MANAGEMENT BEHAVIOURAL COMPETENCY

INSPIRATIONAL LEADERSHIP (Core Competency)

Definition: Inspirational Leadership is about energizing and creating a sense of direction and purpose for employees and excitement and momentum for change. It involves energizing
individuals to strive towards a compelling vision of the future by embracing and embodying NRC’s values in all aspects of their work. It includes offering clarity around goals and
objectives and ensuring that those who are led work collaboratively towards a shared purpose. It also includes the provision of the required resources and motivational support
employees need to grow and the empowerment and accountability to take responsibility for their own success.

Scale Progression: The scale progresses from fostering openness and respect in one’s own work unit to inspiring those across the organization to strive towards a (new) shared
vision for the future or a future state.

Level 1 Level 2 Level 3 Level 4 Level 5

Promotes individual Facilitates change and Fosters group cohesion, Models a passion for NRC’s Inspires commitment to NRC’s
respect, dignity and empowers employees to grow shared purpose and business and builds enthusiasm continued success and ongoing
integrity at work engagement for change transformation
 Models and promotes a  Assigns decision making  Brings positive energy to the  Generates excitement,  Provides leadership to others around
culture of respect, authority to front line group; communicates a enthusiasm and commitment in how to execute strategies that
fairness and trust where employees or by those most collective purpose and people by translating the transition the organization from
people feel appreciated responsible for the outcome. creates a clear line of sight organization’s vision, mission current to future state.
and valued for their  Delegates to others in order to to NRC’s value proposition and values into terms that are  Takes action to ensure that others
unique contribution. provide them with or change agenda. relevant to the work being understand and endorse NRC’s
 Recognizes individuals’ performed.
opportunities for growth, all the  Involves others in planning strategy and mandate; creates an
achievements, while offering guidance, for and implementing  Translates organizational change engaged and energized climate to
knowledge and feedback and support to change, and in so doing, strategies into specific and help enable it.
capabilities. ensure success. gains their buy-in; helps practical goals, processes and  Is authentic; communicates a long-
 Demonstrates an  Encourages others to reach others deal with their time frames. term vision of change that resounds
openness to others’ their full potential by resistance to change.  Combines clarity of purpose with with others, both within the group
ideas or to being supporting learning efforts that  Rewards the contribution of personal conviction, optimism and beyond.
influenced about another will benefit self and others; group members; profiles and a sense of determination to
 Genuinely listens to and addresses
person (e.g., believing thus, creating a culture of individual and group be the best; is viewed as a role
any resistance or concerns about the
that others have continuous learning within the accomplishments and model.
future of the organization; promotes
something valuable to group and throughout the talents across different  Demonstrates a genuine passion a climate of continuous
say or offer, no matter organization. functions, as appropriate. for NRC’s research and transformation that will keep the
what position(s) they Creates an engaged work technology; advocates NRC’s
 Coaches and develops others organization agile and “best in
hold). climate where staff
by providing timely and value proposition to partners, class.”
understand the goals and
 Facilitates open and constructive feedback and clients and other stakeholders.
 Reinforces the vision of change and
objectives of the group or of
honest dialogue and showing sensitivity to diversity
the project or of the change.  Facilitates the group’s process of ensures organizational processes
creates a safe and diverse needs. discovery and learning by and practices are aligned
environment to learn,  Communicates to
Shares own knowledge and defining change in a way that accordingly.
give and receive colleagues, staff and/or they can embrace as their “own.”
best practices with others for  Leads and inspires others to create
feedback. clients why change is
the purpose of assisting in
needed, the benefits of  Ensures that others clearly something truly innovative and
 Suggests possible their ongoing development.
change, what is at stake, understand and endorse the distinguishing for NRC; publicly
change paths or  Promotes understanding of and how the change will group’s mission, goals and champions NRC’s culture and/or
solutions to others when change; effectively manages positively impact employees direction and support them. strategy to gain broad support and
current solutions or resistance or negative reaction and the organization. commitment.
mindset no longer apply. to change.