusion
* Promotes a culture of inclusion
|-
|}
|}



Revision as of 14:26, 11 February 2021

Management Path Roles & Levels

The current roles we have in the Management Path are:

  • Coordinator
  • Manager
  • Senior Manager
  • Head of

Each one of the roles is expected to have different leadership traits as we explored in the chapter Leadership.

In the Management Path, there are 4 Levels per role that you can grow into. To move up from one level to the other it’s evaluated the authority and involvement regarding:

Coordinators - Our pace setters

The core duties of a coordinator are to get the work done through process management, which means they have an input and an output and they have to ensure the effective execution of these processes. They are in contact with customers, suppliers, and employees of all levels; therefore, they need to navigate frequently between different audiences to set-up the right context.

Our Coordinators are required to deliver fast results. These leaders are primarily focused on performance. They often set high standards and hold their team members accountable for hitting their goals.

The fast-paced work environment fostered by the coordinators can also create miscommunications, so in order to ensure effectiveness, they have to be able to provide clear instructions and have an outstanding ability to manage adversities, chaos, and change.


Coordinator
Technical Leadership
Criteria Level A Level 1 Level 2 Level 3 Level 4
RACI Completeness / Core Duties
  • Does not coordinate processes.
  • Processes are manual and undefined.
  • Analyzes established processes for the role and makes an effort to improve them. Might define new processes in a reactive way
  • Sometimes thinks about team practices and processes and discusses improvements with team.
  • Sometimes might not take into consideration the other team members and their duties when creating processes or executing tasks.
  • Frequently thinks about team practices and processes and discusses improvements with team.
  • Proactively defines processes and suggest improvements taking into consideration the tasks and projects of the department.
  • Creates new processes that promote accountability.
  • Demonstrates good judgment in selecting methods and techniques that act as effective solutions driving tangible results.
  • Always thinks about team practices and processes and constantly discusses improvements with their team and regarding processes that affect several teams.
  • Collaborates with others to improve organizational practices and processes.
  • It is capable of exercising judgment to select and define methods, techniques, and evaluation criteria that act as effective solutions driving tangible results.
  • Organizes department's processes, involves needed stakeholders promoting full team alignment, documents and proactively proposes new processes that promotes accountability.
  • Always thinks about practices and processes that affect several teams, discusses improvements with appropriate parties, and drives implementation.
  • Collaborates with others to improve organizational practices and processes.
  • Exercises independent judgment in defining methods, techniques and evaluation criteria.
  • Always promotes cross-department alignment when creating new processes that promote accountability and improving the existing ones.
Achievement / Performance
  • Understands their team's practices and processes.
  • Complete tasks as requested by superiors.
  • Follows the standard practices, procedures, and links processes defined in the RACI to successfully execute tasks by setting-up defined criteria.
  • Ensures processes are being successfully followed by all the stakeholders involved in them.
  • Processes are understood and managed proactively across the team.
  • Achieves successful process change management through effective communication within the team.
  • Follows, reports, and improves established processes.
  • Ensures processes are being followed by all stakeholders involved in them.
  • Processes delivers high impact on the department's performance.
  • Achieves successful process change management through effective communication within several teams.
  • The processes are implemented, documented, reported, successfully executed and managed by the Coordinator, ensuring all aspects of the department are covered.
  • Ensures processes are being followed by all stakeholders involved in them.
  • Process management drives effective solutions driving tangible results in several departments.
KAI Completeness / Core Duties
  • Doesn't define the set of knowledge for the department at this level.
  • Doesn't define the set of knowledge for the department at this level.
  • Doesn't define the set of knowledge for the department at this level.
  • Doesn't define the set of knowledge for the department at this level.
  • Doesn't define the set of knowledge for the department at this level.
Achievement / Performance
  • Role Level: has a common knowledge or an understanding of the basic techniques and concepts of the role.
  • Department Level: does not demonstrate knowledge towards the department's concepts and processes
  • Role Level: Possess a full understanding of tasks/projects; resolves a wide range of issues in creative ways.
  • Department Level: possesses common knowledge regarding the department's KAI (Mostly Grade 3)
  • Role Level: Has wide-ranging experience, is capable of using professional concepts and objectives correctly in order to accomplish tasks.
  • Department level: understands the KAI of the department and it's capable of discussing terminology and implications in oder to complete tasks (Balanced Grade 3 and 4)
  • Role Level: Has broad expertise or unique knowledge, uses various skills to contribute to the development of Secure Group's business model, objectives, and principles and to achieve goals in creative and effective ways.
  • Department Level: can successfully complete tasks in the department's KAI and can discuss the application and implications of concepts and tools (Mostly Grade 4)
  • Role Level: Expert in the field uses professional concepts in developing a resolution to critical issues and broad business matters.
  • Department Level: can successfully complete tasks in the department's KAI and can discuss the application and implications of concepts and tools (Mostly Grade 4)
Ceremonies Completeness / Core Duties
  • Doesn't design the outline of the ceremonies at this level.
  • Doesn't design the outline of the ceremonies at this level.
  • Doesn't design the outline of the ceremonies at this level.
  • Doesn't design the outline of the ceremonies at this level.
  • Doesn't design the outline of the ceremonies at this level.
Achievement / Performance
  • Invited to participate in the ceremonies and acts as a listener.
  • Responds to requests.
  • Works to use feedback that they receive as a tool for growth.
  • Invited to participate in the ceremonies and makes an effort to be participative, bringing insights.
  • Actively listens to others and ensures they are understood.
  • Actively engages in the ceremonies.
  • Actively listens to others and ensures they are understood.
  • Respects the time of the audience.
  • Communicates effectively, clearly, concisely in written and verbal form both technical and non-technical subjects, and in an audience-oriented way.
  • Gives insights. Is able to communicate effectively with a diverse team in a clear, concise, audience-oriented communication, ensuring teammates actively listen to others and are understood.
  • Suggest improvements for the ceremonies and their outcomes.
  • Participates, engages and demonstrates good judgement when suggesting improvements.
  • Facilitates and inspires cross-department collaboration.
  • Fosters a culture of clear, concise, effective, audience-oriented communication on their team, ensuring teammates actively listen to others and are understood.
Business Leadership
Criteria Level A Level 1 Level 2 Level 3 Level 4
Strategy Completeness / Core Duties
  • Not involved in any strategic development at this level.
  • Understands the organization's strategy and how it's related to his/her daily work.
  • Sometimes might not take into consideration the other team members and their strategic impact in the company.
  • Usually involved in discussions about the implications of the strategy for the team.
  • Creates tasks aligned with strategic goals and strategic initiatives. Defines KPIs for their own tasks and projects.
  • Follows-up KPIs on a role and team level and builds action plans to achieve the KPIs successfully. Supports senior employees regarding the definition of strategic initiatives.
  • The coordinator is fully responsible for executing strategic initiatives, managing KPIs, and delegating tasks on an department level.
Achievement / Performance
  • Receives tasks and accomplishes them as requested without connecting the execution to the strategy.
  • Receives tasks and successfully accomplishes them frequently, supporting the achievement of strategic goals.
  • Contributes to conversations based on organizational strategy and principles with teammates when appropriate
  • Tasks are successfully executed according to strategic initiatives . KPIs are defined and reported.
  • Initiates conversations based on organizational strategy and principles with their teammates when appropriate.
  • Oriented towards goals and works towards their team's goals.
  • Ensures the department's KPIs are measured and controlled.
  • Strategic initiatives are created, monitored, and effectively reported contributing effectively to the business goals. <
  • Strongly oriented towards goals and ensures their team is continuously working towards their shared goals.
  • Department's strategic tasks are successfully measured and controlled by the coordinator.
  • Conducts conversations based on organizational strategy and principles with their teammates when appropriate to ensure team alignment and cross-department alignment.
  • Strongly oriented towards goals and ensures their team and other teams are continuously working towards their shared goals
Career Management Leadership
Criteria Level A Level 1 Level 2 Level 3 Level 4
Workforce Planning
& Development
Completeness / Core Duties
  • No authority.
  • No authority.
  • Might provide insights for Level & Step Reviews when requested.
  • Might be asked to participate in Level & Step Reviews as a secondary reviewer.
  • Might be asked to participate in Level & Step Reviews as a secondary reviewer.
Achievement / Performance
  • Understands how to deliver feedback in a useful manner.
  • When requested, helps the teammates overcome obstacles, resolve blockers, and complete work tasks. Gives or shares credit where due.
  • Supports colleagues. Delivers feedback to their teammates when applicable in a useful manner.
  • Sometimes helps the teammates overcome obstacles, resolve blockers, and complete work tasks. Gives or shares credit where due.
  • Actively engages with colleagues by providing constructive feedback and encourage collaboration. Delivers feedback to their team's business stakeholders when opportunities arise.
  • Consistently helps their teammates overcome obstacles, resolve blockers, and complete work tasks. Gives or shares credit where due.
  • Motivates others to work with themselves to reach the team's objectives. Facilitates and inspires cross-department collaboration.
  • Consistently works across teams to help them resolve blockers, and complete work tasks. Ensures that credit is shared and given where due.
  • Is an advisor in establishing a collaborative culture. Facilitates the culture of delivering feedback across several teams as well as their respective business stakeholders. Actively demonstrates these behaviors.
  • Consistently works across different teams to enable them to support each other. Ensures that credit is shared and given where due.
Adaptive Leadership
Perspective Level A Level 1 Level 2 Level 3 Level 4
Get on the Balcony Ability to view the situation and the responses of participants from a mental “balcony”, from which one can see patterns, minimize one's own emotional responses and react (or not!) in ways that will help the other employees engage in the adaptive challenge.
  • Doesn't interpret what see and hear
  • Starts interpreting what see and hear
  • Interprets correctly what he/she sees and hears
  • When sitting in a meeting, practice by watching what is happening while it is happening. Can identify some behavioral patterns.
  • Diagnose ability within colleagues, external stakeholders, and/or suppliers.

Space - Doesn't understand what's going on in the room/meeting/situation and cannot distinguish expected and unexpected situations.
Time - Doesn't have the ability to identify if the issue is routine or non-routine and therefore struggles to act in the required pace considering the consequences that are to come.
Object - Doesn't understand how things are organized.
People - No ability to read the people or to identify their mood and body language. Struggles to navigate between different audiences.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Occasionally reacts to them accordingly.
Time - Identifies if the issue is routine or non-routine and occasionally acts at the required pace considering the consequences that are to come.
Object - Sufficiently understands how things are organized.
People - Reads the people. Identifies their mood and body language. Reads between the lines and occasionally have the ability to navigate between different audiences. From time to time, he/she acts at the right pace and with the right language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Consistently reacts to them accordingly.
Time - Identifies if the issue is routine or non-routine and consistently acts at the required pace considering the consequences that are to come.
Object - Effectively understands how things are organized.
People - Reads the people. Identifies their mood and body language. Reads between the lines and consistently have the ability to navigate between different audiences. Consistently acts at the right pace and with the right language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations and very often reacts to them accordingly.
Time - Identifies if the issue is routine or non-routine and has the ability to very often act in the required pace considering to avoid negative consequences.
Object - Understands how things are organized and understands very often the reason why they are organized in such way.
People - Reads the people. Identifies their mood and body language and possible reactions. Reads between the lines and can very often navigate between different audiences (including organization-wide) at the right pace and language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations, always reacting to them accordingly.
Time - Identifies if the issue is routine or non-routine and always acts at the required pace considering the consequences that are to come.
Object - Understands how things are organized and why they are organized in such way.
People - Reads the people. Identifies their mood and body language. Reads between the lines and navigates between different audiences (organization-wide, external stakeholders, and department) at the right pace and language according to each of them.

Identify Adaptive Challenges Ability to identify challenges that require people to learn new ways of doing things, change their attitudes, values, and norms, and adopt an experimental mindset.
  • Doesn't have the ability to identify adaptive challenges
  • Identifies adaptive challenges but doesn't act on them
  • Identifies adaptive challenges but and points out the need for change
  • Identifies adaptive challenges and acts on them reactively
  • Identifies adaptive challenges and acts on them by providing directions and some corporate context proactively
  • Willing to make a change
Regulate Distress Ability to enable employees to see the need for change, while ensuring they do not become overwhelmed by the change itself
  • Doesn't regulate distress on the team, suppliers, and/or customers
  • Doesn't regulate distress on the team, suppliers, and/or customers
  • Because there's lack of knowledge on how to act on adaptive challenges might not be able to regulate distress (ex: tells people something is wrong repeatedly but cannot explain the reasons properly, causing frustration and demotivation)
  • Helps others recognize the need for change and monitor the stress people are experiencing
  • Manages adversity and regulates distress
  • Regulates distress
  • Keeps it within a product range
Maintain disciplined attention Ability to counteract any type of distraction that prevent people from dealing with the adaptive issue
  • Doesn't maintain disciplined attention and tends to turn back to operational tasks
  • Doesn't maintain disciplined attention and tends to turn back to operational tasks
  • Usually doesn't maintain disciplined attention
  • Starts prioritizing tasks based on audience reactions
  • Very often can reframe the issue, debate it, and break it into parts.
  • Very often can reframe the issue, debate it and break it into parts in order to delegate effectively.
  • Communicates on it with the stakeholders
Give the work back to the people Ability to place the work where it belongs, being willing to be part of the challenge rather than directing its solution by providing answers from a position of formal authority
  • Sometimes doesn't get the work done as required.
  • Get the work done but might jeopardize the quality and/or delivery time.
  • Prioritizes the tasks that need to be done in order to get the work done
  • Supports corporate needs by pursuing good communication with stakeholders
  • Ensures productivity
  • Relies on system and processes
  • Improves system and processes to get the work done
Protect the voices from below Ability to give voice to all people willing to experiment and learn. Incentives original voices that routinely got discouraged or silenced in the organization even if they are not as articulate as one would wish.
  • Not applicable for this level.
  • Not applicable for this level.
  • Not applicable for this level.
  • Not applicable for this level.
  • Not applicable for this level.

Managers - Our coaches

The managers are responsible for the performance of their teams. They are involved in strategic decisions and are required to anticipate technical issues and complex and ambiguous problems or opportunities that are often systemic with no readily understood answers. They are responsible for identifying these situations in their teams, requiring a change of mindset or attitude, and providing the right corporate context.

They are quickly to recognize their team members’ strengths, weaknesses, and motivations to help each individual improve. They assist team members in setting smart goals, ensure quality and efficiency through processes management and provide regular feedback with challenging initiatives to promote growth. They’re skilled in setting clear expectations and creating a positive, motivating environment.

Managers promote the development of new skills, innovation, free-thinking and empowerment while building high-performing teams.

Manager
Technical Leadership
Criteria Level A Level 1 Level 2 Level 3 Level 4
RACI Completeness / Core Duties
  • Does not set up processes for the department. RACI is undefined due to lack of knowledge regarding the needed roles.
  • Processes knowledge reside within individuals and have limited documentation
  • Frequently thinks about team practices and processes. Analyzes established processes for the department and makes an effort to improve them. Define new processes in a reactive way.
  • Processes are documented with varying levels of understanding and basic tools in place
  • Always thinks about team practices and processes ensuring they are well organized, are proactively proposed and promote accountability within the team.
  • Models processes according to innovative and cost-effective tools.
* Takes ownership and responsibility for department's practices and processes and their continuous improvement through control, communication and report.
  • Improve and adjust the processes so they are structured, flexible in case of changes and always promoting accountability.
Achievement / Performance
  • Ensures the majority of processes are being followed through task delegation and communication with the team.
  • Reviews tasks critically and ensures they’re appropriately sized and prioritized.
  • Processes are followed and effectively communicated within the team. The team exercises judgment within defined procedures and practices described in the RACI to determine appropriate action.
  • Ensures tasks are prioritized correctly, and that dependencies are noted within the team.
  • Processes are followed and broadly analyzed by the team for improvements.
  • Processes are fully aligned, understood and managed proactively across the team.
  • Ensures dependencies are noted at tasks and projects and well understood by the team.
  • Works within the team to foster a culture of priority setting and urgency in alignment with organizational strategy.
  • The established processes are successfully followed by the team, controlled and reported.
  • Team is empowered, accountable and capable of directly linking the processes and defining rules for executing them enabling the manager to focus more on people's management than process management.
  • Ensures cross-team dependencies are noted and well understood by all teams involved and other relevant stakeholders.
  • The established processes are successfully followed by the team, controlled and reported.
  • The processes are constantly improved and flexible in cases of changes to cover all aspects of the department.
  • Identifies dependencies across the organization and works with other managers and ICs to resolve them before they become an issue, and installs preventative measures to mitigate repeat occurrences.
KAI Completeness / Core Duties
  • Is aware of the set of knowledge needed for certain positions.
  • Doesn't have enough personal knowledge to structure the KAI of the department.
  • Knowledge-sharing is not encouraged or structured
  • Understands what's the needed knowledge for the team to accomplish its goals (overall KAI).
  • Watches out for opportunities to share knowledge and encourages team members to do the same.
  • Identifies the team's strength in terms of knowledge and reports frequently on it.
  • The manager possesses strong knowledge gap awareness and designs and implements knowledge-related initiatives to mitigate such gaps.
  • Constantly assesses and improves the KAI, communicates with the team and reports on it to senior management.
  • Defines the team's competitive advantage based on knowledge and can extract the best out of every team member through coaching.
  • The department has an effective defined and measured KAI that reflects business and market needs.
  • Promotes a knowledge-sharing culture within the team and cross-team.
Achievement / Performance
  • The Manager achieves Grade 2 or 3 the KAI of his/her role and Grade 2 in the overall Department KAI.
  • Team understands the concept of the KAI but doesn’t understand what's expected of them in terms of knowledge development.
  • The Manager achieves Grade 4 in the KAI of his/her role and Grade 3 in the overall Department KAI.
  • The team knows understands and strives to develop the KAI of their roles. The team tends to share knowledge in an non-structured way.
  • The Manager achieves Grade 4 in the KAI of his/her role and Grade 4 in the overall Department KAI.
  • The team is empowered to be constantly developing the KAI of their roles. Knowledge sharing is structured and encouraged.
  • The Manager achieves Grade 5 in the KAI of his/her role and Grade 4 in the overall Department KAI.
  • Coaches and provides direction for everyone in the team so the department's KAI is constantly achieved.
  • Knowledge sharing is structured, monitored, and measured
  • The Manager achieves Grade 5 in the KAI of his/her role and Grade 5 in the overall Department KAI.
  • The team is empowered to be constantly sharing knowledge in a structured way, the department's KAI is achieved in every role and the team's knowledge management strategy aids a competitve advantage to the business.
Ceremonies Completeness / Core Duties
  • Understands the concept and importance of the ceremonies on a superficial level.
  • Understands their team's ceremonies and works with subordinates and other managers resolve disagreements in a healthy manner.
  • The manager is capable of identifying the purpose of the ceremony and desired outcomes. Agendas are defined and stakeholders are defined and effectively involved.
  • Encourages the team to openly share their opinions, integrates their point of view and contributes to discussions in a respectful manner.
  • The manager is capable of understanding the purpose and desired outcomes of the team's ceremonies and communicates effectively with the people involved.
  • The manager facilitates engagement between other managers and teams and ensures stakeholders contribute to discussions in a respectful manner.
  • Ceremonies are structured with desired outcomes, stakeholders, agenda and always scheduled in advance.
  • The manager communicates effectively with stakeholders, so they are fully aware of the ceremony's purpose and goals and what is their impact on it before the actual ceremony.
Achievement / Performance
  • Does not ensure the execution of ceremonies.
  • Ceremonies happen without previous organization and in an unstructured way.
  • The team understands the importance of effective communication in an audience-oriented way, in written and verbal form.
  • Executes some ceremonies, and identifies action steps for addressed issues.
  • Involves the right stakeholders for resolution through effective, clear, concise communication in written and verbal form both technical and non-technical subjects, and in an audience-oriented way.
  • Actively listens.
  • Reviews issues as a follow-up.
  • The team is empowered to share concerns and action plans in an unbiased way.
  • Ensures most ceremonies and successfully communicates their purpose to be understood by all stakeholders.
  • Makes follow-up actions and documents the outcome of the ceremonies.
  • The teams disagreements are approached in a non-defensively and contradictory opinions are used as a basis for constructive, productive conversations.
  • Ensures all ceremonies are being followed, and the participants are fully engaged throughout the process.
  • All stakeholders are communicated of their impact and understand their role and expected outcomes in the ceremonies.
  • The team is known for a culture of clear, concise, effective, audience-oriented communication, ensuring all participants actively listen to others and are understood.
Business Leadership
Criteria Level A Level 1 Level 2 Level 3 Level 4
Strategy Completeness / Core Duties
  • Doesn't define initiatives or KPIs for the department or does't get involved in strategic matters
  • The manager is aware of the department's strategy and communicates on it with the team.
  • The manager defines strategic initiatives to achieve goals. The strategic map is set up with business goals and strategic theme priorities.
  • The manager has a thorough understanding of the team's domain, how it's built in the strategic map and how it contributes to overall business strategy.* * The manager sets up KPIs to monitor and accomplish strategic initiatives and communicates effectively on strategic matters.
  • The manager has a thorough understanding of their team's domain, strategy, and how it's built into strategic map. Has a thorough understanding of other teams' strategies, how they map to their team and interaction points, and how this is built into strategic maps.
  • The manager follows up, monitors and reports on KPIs and strategic initiatives.
  • The manager has a thorough understanding of the entire business, organizational strategy (strategic maps), including other department's domains, and how they contribute to overall strategy.
  • Department's strategic map is successfully filled with initiatives, KPIs, and goals.
Achievement / Performance
  • Tasks of the team are done on-demand without relating it to the strategy
  • Conducts conversations based on organizational strategy and principles with the subordinates when appropriate to ensure team alignment.
  • The team is oriented towards goals and the strategic initiatives are achieved.
  • KPIs are and initiatives are achieved and tasks are drilled down based on the department's strategic map.
  • The team is strongly oriented towards goals and it's empowered and capable of having conversations based on organizational strategy and principles to create alignment.
  • Initiatives and KPIs are successfully achieved, monitored and reported.
  • The team is strongly oriented towards goals and due to effective communication the manager ensures that other department's are encouraged to continuously working towards their shared goal.
  • The team has a full understanding on the team's context and strategy and successfully contributed to Secure Group's overall strategy by achieving all KPIs and initiatives.
Career Management Leadership
Criteria Level A Level 1 Level 2 Level 3 Level 4
Workforce Planning
& Development
Completeness / Core Duties
  • Level & Step reviews are not done or are not structured according to SGMM rules.
  • Manager is not aware of needed open positions in the department.
  • Evaluations are done according to SGMM rules.
  • Open positions in the department are mapped.
  • Evaluations are done according to SGMM, and K-POCs are set-up in the system with SMART goals.
  • Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge (KAI)
  • Evaluations are done according to SGMM rules.
  • All subordinates have a clear K-POC with SMART goals set-up in the system, and the manager frequently communicates with them regarding objectives achievement.
  • Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge (KAI). The manager knows exactly what to test in each candidate in terms of knowledge and skills to fill in open positions
  • Evaluations are done according to SGMM rules.
  • All subordinates have a clear K-POC with SMART goals set-up in the system, and the manager frequently communicates with them regarding objectives achievement.
  • Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge (KAI). The manager knows exactly what to test in each candidate in terms of knowledge and skills to fill in open positions
Achievement / Performance
  • Growth expectations are not clear to subordinates.
  • The team shows lack of progression and does not have set-up K-POCS.
  • Workforce planning is not done and hiring is on-demand (firefighting).
  • Subordinates are aware of what's needed to grow and the managers sometimes helps their teammates overcome obstacles, resolve blockers, and complete work tasks.
  • Gives or shares credit where due when working on common projects with other managers.
  • K-POCs are still solely the responsibility of the subordinates. The Manager doesn't act on them in order to help achievement.
  • Workforce planning and hiring process are reactive and planned with uncertainty.
  • Consistently helps their subordinates to overcome obstacles, resolve blockers, and complete work tasks.
  • Gives or shares credit where due when working on common projects with other managers.
  • Manager successfully guides employees for them to achieve their K-POCs so growth is constant in the department.
  • Desirable turnover occurs reactively: an employee whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
  • The whole team has a successful record of leveling-up and stepping-up.
  • The Manager avoids stagnation through coaching and mentoring.
  • Consistently works with other managers to support each other. Ensures that credit is shared and given where due.
  • Desirable turnover occurs proactively: an employee whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
  • Hiring process is usually successful due to the correct role definition.
  • K-POCs cycle are constantly being achieved and the manager successfully communicates the progress, providing directions and context, and promoting a high-performance team.
  • Subordinates are empowered and responsible/accountable for their development plan.
  • Consistently works across the organization to enable teams to support each other. Ensures that credit is shared and given where due.
  • The manager embraces turnover in terms of being capable of taking the best out of the employees while they are in the company and capable of managing employees leaving and coming in a healthy way.
  • Hiring process has a track record of being successful due to correct role definition.
Adaptive Leadership
Perspective Level A Level 1 Level 2 Level 3 Level 4
Get on the Balcony Ability to view the situation and the responses of participants from a mental “balcony”, from which one can see patterns, minimize one's own emotional responses and react (or not!) in ways that will help the other employees engage in the adaptive challenge.
  • Doesn't observe the relationships between subordinates
  • Cannot recognize how people’s attention to one another can vary: supporting, thwarting, or listening
  • Doesn't interprets data and behavioral patterns
  • No diagnosis ability
  • Doesn't observe the relationships between subordinates
  • See how people’s attention to one another can vary: supporting, thwarting, or listening
  • Interprets data and behavioral patterns
  • Some ability to distant himself/herself from the situation
  • Resists the instinct to react without analysis
  • Defends what's being addressed by providing data
  • Diagnosis ability within the team
  • Ability to get on the balcony
  • Capable of determining each stakeholder (promoters, detractors)
  • Navigates well between the audience
  • Diagnosis ability within various departments
  • Diagnosis ability within the organization
  • Capable of determining the neutral stakeholders
  • Identifies the needs and criteria for neutral stakeholders to address adaptive challenges
  • Recognized as the go-to person in terms of situational awareness

Space - Doesn't understand what's going on in the room/meeting/situation and cannot distinguish expected and unexpected situations.
Time - Doesn't have the ability to identify if the issue is routine or non-routine and therefore struggles to act in the required pace considering the consequences that are to come.
Object - Doesn't understand how things are organized.
People - No ability to read the people or to identify their mood and body language. Struggles to navigate between different audiences.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Occasionally reacts to them accordingly.
Time - Identifies if the issue is routine or non-routine and occasionally acts at the required pace considering the consequences that are to come.
Object - Sufficiently understands how things are organized.
People - Reads the people. Identifies their mood and body language. Reads between the lines and occasionally have the ability to navigate between different audiences within the team and sometimes in the organization. From time to time acts at the right pace and with the right language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Consistently reacts to them accordingly.
Time - Identifies if the issue is routine or non-routine and consistently acts at the required pace considering the consequences that are to come.
Object - Effectively understands how things are organized.
People - Reads the people. Identifies their mood and body language. Reads between the lines and consistently have the ability to navigate between different audiences within the team and sometimes in the organization. Consistently acts at the right pace and with the right language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations and very often reacts to them accordingly.
Time - Identifies if the issue is routine or non-routine and has the ability to very often act in the required pace considering to avoid negative consequences.
Object - Understands how things are organized and understands very often the reason why they are organized in such way.
People - Reads the people. Identifies their mood and body language and possible reactions. Reads between the lines and can very often navigate between different audiences (including organization-wide: other leaderships and departments) at the right pace and language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations, always reacting to them accordingly.
Time - Identifies if the issue is routine or non-routine and always acts at the required pace considering the consequences that are to come.
Object - Understands how things are organized and why they are organized in such way.
People - People - Reads the people. Identifies their mood and body language. Reads between the lines and navigates between different audiences (organization-wide, external stakeholders, and cross-department) at the right pace and language according to each of them.

Identify Adaptive Challenges Ability to identify challenges that require people to learn new ways of doing things, change their attitudes, values, and norms, and adopt an experimental mindset.
  • Doesn't identify adaptive challenges or identifies and doesn't act on them
  • Identifies adaptive challenges and points out the need for change
  • Identifies adaptive challenges and acts on them reactively
  • Identifies adaptive challenges and acts on them by providing directions and the corporate context in a proactive way
  • Identifies adaptive challenges
  • Provides context and coaching in order for the whole team to be able to balance the pros and cons
Regulate Distress Ability to enable employees to see the need for change, while ensuring they do not become overwhelmed by the change itself
  • Doesn't regulate distress on the team and other departments
  • Doesn't regulate distress on the team and other departments
  • Regulates distress only when it's inside their comfort zone (meaning, they have enough knowledge to provide context)
  • Regulates distress constantly
  • Creates a holding environment
  • Conflict management
  • Protects the team from any distress
  • Provides direction, protection, orientation, and productive norms
  • Regulates personal distress
Maintain disciplined attention Ability to counteract any type of distraction that prevent people from dealing with the adaptive issue
  • Not capable of maintaining disciplined attention because of a lack of distress regulation.
  • Usually is not capable of maintaining disciplined attention because of a lack of distress regulation.
  • Employees' actions are reactive.
  • Very often can reframe the issue, debate it, and break it into parts.
  • Communicates on it with the team.
  • Effectively ensures Task prioritization
  • Promotes effective communication
  • Provides relevant context
  • Team understands priorities
  • Brings attention back to the issue
  • Effective and clear communication at all levels
Give the work back to the people Ability to place the work where it belongs, being willing to be part of the challenge rather than directing its solution by providing answers from a position of formal authority
  • Subordinates tend to follow instructions because of the Manager's authority position.
  • Subordinates tend to follow instructions because of the Manager's authority position.
  • Delegates tasks effectively so people can focus on what's really important at the moment
  • Practices walk the talk promoting best practices
  • Starts empowering the team
  • Subordinates have a sense of understanding on what they should act or not at the moment but still struggle to find a way of doing so.
  • Ensures effective communication
  • Provides relevant context
  • Subordinates are often able to come up with prioritization and action plans in order to nail the challenges
  • Manager is a teambuilder
Protect the voices from below Ability to give voice to all people willing to experiment and learn. Incentives original voices that routinely got discouraged or silenced in the organization even if they are not as articulate as one would wish.
  • Doesn't encourage the team to share their opinion
  • Encourages the team to share their opinion
  • Not always achieves the expected results
  • Fosters a culture within their team where people are encouraged to share opinions.
  • Occasionally approaches disagreement non-defensively.
  • Approaches disagreement non-defensively.
  • Use contradictory opinions as a basis for constructive discussions.
  • Works through "surface"-level disagreements to expose the concerns of disagreeing/weaker voices.
  • Integrates concerns into their perspective and plans

Senior Managers – Our visionaries and servant leaders

The core duties of our Sr. Managers are strategic and high-level. They are responsible for providing direction for different teams and, at the same time, ensure there are no knowledge gaps in them. They are constantly monitoring the market and Secure Group's strategy to ensure our competitive advantage. They have a powerful ability to drive progress and usher in periods of change by inspiring employees and earning trust for new ideas. They are also advisors in establishing a strong organizational culture by fostering confidence among direct reports and colleagues alike.

Sr. Managers live by a people-first mindset and believe that when team members feel personally and professionally fulfilled, they’re more effective and more likely to produce great collaborative work regularly. These leaders are exceptionally skilled in building employee morale and helping people re-engage with their work.

Focused on the big picture, they have the capacity to boost employee productivity, improve employee development and decision-making, cultivate trust, and create future leaders. Sr. Managers help the company to grow, unite teams, and improve outdated technologies or practices.

Sr. Manager
Technical Leadership
Criteria Level A Level 1 Level 2 Level 3 Level 4
RACI Completeness / Core Duties
  • Does not suggest or set-up cross-team processes.
  • Does not analyze the need or makes an effort to improve them.
  • Sometimes thinks about several teams practices and processes and discusses improvements with other managers and senior managers.
  • Analyzes current processes and the desired outcomes of them.
  • Improves the processes that don't meet the desired outcomes.
  • Always thinks about several team practices and processes and regularly discusses improvements with the involved stakeholders.
  • Monitors the processes and crafts automation.
  • Collaborates with others to improve organizational practices and processes.
  • Supports creation of processes in other departments and suggests frequent optimization.
  • Reviews critically cross-department processes and re-aligns them to the business needs and market.
  • Analyzes measures and controls processes from different deparrment's and teams.
  • Takes ownership and responsibility for organizational practices and processes and their continuous improvement
  • Leads process change management efforts on an organizational level.
  • Improve and adjust the processes from different team's/departments so they are structured, flexible in case of changes and always promoting accountability.
Achievement / Performance
  • Cross-team processes are being followed by routine without analysis of their efficiency.
  • The processes are continually improved and followed delivering high impact on different team's performance.
  • The processes are automatized, fully aligned, well understood and managed proactively across different teams/departments.
  • Ensures cross-team tasks and processes are appropriately broken down and prioritized, and well understood by all involved teams.
  • Teams are effectively communicated on processes' progress and change.
  • The processes are successfully aligned with the market strategy and business outcomes.
  • Cross-department processes are analyzed, measured, and controlled.
  • Processes are optmized and viewed as competitive advantage by the company.
  • Change management is effective in all teams.
  • Different teams/departments have in place well-understood and well-executed processes that promote accountability.
  • Identifies dependencies across the organization and works with other Sr. Managers to resolve them before they become an issue, and installs preventative measures to mitigate repeat occurrences.
KAI Completeness / Core Duties
  • Doesn't effectively defines the KAI of the different teams.
  • The KAI does not reflect the needed knowledge based on the organigram.
  • Understands the needed set of knowledge for the teams to succesfully achieve the business needs and crafts the KAIs based on the organigram.
  • Communicates with senior management and subordinates regarding the KAI and its importance for the business.
  • Shares their knowledge frequently with their teammates and subordinates.
  • Builds the KAI for all teams based on organigram and strategic needs.
  • Fosters a culture of documentation and knowledge sharing across several teams and their respective business stakeholders; actively demonstrates these behaviors.
  • Identifies knowledge GAP from internal references and creates relevant initiatives to mitigate them.
  • Monitors the departments' KAI and designs creative solutions to fill the knowledge gap.
  • Fosters a culture of documentation and knowledge sharing across the organization; actively demonstrates these behaviors.
  • Identifies knowledge gaps from external references and create relevant initiatives to mitigate them.
  • The departments have an effective defined and measured KAI that reflects business and market needs.
  • Promotes a knowledge-sharing and knowledge accountability culture within several teams and cross-departments.
Achievement / Performance
  • The Sr. Manager achieves Grade 3 in the KAI of his/her role and Grade 2 in the overall Department KAI.
  • Doesn't ensure the KAIs of the teams are structured or communicated.
  • The Sr. Manager achieves Grade 4 in the KAI of his/her role and Grade 2 in the overall Department KAI.
  • The KAIs of the departments are structured and the teams understand what's expected of them in terms of knowledge development.
  • The Sr. Manager achieves Grade 4 in the KAI of his/her role and Grade 3 in tools and 4 in concepts in the overall Department KAI.
  • The structured KAIs are effectively broken down into strategic frameworks.
  • Knowledge-sharing is effectivly structured and effectively achieved cross-team.
  • The Sr. Manager achieves Grade 5 in the KAI of his/her role and Grade 4 in tools and 5 in concepts in the overall Department KAI.
  • Ensures teams are coached and trained through creative initiatives and action plans, which help eliminate the knowledge gaps
  • The Manager achieves Grade 5 in the KAI of his/her role and Grade 4 in tools and 5 in concepts in the overall Department KAI.
  • All departments' KAIs are achieved, knowledge sharing is structured cross-teams and subordinates are empowered and accountable for knowledge sharing.
Ceremonies Completeness / Core Duties
  • The Sr. Manager identifies the purpose and the needed stakeholders of a variety of ceremonies.
  • The outline of the ceremonies is designed by the Sr. Manager.
  • The Sr. Manager identifies the purpose and the needed stakeholders of a variety of ceremonies.
  • The Sr. Manager structures and communicates effectively regarding the desired outcome of ceremonies based on team needs
  • Fosters a culture within different teams where people are encouraged to share their opinions and function well across diverse groups.
  • Builds ceremonies based on the needs of a varitety of teams.
  • Communicates effectively with a diverse team.
  • Fosters a culture of clear, concise, effective, audience-oriented communication with other managers and subordinates.
  • Improves and monitors the current needs of different teams and serves as an advisor in cross-department ceremonies to accomplish business needs.
  • The Sr. Manager communicates effectively on such changes.
  • The Sr. Manager re-aligns a variety of ceremonies based on business strategy and market needs.
  • The Sr. Manager communicates effectively on such changes.
Achievement / Performance
  • The teams have some structured ceremonies but managers are poorly communicated on the importance of them.
  • Ceremonies are not always executed by the teams.
  • Teams have some structured ceremonies, and Managers are effectivly communicated regarding the execution of ceremonies and encouraged to openly share their opinions.
  • Managers and subordinates contribute to ceremonies in a respectful and non-biased manner.
  • Teams have most structured ceremonies, and Managers are engaged in the execution of such ceremonies.
  • The teams have a shared understanding on the desired outcomes and are open to changing their perspective and plans based on others' input.
  • Subordinates actively listen to each other and are understood.
  • Teams have most structured ceremonies, and Managers are engaged in the execution of such ceremonies.
  • The teams have a shared understanding on the desired outcomes and are open to changing their perspective and plans based on others' input.
  • Due to effective and unbiased communication, the subordinates and senior management actively listen to each other and are understood.
  • Ensures all ceremonies are being followed, and the participants are fully engaged throughout the process.
  • All stakeholders are communicated of their impact and understand their role and expected outcomes in the ceremonies.
  • All necessary touchpoints are mapped and succesfully executed on an organizational level
Business Leadership
Criteria Level A Level 1 Level 2 Level 3 Level 4
Strategy Completeness / Core Duties
  • Doesn't get involved on strategic matters and does not communicate on it.
  • Establishes department's strategy maps and goals in agreement with other Senior-level managers.
  • Identifies and communicates cross-department opportunities.
  • The Sr. Manager has a thorough understanding regarding the organization's strategy and makes final decisions on crooss-team strategic goals that wil reflect on different maps.
  • Coordinates strategic communication with senior management to ensure strategic execution on all levels .
  • The Sr. Manager has a thorough understanding of the market and the industry's strategy.
  • Develops, modifies, and re-aligns strategic maps and business goals that have a company-wide effect to ensure innovation.
  • Strategic maps are successfully defined.
  • Leads strategic organizational decisions and plans. Consistently works at a strategic level, influencing decisions to achieve organizational alignment on major goals.
Achievement / Performance
  • Department's strategy is not well defined, and Managers are not communicated on strategic matters
  • Goals are defined and communicated.
  • The managers are engaged through effective communication.
  • The teams contribute effectively to the business' goals of the department.
  • Initiates conversations based on organizational strategy and principles with subordinates and other Sr. Managers when appropriate.
  • Managers are fully equipped with strategic contextto be able to drill down strategy in all levels of the departments.
  • The managers are oriented towards goals and the overall strategic goals of different departments are achieved.
  • The teams are strongly oriented towards goals andare continuously monitoring, reporting and achieving the goals.
  • Strategic maps are achieved.
  • Fosters a culture across the organization of having conversations based on organizational strategy and principles to create alignment.
  • Ensures goals are understood and continuously worked towards across the organization.
  • Secure Group's overall strategy is achieved.
Career Management Leadership
Criteria Level A Level 1 Level 2 Level 3 Level 4
Workforce Planning
& Development
Completeness / Core Duties
  • Level & Step Reviews are not done or do not follow the SGMM rules
  • Sr. Manager is not aware of needed open positions in the department and the Sr. Manager does not make an effort to map them
  • Level & Step Reviews are done according to SGMM rules.
  • Open positions in the department are mapped.
  • Evaluations are done according to SGMM, and K-POCs are set-up in the system with SMART goals.
  • Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge (KAI)
  • Evaluations are done according to SGMM rules.
  • All subordinates have a clear K-POC with SMART goals set-up in the system, and the Sr. Manager frequently communicates with them regarding objectives achievement - other managers understand and assimilate what needs to be done to reach the next level of their career path and are empowered to cascade such improvements.
  • Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge (KAI).
  • Advises the Recruitment Team with outlining the skills, knowledge and experience to fill in open management positions.
  • Evaluations are done according to SGMM rules.
  • All subordinates have a clear K-POC with SMART goals set-up in the system, and the Sr. Manager frequently communicates with them regarding objectives achievement - other managers understand and assimilate what needs to be done to reach the next level of their career path and are empowered to cascade such improvements.
  • Open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge (KAI).
  • Advises the Recruitment Team with outlining the skills, knowledge and experience to fill in open management positions
Achievement / Performance
  • Growth expectations are not clear to subordinates
  • The teams show lack of progression due to non set-up/non-defined K-POCs
  • Workforce planning is not done and hiring is on-demand (firefighting)
  • Subordinates are aware of what's needed to grow and Sr Managers sometimes helps their subordinates and other managers to overcome obstacles, resolve blockers, and complete work tasks. Gives or shares credit where due.
  • K-POCs are still solely the responsibility of the subordinates. The Sr. Manager doesn't help them achieve their K-POCs
  • Workforce planning and hiring process are reactive and unplanned with uncertainty
  • The Sr. Manager successfully guides and coaches employees for them to achieve their K-POCs.
  • Growth is constant in the department.
  • Desirable turnover occurs reactively: an employee whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
  • The whole team has a successful record of leveling-up and stepping-up.
  • Leadership development is successful.
  • Desirable turnover occurs proactively: an employee whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
  • Hiring process for senior employees is usually successful due to the correct role definition
  • K-POCs cycle are always being achieved with employees being responsible/accountable for it and the manager successfully communicating the progress, providing directions and context, and promoting a high-performance team.
  • The leaders are leveling-up and stepping-up on time.
  • The manager embraces turnover in terms of being capable of taking the best out of the employees while they are in the company and is capable of managing employees leaving and coming in a healthy way.
  • Hiring process for senior employees has a track record of being successful due to correct role definition.
Adaptive Leadership
Perspective Level A Level 1 Level 2 Level 3 Level 4
Get on the Balcony Ability to view the situation and the responses of participants from a mental “balcony”, from which one can see patterns, minimize one's own emotional responses and react (or not!) in ways that will help the other employees engage in the adaptive challenge.
  • Doesn't observe the relationships between subordinates
  • Cannot recognize how people’s attention to one another can vary: supporting, thwarting, or listening
  • Doesn't Interprets data and behavioral patterns
  • No diagnosis ability
  • Observe the relationships in all levels of the team
  • See how people’s attention to one another can vary: supporting, thwarting, or listening
  • Interprets data and behavioral patterns
  • Ability to identify and let go of those who can’t make the changes the challenge requires.
  • Understands the loss that is being asked for the team to accept regarding the challenge.
  • Capable of naming the loss, be it a change in time-honored work routines or an overhaul of the company’s core values
  • Acknowledges the resulting pain
  • Diagnosis ability within the team
  • Identifies potential opposition to acknowledge their own responsibility for whatever problems the organization currently faces.
  • Evaluates possible communication channels to address challenges at all levels.
  • Diagnosis ability within the team and other leaderships from different departments.
  • Recognized as the go-to person in terms of situational awareness.
  • Analyzes internal and external factors.
  • Communicates with managers from different departments to gather and analyze the context.
  • Understands people's behavior and anticipates them by.
  • Monitors enough data in order to mobilize people from different levels and departments.
  • Diagnosis ability organizational-wide.

Space - Doesn't understand what's going on in the room/meeting/situation and cannot distinguish expected and unexpected situations.
Time - Doesn't have the ability to identify if the issue is routine or non-routine and therefore struggles to act in the required pace considering the consequences that are to come.
Object - Doesn't understand how things are organized.
People - o ability to read the people or to identify their mood and body language. Struggles to navigate between different audiences.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Occasionally reacts to them accordingly.
Time - Identifies if the issue is routine or non-routine and occasionally acts at the required pace considering the consequences that are to come.
Object - Sufficiently understands how things are organized.
People - Reads the people. Identifies their mood and body language. Reads between the lines and occasionally have the ability to navigate between different audiences within the team and sometimes in the organization. From time to time acts at the right pace and with the right language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Consistently reacts to them accordingly.
Time - Identifies if the issue is routine or non-routine and consistently acts at the required pace considering the consequences that are to come.
Object - Effectively understands how things are organized.
People - Reads the people. Identifies their mood and body language. Reads between the lines and consistently have the ability to navigate between different audiences within the team and sometimes in the organization. Consistently acts at the right pace and with the right language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations and very often reacts to them accordingly.
Time - Identifies if the issue is routine or non-routine and has the ability to very often act in the required pace considering to avoid negative consequences.
Object - Understands how things are organized and understands very often the reason why they are organized in such way.
People - Reads the people. Identifies their mood and body language and possible reactions. Reads between the lines and can very often navigate between different audiences (including organization-wide: other leaderships and departments) at the right pace and language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations, always reacting to them accordingly.
Time - Identifies if the issue is routine or non-routine and always acts at the required pace considering the consequences that are to come.
Object - Understands how things are organized and why they are organized in such way.
People - Reads the people. Identifies their mood and body language. Reads between the lines and navigates between different audiences (organization-wide, external stakeholders, and cross-department) at the right pace and language according to each of them.

Identify Adaptive Challenges Ability to identify challenges that require people to learn new ways of doing things, change their attitudes, values, and norms, and adopt an experimental mindset.
  • Doesn't identify adaptive challenges or identifies and doesn't act on them.
  • Identifies adaptive challenges and points out the need for change.
  • Identifies adaptive challenges and acts on them reactively.
  • Identifies adaptive challenges and acts on them by providing directions and the corporate context in a proactive way.
  • Identifies adaptive challenges
  • Provides context and coaching in order for the whole team to be able to balance the pros and cons and to act successfully on it
Regulate Distress Ability to enable employees to see the need for change, while ensuring they do not become overwhelmed by the change itself
  • Doesn't regulate distress on the team and other departments.
  • Doesn't regulate distress on the team and other departments.
  • Regulates distress in a reactive way (when realizes that managers and subordinates are already under stress).
  • Proactively regulates distress (avoid stress before it happens).
  • Regulates personal distress.
  • Protects the team from any distress.
  • Conflict management.
  • Provides direction, protection, orientation, and productive norms.
Maintain disciplined attention Ability to counteract any type of distraction that prevent people from dealing with the adaptive issue
  • Not capable of maintaining disciplined attention because of a lack of distress regulation.
  • Usually is not capable of maintaining disciplined attention because of a lack of distress regulation.
  • Employees' actions are reactive.
  • Very often can reframe the issue, debate it, and break it into parts.
  • Communicates on it with the team and other managers. Aligns expectations.
  • Effectively ensures ceremonies and task prioritization
  • Promotes effective communication
  • Provides relevant context
  • Team understands priorities
  • Brings attention back to the issue
  • Effective and clear communication at all levels and cross-department
Give the work back to the people Ability to place the work where it belongs, being willing to be part of the challenge rather than directing its solution by providing answers from a position of formal authority
  • Subordinates tend to follow instructions because of the Sr. Manager's authority position.
  • Subordinates tend to follow instructions because of the manager's authority position.
  • Delegates tasks effectively so people can focus on what's really important at the moment
  • Empowers team through positive influence
  • Promotes learning and innovation
  • Sr. Manager is a teambuilder
  • Subordinates start sharing vision and values in order to get the work done.
  • Promotes a positive and creative culture.
  • The team is empowered to get the work done.
  • The teams feel secure to experiment
Protect the voices from below Ability to give voice to all people willing to experiment and learn. Incentives original voices that routinely got discouraged or silenced in the organization even if they are not as articulate as one would wish.
  • Doesn't encourage the teams to share their opinion or doesn't act as an active listener.
  • Encourages the team to share their opinion.
  • Not always achieves the expected results.
  • Can differentiate the "weight" of the voices.
  • Enables managers to protect voices.
  • Ability to filter voices from different audiences
  • Active listener
  • Promotes a culture of inclusion

Head of – Our transformational leaders

Our Heads of Departments are responsible for setting strategic direction, developing context, and fostering our corporate culture on an organizational level. They focus on clear communication, goal-setting, and the company’s productivity.

Instead of placing the majority of the energy into each employee’s individual aspects, they are driven by a commitment to organizational objectives. However, they are also committed to developing the next generation of Secure Group leaders and build a strong relationship with our shareholders. The "Heads of" also value the company's ethics and teams while focusing on high-performance in the long-term.

HEAD OF
Technical Leadership
PROCESS AND KNOWLEDGE Level 1 Level 2 Level 3 Level 4
RACI Completeness/Core Duties Define processes at an organizational level Identifies dependencies across departments and promotes alignment for continuous improvement Identifies external factors and re-aligns process management with them
  • Promotes organizational corporate culture regarding process management
  • Promotes process accountability at an organizational level
Achievement/Performance Comprehension of process management in senior levels is achieved Organization-wide processes are successfully managed and constantly improved Process management is successfully aligned in business, market, and other external factors Departments at all levels achieved an effective process management strategy
KAI Completeness/Core Duties Defines KAI at an organizational level  Defines KAI at an organizational level that promotes competitive advantage Identifies external factors and re-aligns KAI with market and business strategy Promotes an organization-wide culture of knowledge accountability and knowledge-sharing 
Achievement/Performance KAI is understood within senior levels and mostly achieved in the departments Knowledge Accountability Indexes are successfully achieved at an organizational level
  • KAI is re-aligned continuously with the market
  • Senior levels are communicated and engaged in knowledge management
The organization is accountable for knowledge management at all levels
Ceremonies Completeness/Core Duties Identifies needed ceremonies at an organizational level Builds ceremonies at an organizational level that will aid competitive advantage Re-aligns needed ceremony with market/business strategy and promotes innovation Fosters a culture of ceremonies for effective communication at an organizational level
Achievement/Performance Ceremonies' importance is understood at an organizational level Ceremonies are properly set-up, and teams are effectively communicated Ceremonies are aligned with business/market strategy The organization has a culture of effective communication through ceremonies
Business Leadership
KPIs AND GOALS Level 1 Level 2 Level 3 Level 4
Balanced Scorecard Completeness/Core Duties Defines strategy at an organizational level
  • Aligns and communicates cross-dependencies between strategic maps
  • Defines strategic priorities with executives
Considers external factors and builds an organizational strategy that will aid competitive advantage Fosters a culture of strategic management at all levels
Achievement/Performance Secure Group's overall strategy is defined Strategic maps are defined and communicated Strategic themes are achieved Secure Group's overall strategy is overachieved
Strategy (Set-up Context) Completeness/Core Duties Shares and aligns strategic context with Sr. Managers
  • Manages conflicts regarding strategic matters at senior levels
  • Reports strategic matters to executives and Sr. Managers
  • Coordinates strategic communication with executives and other "Head of." 
  • Aligns with managers at lower levels 
Covers Secure Group's overall strategic communication at all levels by promoting innovation 
Achievement/Performance
  • Sr. Management and executives are aligned regarding strategic priorities
  • Sr. Management is fully aware of their team's scope in the company's strategy
  • Sr. Management is fully equipped to drill down strategy to lower levels in different teams
  • Successfully communicates the overall strategy through strategic priorities
  • Overall organizational strategy is understood and aligned in senior-level management
  • Sr. Managers understand their team's impact on Secure Group's overall strategy and have the necessary context to achieve it
  • Acts as a spokesperson for Secure Group Strategic Plan, market space, and products
  • All teams have a thorough holistic understanding of the business
  • Secure Group's strategic management is part of the corporate culture
Career Management Leadership
CAREER MANAGEMENT Level 1 Level 2 Level 3 Level 4
Performance Evaluation Completeness/Core Duties Communicates with every employee in the Management Path for the 4 required leadership categories in order to grow
  • Explains the required criteria and knowledge gap to Sr. Managers in order them to grow
  • "Head of" communicates with managers regarding the department's performance gap
Management layer has a defined K-POC set-up in the system and the "Head of" frequently communicates with them regarding objectives' achievement
  • Communicates with leaders, so they understand what's required from their department regarding performance
  • Clearly communicates K-POCs to each leader in order to understand and assimilate what needs to be done to reach the next level of their career path
Achievement/Performance
  • Leaders are aware of what's needed to grow
  • K-POCs are still solely the responsibility of the subordinates. "Head of" doesn't help achieve the K-POC
  • "Head of" successfully guides leaders for them to achieve their K-POCs
  • Growth is constant at an organizational level
  • The whole company has a successful record of leveling-up and stepping-up.
  • Leadership development is successful
  • "Head of" avoids leadership stagnation through coaching and mentoring.
  • K-POCs cycle are always being achieved with employees being responsible/accountable for it and the heads of successfully communicating the progress, providing directions and context, and promoting a high-performance company
  • The company's employees are leveling-up and stepping-up on time
  • Leaders are constantly growing in the 4 perspectives of leadership and able to coach subordinates 
Workforce Planning Completeness/Core Duties Leadership open positions in the department are mapped Leadership open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge
  • Leadership open positions in the department are mapped and with clear Responsibilities and Accountabilities and needed set of knowledge. The "Head of" knows exactly what to test in each candidate in terms of knowledge and skills
  • Considers market and business strategy
  • Leaders open positions are defined with full information and a clear view of what he/she is looking for in candidates in terms of knowledge, skills, and experience.
  • The ability for international and high-level networking
Achievement/Performance Workforce planning and hiring processes are reactive and unplanned with uncertainty
  • Desirable turnover occurs reactively: a leader whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
  • Leadership roles are filled in
  • Desirable turnover occurs proactively: a leader whose performance falls below the company’s expectations is replaced by someone whose performance meets or exceeds expectations.
  • Hiring process for leaders is usually successful due to the correct role definition
  • The "Head of" embraces turnover in terms of being capable of taking the best out of the leaders while they are in the company and is capable of managing employees leaving and coming in a healthy way.
  • Hiring process for leaders has a track record of being successful due to correct role definition
Adaptive Leadership
Adaptive Leadership Perspective Level 1 Level 2 Level 3 Level 4
Get on the balcony Ability to view the situation and the responses of participants from a mental “balcony”, from which one can see patterns, minimize one's own emotional responses and react (or not!) in ways that will help the other employees engage in the adaptive challenge.
  • Has enough market experience
  • Capable of making assertive assumptions.
  • Doesn't analyze internal data. 
  • Analyzes internal data.
  • Ability to put himself/herself in different "shoes" per department in order to understand patterns.
  • Doesn't get attached to personal biases, and it's willing to see things from different perspectives.
  • Recognized as the go-to person in terms of situational awareness
  • Engages with all types of audience, always providing insights with the support of data.
  • Has enough knowledge to identify other people's personal opinion to relevant information
  • Analyzes internal and external factors, assumptions, and market information.
  • Communicates effectively with managers from different departments in order to exchange context for different roles.
  • Understands people's behavior and anticipates them by providing enough data in order to address challenges
  • Knows how to navigate between completely different audiences disregarding the level
Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Occasionally reacts to them accordingly.

Time - Identifies if the issue is routine or non-routine and occasionally acts at the required pace considering the consequences that are to come.

Object - Sufficiently understands how things are organized

People - Reads the people. Identifies their mood and body language. Reads between the lines and occasionally have the ability to navigate between different audiences within the team and sometimes in the organization. From time to time acts at the right pace and with the right language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations. Consistently reacts to them accordingly.

Time - Identifies if the issue is routine or non-routine and consistently acts at the required pace considering the consequences that are to come.

Object - Effectively understands how things are organized

People - Reads the people. Identifies their mood and body language. Reads between the lines and consistently have the ability to navigate between different audiences within the team and sometimes in the organization. Consistently acts at the right pace and with the right language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations and very often reacts to them accordingly.

Time - Identifies if the issue is routine or non-routine and has the ability to very often act in the required pace considering to avoid negative consequences.

Object - Understands how things are organized and understands very often the reason why they are organized in such way.

People - Reads the people. Identifies their mood and body language and possible reactions. Reads between the lines and can very often navigate between different audiences (including organization-wide: other leaderships and departments) at the right pace and language.

Space - Understands what's going on in the room/meeting/situation and can distinguish expected and unexpected situations, always reacting to them accordingly.

Time - Identifies if the issue is routine or non-routine and always acts at the required pace considering the consequences that are to come.

Object - Understands how things are organized and why they are organized in such way. 

People - Reads the people. Identifies their mood and body language. Reads between the lines and navigates between different audiences (organization-wide, external stakeholders, and cross-department) at the right pace and language according to each of them.

Identify Adaptive Challenges Ability to identify challenges that require people to learn new ways of doing things, change their attitudes, values, and norms, and adopt an experimental mindset. Identifies adaptive challenges and points out the need for change Identifies adaptive challenges and acts on them reactively Identifies adaptive challenges and acts on them by providing directions and the corporate context in a proactive way
  • Identifies adaptive challenges
  • Provides context and coaching for the whole team to be able to balance the pros and cons and to act successfully on it
Regulate Distress Ability to enable employees to see the need for change, while ensuring they do not become overwhelmed by the change itself Doesn't regulate distress on the team and other departments
  • Regulates distress in a reactive way (when realizes that managers are panicking)
  • Regulates personal distress
  • proactively regulates distress (avoid stress before it happens)
  • Conflict management
  • Protects the team from any distress 
  • Provides direction, protection, orientation, and productive norms
Maintain disciplined attention Ability to counteract any type of distraction that prevent people from dealing with the adaptive issue
  • Usually is not capable of maintaining disciplined attention because of a lack of distress regulation.
  • Employees' actions are reactive.
  • Very often can reframe the issue, debate it, and break it into parts.
  • Communicates on it with the managers
  • Align expectations cross-department and upper management
  • Ceremonies prioritization
  • Effective communication
  • Managers understand the priorities and are armed with the knowledge to drill it down
  • Provides relevant context
  • Brings attention back to the macro situation in which the issue arose
  • Effective and clear communication to senior management and upper management
Give the work back to the people Ability to place the work where it belongs, being willing to be part of the challenge rather than directing its solution by providing answers from a position of formal authority Subordinates tend to follow instructions because of the manager's authority position.
  • Team is empowered
  • Promotes collaboration
  • Forms strategic alliances
  • Acts as a partner for the team to get the work done
  • Approaches a long term perspective
  • Promotes employee fulfillment
Protect the voices from below Ability to give voice to all people that are willing to experiment and learn. Incentives original voices that routinely got discouraged or silenced in the organization even if they are not as articulate as one would wish. Not an active listener
  • Active listener with the ability to filter voices from different departments
  • Manages conflict
  • Promotes a culture of inclusion
  • Integrates upper management and senior management concerns into their perspective and plans
  • The organization is empowered to share
  • Communication is in the corporate culture