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Take your leadership skills to the next level with SWE’s all new Leadership Competency Model (LCM)

When you take the LCM assessment, the system identifies the critical knowledge, skills, and abilities that a leader committed to SWE’s mission should strive for and builds an individualized learning plan to help you reach your potential.

If you’re looking to pursue leadership positions with SWE — everything from committee member to board of directors — or just want to help advance your career, log in and take the SWE Leadership Competency Model today!

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What Leadership Areas Are Assessed?

The SWE Leadership Competency Model consists of six competencies, click the tabs below to learn more.

The ability to manage your behaviors, thoughts and emotions in a conscious and productive way

Commitment to growth:
Expanding beyond your comfort level to improve in a consistent and continual way

Personal organization:
The process of structuring, systematizing and improving your efforts to be more effective, efficient and productive

Your ability to adjust to different conditions or circumstances

The conduct or qualities that characterize a working professional or volunteer

To help a person change and head in the direction they desire to go in

The act or process of helping and giving advice to a less experienced person

The function of a person who supports or helps another person

Change management:
A process for leading change to achieve a desired outcome

A mental image of what an organization could be in the future

A process which results in the selection of a course of action among several possibilities

Influencing others:
Your ability to affect the character, behavior or development of someone

Written and oral communication:
The exchange of information between people and/or groups

Conflict resolution:
The process by which two or more parties facilitate a peaceful solution to a disagreement

Active listening:
A communication skill involving listening with all senses to improve mutual understanding

Giving and receiving feedback:
A two-way process of sharing and receiving constructive suggestions on areas of strength and opportunities for growth

Management of others:
Your ability to lead and develop team member

Project management:
The use of specific knowledge, skills, tools and techniques to deliver something of value

Strategic planning:
The process of setting goals and creating a blueprint for an organization’s future

Financial acumen:
Your ability to see the financial effects and relationships of various aspects of the organization

Awareness of DEI&B concepts:
Your knowledge and understanding of key concepts related to DEI&B

Commitment to growth in diversity, equity, inclusion, and belonging (DEI&B):
Expanding beyond your comfort level to improve in a consistent and continual way

Taking action to advance SWE’s vision of a world with gender parity and equality in engineering and technology

Active support for the rights of a minority or marginalized group without being a member of it

Inclusive leadership:
A set of behaviors used to help people align their collective direction, to execute strategic plans and to continually renew an organization in DEI&B

Organizational DEI&B transformation:
The process of changing an organization’s DEIB approach to reflect the organizational commitment to advancing DEI&B

How Does It Work?

Our guide below will walk you through every step of the SWE Leadership Competency Model process. This detailed walkthrough video is also a helpful resource.


For any additional questions about the SWE Leadership Competency Model, please email learning@swe.org.