Respected, high-performing CEO’s know that the coveted three C’s are crucial towards achieving business success in any size organization.  Integrating and sustaining the “right” balance of competencies, companies and (human) capital is the ongoing challenge.

While there is no mystery behind competencies, most careerists are faced with a lack of clarity of their core talents and the value that they offer an organization.  Self-awareness is necessary to stay afloat in 2011 and beyond.  Self-awareness is a competency. Self-awareness is our agent, inner voice, check and balance system and built-in coach.

In my corporate human resources role, 99% of performance management coaching surrounding employee relations issues consisted of individuals complaining that they ‘…were not getting developed’ or ‘…my boss never gives me feedback’.

• As a Career Architect, I hear and see the same from my current clients and corporate business partners.

• From executives to the front line, most human capital seems to be needing validation.

Result? Lean HR teams, hiring leaders are stretched thin, people are asked to do more and expected to navigate in fluid environments on an ongoing basis.  Human capital adverse to unstable environments begin to flounder.  Individuals are also often inappropriately matched with responsibilities which do not maximize their natural core competencies.  A clear example of a job mis-match is putting a non-engaging, process-oriented individual, lacking litigious or HR savvy in a recruiter role.   OUCH!

I chose to write about self-awareness today as it is a relatively easy competency to understand, the following scenario offers a glimpse into the benefits of possessing self-awareness and the dysfunctional behaviors of not being self-aware.

Individuals exuding self-awareness know who they are, know what they want and know what they offer an organization. They typically take charge of their careers by being able to effectively communicate their attributes and opportunities.  They tend to seek out new information, enhancing what they know or improving their deficiencies.

More often than not, individuals lacking self-awareness may not be able to effectively assess others through a behavioral leadership perspective. Unable to see their own true selves, they cannot be expected to see the forest from the trees.

The ‘core’ of the Apple:

When it comes to effectively incorporating the three C’s, Apple ‘gets it’, ‘uses it’ and ‘markets it’—beautifully.  **I am defining ‘it’ as INCREDIBLE TEAMING.

According to a recent report from www.talentmgt.com, the five competencies attributing to the success of Apple include Decision Making, Change, Visionary or Future Focused, Strategic (from concept to delivery) and Motivational Enrichment.

In summary, leaders with innate vision coupled, agility to operate in fluid environments while continuing to think, make decisions and inspire others is a proven success for Apple.

Job Seekers:  Do you know your value add competencies? If not, are you working with a professional who is certified in identifying them?

Companies: Have you defined your organizational competencies? Do you have the right people in place to assess them?

CEO’s: Are you confident that your senior leaders are intuitive and savvy in identifying and reinforcing the balance of competencies in hiring and retaining your human capital?

Follow me next week when Talking to Tina discusses Managerial Courage. “Certified in Behavioral (executive and professional) Leadership through Lominger/Korn Ferry, I enjoy working with individuals and companies on identifying their natural strengths. I am also good at talent identification and individualization!”  ~Tina 😀

P.S.  “Yes…I am self-aware!”