THE LEAPERS COMPETENCY FRAMEWORK™
A reference architecturefor capabilities that matter at work.
The Leapers Competency Framework™ provides a common capability language across assessment and development.
It brings together 23 competencies across five domains while remaining adaptable to the organization, role and decision context.
Reference framework ≠ fixed assessment model
The Leapers Competency Framework™ provides a starting point and a common terminology. Which competencies are used in an organization-specific assessment, and which behaviours make them visible, is designed separately.
FIVE DOMAINS · 23 COMPETENCIES
The competency universe
- Analytical ThinkingInterpreting data and drawing logical inferences.
- Systems ThinkingEvaluating complex structures as a whole.
- Critical ThinkingQuestioning assumptions and evaluating arguments.
- Creative ThinkingGenerating new ideas, approaches and solutions.
- Problem SolvingStructuring and solving defined and undefined problems.
- CommunicationCommunicating clearly and effectively.
- Giving & Receiving FeedbackBuilding a development-oriented feedback exchange.
- Teamwork & CollaborationWorking together toward shared goals.
- Conflict ManagementManaging disagreement constructively.
- ResilienceStaying functional under stress and pressure.
- Self-ManagementManaging time, energy and responsibilities.
- Proactivity & InitiativeTaking ownership and acting before a need becomes explicit.
- People-Centred LeadershipDeveloping people by building trust and inclusion.
- Strategic ThinkingAssessing long-term direction, implications and priorities.
- Change ManagementGiving direction through uncertainty and transformation.
- Judgment & Decision-MakingForming sound decisions using evidence and context.
- Digital LiteracyUsing digital tools consciously and effectively.
- Data LiteracyReading, questioning and using data in decisions.
- AI LiteracyUsing AI accurately and effectively in a work context.
- Responsible AI & EthicsAwareness of ethics, safety and risk when using AI.
- Cybersecurity AwarenessRecognizing digital risk and working securely.
- Learning AgilityLearning quickly from new situations and information.
- Experiential LearningTurning experience and practice into meaningful development.
Informed by global frameworks
The framework is informed by and internally benchmarked against relevant global skills and capability frameworks.
- This does not imply formal certification, partnership or endorsement by any external body.
- The full internal mapping is not published on the website at this stage.
A strong core.Application that changes by organization.
- Prioritize specific competencies
- Remove competencies that are not relevant
- Add organization-specific capabilities
- Create role-specific subsets
- Differentiate by role level
- Define organization-specific behavioral indicators
CONTINUE EXPLORING