Society of Women Engineers

Leadership Competency Model

Leadership Competency Model

Leadership Competencies
Background: SWE’s Leadership Competency Model was created and launched in 2010 to serve as the backbone for all of SWE's leadership development programming for current and future SWE leaders.
Purpose: SWE’s Leadership Competency Model identifies the critical knowledge, skills, and abilities (KSA) required of current and future SWE leaders.

Who: Leadership at SWE includes the following positions:

  • Committee Members
  • Committee Leaders
  • Coordinators
  • Affinity Group Leaders
  • Senators
  • Senate Leadership
  • Board of Trustees
  • Board of Directors
What: SWE's Leadership Competency Model, as it currently stands, consists of the following six competencies.
  • Strategic planning through the development of effective strategies. Sees the big picture and understands how to determine organizational objectives and set priorities.
  • Manage finances to meet organizational needs.
  • Apply effective management skills (e.g., problem solving, interpersonal skills, delegation and supervision).
  • Professional knowledge and skills by being aware of industry changes, developments and emerging issues affecting women in STEM.
  • Conflict resolution and management by skillfully settling differences in a positive and constructive manner.
  • Leverages diversity and differences by leading and supporting an inclusive environment. Seeks new perspectives to achieve the vision and mission of SWE.
  • Influencing others through coalition building, inviting new perspectives, and clearly articulating the goals of SWE.
  • Apply effective communication and interpersonal skills through actively listening to the needs of colleagues, sharing relevant information and expectations, and treating colleagues with respect.
  • Identifies strategies for career development, self-awareness, and self-knowledge
  • Demonstrates clear and effective communication skills
  • Seeks specific character attributes of a career coach, mentor, and/or sponsor for personal/professional gain. 
  • Exhibits ability in becoming or mastering unique attributes of a career coach, mentor, and/or sponsor. 
  • Values differences, experiences, and perspectives.
  • Promotes a sense of belonging and respect. 
  • Demonstrates inclusive leadership through influence and model behavior.
  • Fosters, supports, and drives diversity and inclusion best practices. 
  • Developing and empowering others.
  • Visioning by taking the long view of the organization, building a shared vision for SWE members' role, acting as a catalyst for organizational change, and inspiring others to succeed within SWE.
  • Maintain a high standard of professionalism and ethics.
  • Be an advocate for the role of women in STEM.
  • Knowledgeable of change management strategies and processes.
  • Leverages diversity and differences by leading and supporting an inclusive environment.
  • The pursuit of lifelong learning through the mastery of new knowledge, embracing new ideas, and shares new ideas.
  • Self-reflection and assessment through recognizing strengths and weaknesses, seek feedback from others and learns from failure.
  • Tolerates ambiguity by taking priority changes and unforeseen developments in stride as well as leads with a firm sense of purpose in an environment of uncertainty.
  • Flexibility by being open to change and new information/perspectives.

Resources