Core Competencies

Intro to Core Competencies

This video will give you a introduction to behavioural competencies and will provide you with an overview of the 10 Core Competencies developed for Ontario’s Developmental Services.

Following the video, explore the Competencies in more detail below and then complete a quiz to assess your learning.

This video is 17 minutes long.

Click on the buttons to find out more about the intentions and background of Core Competencies.

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Core Competencies

How Growth Stages Work

The Core Competencies are presented in growth stages to facilitate professional development in any position. Growth stages increase in sophistication as you move up the scale, with the least complex behaviours in the emerging stage to the most complex at the influencing stage.

For each stage there is a title that captures the essence of the level, and examples of behaviours that might be demonstrated. These examples are not an exhausted list.

The following are the four growth stages:

Emerging

In the emerging stage the focus is on building self-awareness and reflecting on one’s own behaviour: The person explores early development through applying it in ways that promote positive change around them. They demonstrate an understanding of why the competency matters through sharing examples and action and initiates or seeks out active engagement in learning and self-development of this Competency.

Evolving

Evolving is where there is intentional growth of one’s self and valuing others perspectives. They exhibit the competency consistently in more than one context and promote positive opportunities for change beyond themselves. The person takes responsibility and ownership of their own behaviour and growth. They value the perspectives of others and encourages their development of the Competency.

Leading

In the Leading stage we see coaching, mentoring, leading others and system level thinking. They demonstrate confidence in the application of the Competency which enables them to exercise it effectively and in various situations. The individual shows system level thinking in leadership and consistently acts as an agent of change. They are seen as a role model or coach, mentor and lead others in the use of this Competency.

Influencing

In the Influencing stage there is in- depth understanding and utilization of the Competency as a driver of change within organizations and community. At this stage, people demonstrate an in-depth mastery of the Competency. They are highly respected and recognized as an influencer or expert in applying the Competency.

Advocacy

Advocacy is the desire and determination to champion a cause or issue and try to get others to support it. It recognizes the importance of amplifying the voices of the person/family and creating space for them to advocate on their own behalf.

Building Relationships

Building relationships is about intentionally collaborating to develop meaningful relationships with people supported, co-workers, families, community partners and other stakeholders. It is about seeking opportunities to create collaborative partnerships to meet mutual goals.

Championing Change and Innovation

This Core Competency is about being flexible and adaptable to changing environments to work effectively with various people and groups. It involves an open mindset to understand, appreciate and empathize with different and opposing perspectives.

Facilitating Growth and Development

This competency is about facilitating self-directed growth and development. It fosters self determination and independence. It intentionally supports the long-term learning or development of others through coaching, recognition, encouragement, and feedback.

Inclusive Leadership

Leadership is about organizing people and processes toward accomplishing a goal. This is done through coaching, mentoring, and motivating others towards a vision, commitments, and goals. Effective leaders foster an inclusive and positive environment.

Problem Solving and Decision Making

Problem Solving and Decision Making is the demonstration of behaviours that enable one to identify and solve problems by understanding the situation, seeking additional information, developing and weighing alternatives, and choosing the most appropriate course of action.

Resilience

Resilience involves maintaining stamina and performance under continued stress and to act effectively under pressure. It includes bouncing back from disappointments or confrontations, and not letting them negatively influence ongoing performance.

Resource Management

Resource Management is the capacity to plan, effectively leverage and optimize resources (people, processes, financial resources, technology etc.). It means that resources are allocated efficiently to provide high quality support. This includes human resource management, which ensures that people have the right skills, capabilities, behaviours, and tools.

Strategic Thinking

Strategic thinking requires initiative, which is the ability to independently decide what to do and when to do it without relying on someone else’s direction for short and long-term impacts.

Valuing Equity, Diversity and Inclusion (EDI)

Valuing EDI uses social competence to understand and respect the practices, customs and values of all people and cultures. It is the ability to work effectively with a diverse community and be aware of current societal issues.

Competencies Quiz

After you have watched the video, reviewed growth stages and Core Competencies, it's time to test your knowledge! Try to identify the Competencies in the quiz... Good Luck!

Take A Quiz