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Note (June 4, 2003): This competency profile will be revised to be consistent with the new Alberta public service competency model. Information on that model is available at: http://www.pao.gov.ab.ca/learning/competencies/apscomp/index.html.

On this page:
Competency Description
Assessing Your Results Orientation
Developing Competence - Tips for Staff
Developing Competence - Tips for Supervisors
Preparing for an Interview - Possible Questions

Results Orientation Creates own measures of excellence. Improves personal performance. Contributes to work unit success. Contributes to organizational success.
Knowing what results are important, focusing resources to achieve them. Uses own specific methods of measuring outcomes against a standard of excellence that exceeds established standards or expectations. Makes specific changes in work methods and skills to improve personal performance and organizational results. Improvement processes within the unit for the greater good of the organization.  Commits significant resources to improve performance while taking action to minimize risks. Demonstrates a clear understanding of all the factors affecting improvement of results within the organization.  Analyzes all options.  Initiates actions to optimize resources for the achievement of improved results.
  Administrative Support Professional Managers

The Leadership Development Toolkit has a number of self-assessment tools related to results orientation.  Click here to access them.

Behaviour Ideas for On-the-Job Competency Development
Creates own measures of excellence.
  • Write your own personal statement of the results you are committed to that you will invest your time and energy in.
  • With input from your supervisor, develop a performance management plan.  Be sure to include group and individual measures to gauge success as well as scheduled progress reviews.
  • Talk to people in senior positions about their roles and what it takes to be successful.
  • at the end of the day and the end of each week. take some time to review the progress on your goals and objectives.
Improves personal performance.
  • Request feedback from your manager, colleagues, clients and team members.  Look for common themes.  From this feedback, identify one skill/ability to work on.  Develop a plan to improve in that area and implement it.  Remember to schedule regular performance reviews.
  • After working on a strategy for a while with no success, consider the lack of success a signal that you may need to take another approach.  Take some time to brainstorm ideas on different approaches you could take.
  • Set motivating rewards for yourself based on your results and remember to reward yourself when you reach your goals.
Contributes to work unit success.
  • Conduct a work unit planning session.  Brainstorm successes and failures and use the ideas generated to develop improved processes within the work unit.
  • Set aside the appropriate time and resources to implement the new processes.
Contributes to organization success.
  • Have a discussion with a colleague, manager or senior executive about the factors that affect the improvement on results within the organization.
  • To practice analyzing, look at an organizational decision that was recently made.
    • What were the factors that contributed to the decision?
    • What were the other options?
    • How will this decision effect you, your department, your clients and the organization?
    • What can you do to facilitate effective results?
  • Take some time in a staff meeting to discuss how your group's performance contributes to organizational success.  Discuss organizational results and what you and your team are and are not doing to impact those results.  Set reasonable goals to maximize your teams impact.

Type of Support Ideas for Developing Staff
  • Keep employees focused on their performance plans.
  • Coach employees as they find their own ways to improve their personal performance.
  • At staff meetings, review progress on goals and objectives.
  • Help employees articulate how their efforts have contributed to the organization's goals.
  • Involve the work unit in discussions about how they can work to increase overall performance.
  • Encourage employees to take stretch assignments.

Page Last Updated:
June 4, 2003

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