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introduction
his profile defines effective managerial performance within the context of the
T United Nations. It is based on the assumption that regardless of their level of
responsibility within the organization, the defining characteristic of effective man-
agers is that they achieve results, and that they do so with the full engagement of
a committed and motivated staff or team of colleagues.
EXTERNAL ENVIRONMENT
Accountability
Managing across
Emotional organisational
Organisational
competence boundaries
results
Technical
Managing people Individual results
competence
Effective managers operate on the basis of values. They exemplify and promote
the core values of the United Nations in their day-to-day actions and decisions.
They manage people, action and change, and navigate across organizational
boundaries in order to achieve organizational, work unit and individual results.
1. Although the model takes these elements into account, they are not defined in detail in this profile.
PROFILE OF AN EFFECTIVE MANAGER 3
for Managerial Excellence in the United Nations
levels of mastery
Although all elements of the profile apply to managers at all levels, the profile
defines how areas of competence are demonstrated by managers at different levels
of responsibility: organizational leaders, senior managers, and middle managers.
Organizational leaders ASG and USG Organizational leadership responsibilities
The levels of mastery presented in this profile are cumulative. This implies, for
example, that organizational leaders should also demonstrate behavioural indica-
tors associated with senior managers and middle managers.
4 PROFILE OF AN EFFECTIVE MANAGER
for Managerial Excellence in the United Nations
Integrity Apply UN core values in making Protect fairness, identify and Intentionally build a
decisions and clarifying choices avoid conflicts of interest, and departmental and
act as a role model to others in maintain political and organizational culture of ethics
terms of their day-to-day interpersonal neutrality and integrity
demonstration of principled and Pursue defined goals and are Demonstrate zero tolerance
ethical behaviour resilient in the face of external for violations of integrity at a
Take clear ethical stands even pressures personal or systemic level
if they are unpopular Do the right thing for the right
Take the initiative to raise reasons and persuade others to
concerns about the ethics of a do so
given situation Share information openly
Can be counted on to do what relative to staffing and other
they say contentious decisions
Professionalism Themselves demonstrate, and Create an organizational rhythm Set organizational standards
expect from others, basic of performance where meetings of exemplary professional
professional discipline (punc- begin and end on time, behaviour
tuality, respect for normal hours deadlines are met, and results Promote a culture of excellence
of work, appropriate use of office are achieved in all aspects of individual and
equipment and telephones) Provide a focus on quality and organizational performance
Define performance expec- continuous improvement
tations and quality standards Create a stimulating, positive
Are conscientious and efficient work environment
in achieving results Ensure optimal use of
Are decisive, able to make resources
sound decisions despite Lead to increases in efficiency
uncertainties and pressures
Respect for Understand diverse worldviews Intentionally build a diverse Promote organizational policies
diversity and are sensitive to group work force with regard to diversity
differences Promote the organizations Take advantage of diversity in
Express their own views without policies with respect to the pursuit of innovation,
imposing them diversity creativity and the achievement
See diversity as opportunity, Challenge and act to diminish of outstanding results
contribute to an environment bias and intolerance
where diverse people and
perpectives can thrive
PROFILE OF AN EFFECTIVE MANAGER 5
for Managerial Excellence in the United Nations
Emotional competence
ffective managers understand that their own moods are contagious, and that by
Emanaging themselves effectively, they create a positive, productive work climate.
Indicators associated with these competencies are the same for all levels of managers
Self-awareness Are aware of how their emotions affect their Are unaware of the impact they have on others
performance Fail to recognize/admit their own mistakes or
Have a realistic sense of their personal strengths inappropriate behaviour
and limits Overstate their own contributions to the
Are reflective, learning from experience success of the team
Self confidence Present themselves with self-assurance; have Are domineering and aggressive
presence Discourage the participation of others by being
Balance self-confidence with a sense of humility overbearing or unduly dominating discussions
about themselves
Are decisive, able to make sound decisions
despite uncertainties and pressure
Emotional Stay composed and positive even in difficult Shout and/or use abusive language when under
self-control moments stress
Handle difficult people and tense situations with Unnerve others through their own stress
diplomacy and tact Are moody and irritable
Are consistent in their behaviour towards others Are unpredictable in their moods and reactions,
creating a climate of uncertainty and fear
Conscientiousness Meet commitments and keep promises React defensively to criticism
Are organized and careful in their work Deny, cover up, or blame others for their mistakes
Accept responsibility for their mistakes
Optimism Focus on what can be done in a given situation, Are negative and cynical
rather than focusing on problems Complain frequently
Focus on possibilities and opportunities Are easily discouraged
Are energetic and enthusiastic, creating
enthusiasm in others
Foster a favourable atmosphere for the
accomplishment of organizational goals
Achievement Set challenging goals for themselves and the team Are satisfied with the status quo
orientation Pursue goals with energy and commitment Allow their effectiveness to be curtailed by
surmountable obstacles
Empathy Are attentive to non-verbal clues and body Are abrasive and arrogant
language of others Intimidate others
Show sensitivity and understand the perspective Allow their empathy for others to interfere with
of others sound judgment and decision making
Listen effectively to others
Discretion Respect the privacy of others Violate confidentiality requests
Recognize and respect the boundary between Spread rumours and gossip
personal and professional issues
Are able to keep confidential things confidential
2. Derailers or ineffective behaviours are included for this element of the profile because their presence in
the workplace seriously undermines managerial effectiveness.
6 PROFILE OF AN EFFECTIVE MANAGER
for Managerial Excellence in the United Nations
Conceptual competence
ffective managers have what might be called peripheral visionthey are able
Eto pay attention to their environment and the world beyond it as if through a
wide-angle lens, seeing how their actions and those of the work unit/department
interrelate with other areas of activity. They understand and anticipate cycles of
cause and effect that make up systems. They step back from day-to-day action,
gaining perspective, and identifying patterns. They are able to make meaning out
of apparent paradoxes. They use their insights to solve strategic issues.
All managers
Discern a big picture allowing them to think strategically and far into the future
Use of concepts Explain events through the application of a concept, framework, or theory held prior to the event
Are able to develop new concepts and frameworks to explain what they see which does not fit with
existing framework; have an adaptive capacity
Use frameworks to illustrate linkages between ideas and concepts
See similarities between a new situation and a similar past situation, and use a concept, framework,
or theory to explain the similarity
Identify discrepancies or variations from what is expected or desired in a situation or a plan
Systems thinking Perceive the pattern of interrelationships between key components of a system
Can predict the ramifications of actions they choose
Are able to discern four levels operating simultaneously: events, patterns of behaviour, systems, and
mental models
Can predict unintended consequences of quick fix solutions
Pattern recognition Identify patterns in an assortment of unorganized information or seemingly random data
Can pick meaningful trends from information around them, and discern a big picture allowing them
to think strategically into the future
Reduce large amounts of information through the use of a concept not previously applied to a
situation
See similarities of a new situation to aspects of past situations of a different type
Use metaphors and analogies to explain events or information
PROFILE OF AN EFFECTIVE MANAGER 7
for Managerial Excellence in the United Nations
Continuous Stay abreast of developments Promote the systems, Attach the highest priority to
learning and in their area of expertise processes and mechanisms continuous learning and
development Adopt a learning approach in that contribute to continuous development
their day-to-day work learning and development Create space and time to
Seek out formal and informal enable this to happen
opportunities to grow and Identify the necessary
develop themselves resources
Seek out developmental
assignments
8 PROFILE OF AN EFFECTIVE MANAGER
for Managerial Excellence in the United Nations
Managing people
ffective managers excel at managing people, bringing out the best in every
Emember of their team.
Middle managers Senior managers Organizational leaders
Manage people effectively Create an enabling environment Create a high performance culture
Communication Are accessible to others, easy to Devise mechanisms to share Are effective advocates of the
approach and to talk to information with all levels of the departments mission and values
Share information with others department Regularly communicate with staff
Hold regular, effective staff Hold regular meetings with staff at all levels of the department,
meetings Hold colleagues reporting to including administrative staff
Are able to build rapport, relate them accountable for sharing Hold town hall meetings to share
well to people information important information personally
Foster open communication and Negotiate effectively with with all staff and to hear from them
stay receptive to bad news as individuals and groups Make themselves visible to
well as good staff
Teamwork Work collaboratively with Create cross-functional linkages Champion teamwork and
colleagues to achieve results and processes collaboration across the
Encourage staff to think and act Themselves act as role models for department and with other
co-operatively co-operation and mutual support departments and partners
Share credit for successes with Insure that leadership roles in Build an effective team of
the team team settings are fairly distributed senior managers
Develop mechanisms to assess
team achievement
Motivation Recognize both achievement & effort Promote a participative style of Inspire and motivate staff at all
Give staff autonomy in important management levels
areas of their work Treat all levels of staff as valued Take the time to meet with staff
Care about the well-being of staff collaborators at all levels on an individual
Lend their support to work/life basis from time to time
policies
Managing Ensure that staff define results to Promote honest review of Refuse to turn a blind eye to
individual be achieved performance across the poor performance and to poor
performance Ensure that roles, responsibilities department performance management,
and reporting lines are clear Put in place appropriate regardless of level, nationality
Delegate the appropriate delegation mechanisms or gender
responsibility and decision-making Respect existing delegation
authority and decentralization
Review performance and provide mechanisms
ongoing helpful feedback
Address poor performance
promptly
Appraise performance fairly
Support the career development
of staff
PROFILE OF AN EFFECTIVE MANAGER 9
for Managerial Excellence in the United Nations
Action and Set a direction and a course of Anticipate changing requirements Personally lead organizational
change action to reach objectives Remain focused while handling change
management Make things happen and get multiple crises & time-sensitive Set the agenda for their
things done issues department and push for
Cut through red tape when Develop back-up strategies to steady progress towards its
required in order to get results deal with potentially negative achievement
Are effective at generating or outcomes Set a standard of excellence in
finding resources and funding Have the courage to propose their own performance and in
courses of action that others their expectations of others
may hesitate to suggest
Decision-making Make tough decisions when Steer decision making in the Create a culture in which
necessary direction that will most decisions are taken, and
Are able to say no effectively serve the organization information about them is
Consult with others before and its stakeholders communicated
taking decisions Push others to take decisions in Push down decisions which
Make decisions in a timely manner a timely manner should be taken at a lower level
Take responsibility for faulty Act as role models for transparent Hold others accountable for the
decisions and effective decision making decisions they make
Creativity and Actively seek to improve Demonstrate a willingness to Champion creativity and
innovation programmes or services question conventional means of innovation
Take an interest in new ideas achieving results Tap into internal and external
and new ways of doing things Champion creative and sources of creativity
Persuade others to consider breakthrough approaches
new ideas Stimulate organization-wide
Encourage risk-taking and dialogue around new and better
supports creativity and initiative ways of doing things
Client Anticipate the needs of clients Develop client oriented Ensure that meeting the needs
3
orientation and other stakeholders strategies and policies of clients is stakeholders is a
Take action to meet client needs Ensure that organizational top priority
Seek feedback on the extent systems and policies are Promote a client-oriented
to which they are meeting client designed to meet client and mindset and approach
needs stakeholder needs
Results Steer all their effort and Promote a mind-set of results Encourage the department as a
orientation activity and that of the work orientation whole to deliver and measure
unit to the achievement of Ensure that systems and results to its stakeholders
clear, measurable results processes support the
achievement of results
Hold periodic reviews of results
achieved
Developed in collaboration with OHRM and managers and staff of the organisation by Mannet S.A.R.L.
United Nations
OFFICE OF HUMAN RESOURCES MANAGEMENT