Turn abstract competenciesinto observable expectations.
“Leadership”, “collaboration” or “strategic thinking” are not measurable definitions on their own.
We analyse your strategy, roles and level expectations, translate each competency into behavioral indicators, and make the architecture usable across assessment, development and learning.
This is a consulting service — how we design the competency architecture of an organization. It is distinct from our internal assessment methodology, The Leapers Behavioral Competency Architecture™, which we cross-link below.
A model that connects to real decisions
A competency model should not end as a PDF or dictionary. It becomes useful when it connects to real organizational decisions.
- 01Business & Strategy Context
- 02Roles
- 03Levels
- 04Competencies
- 05Behavioral Indicators
- 06Assessment
- 07Development
- 08Learning
The Leapers Reference Competency Framework
A starting architecture of 23 competencies across five domains that organizations can use as a reference point — not a mandatory model.
This is a starting architecture, not a fixed model. Organizations may use it as a reference, adapt individual competencies, add sector-specific capabilities, create role-specific sets, and define their own behavioral indicators.
- Use the framework as a reference
- Adapt individual competencies
- Add sector-specific capabilities
- Create role-specific competency sets
- Define your own behavioral indicators
How people reason, analyse and solve problems.
- Analytical ThinkingAnalitik Düşünme
- Systems ThinkingSistemsel Düşünme
- Critical ThinkingEleştirel Düşünme
- Creative ThinkingYaratıcı Düşünme
- Problem SolvingProblem Çözme
The reference framework is internally mapped against relevant WEF and OECD capability concepts to support comparability with wider skills language.
Mapped against, not validated by. We do not use WEF or OECD logos and do not imply certification, approval, partnership or endorsement.
How we design your architecture
- 01Understand
Strategy, culture and roles that the architecture must serve.
- 02Map
Role families and levels across the organization.
- 03Define
The competencies that matter for each family and level.
- 04Operationalize
Translate each competency into observable behaviors.
- 05Validate
Test the model against organizational reality.
- 06Integrate
Connect the architecture to assessment, development and learning.