Competencies | MIT Human Resources

To help both employees and managers understand and use the MIT competencies as part of the performance review process, we've listed examples and links to relevant Learning Bundles below.

Collaborating and building relationships

Some Examples for All Employees	More Examples for Managers & Leaders
Builds productive work relationships Is cooperative and a team player Works well with others to solve challenges Seeks opportunities to collaborate with others	Aligns team members to shared goals and creates opportunities for teamwork Builds relationships with key stakeholders and grows a trusted network inside and outside MIT Promptly and effectively manages conflict Champions and enables cross-organizational, multiple stakeholder initiatives that need collaboration

Communicating with influence

Some Examples for All Employees	More Examples for Managers & Leaders
Exhibits ability to communicate effectively across cultures or differences Writes, speaks, and presents effectively Makes suggestions in a way that others understand Welcomes and actively listens to others’ feedback, ideas, and concerns	Communicates in a timely manner with others about changes that may impact them, including the context and/or reasons for the changes Steadfastly and diplomatically motivates others for results for the collective benefit of the organization Develops and communicates a clear and compelling vision that moves others to act

Demonstrating strategic agility

Some Examples for All Employees	More Examples for Managers & Leaders
Understands the work of the department and how it contributes to MIT Demonstrates flexibility when there is a need to change, reprioritize, or shift focus or goals Anticipates consequences of actions, problems and opportunities; acts accordingly	Helps develop, shape and articulate a compelling long-term vision Ensures that others’ work is prioritized to align with the vision Creates and/or implements objectives and strategies (may include breakthrough strategies) Champions the Institute’s initiatives and decisions

Developing the potential of self and others

Some Examples for All Employees	More Examples for Managers & Leaders
Actively seeks opportunities to improve, learn, and grow Participates in learning opportunities and applies the learnings to the work Shares knowledge, assistance, and guidance to help others learn while getting the job done	Creates a culture of development through coaching, delegating, providing stretch assignments, giving meaningful feedback, etc. Distributes assignments equitably to promote team learning and shared success Enables career development and movement inside and outside the department

Exercising integrity and credibility

Some Examples for All Employees	More Examples for Managers & Leaders
Is trustworthy and widely trusted Responds directly, promptly and sensitively to unethical behavior; escalates if necessary Admits mistakes and/or lack of knowledge Speaks openly, candidly and honestly about issues Takes responsibility for one’s safety and well-being	Models the same behavior for which he/she holds others accountable (“walks the talk”) Provides guidance in ethically complex situations Communicates the organization’s values and ethical norms to staff, stakeholders, clients and the external community Creates a culture of safety and well-being, and is a role model for both

Focusing on the customer

Some Examples for All Employees	More Examples for Managers & Leaders
Assumes responsibility for meeting customers’ needs and holds self accountable for follow-up Takes extra steps and demonstrates creativity to meet others’ needs Provides courteous, timely and professional service even in difficult situations	Effectively holds staff accountable for and dedicated to meeting customer needs Models all aspects of superior customer service, including measuring that service Forecasts and meets complex and diverse customer needs

Fostering an inclusive community

Some Examples for All Employees	More Examples for Managers & Leaders
Is open, welcoming, inclusive, and respectful of differences Is aware of and manages own bias(es) Takes action in response to behaviors that diminish MIT as an inclusive and caring community	Promotes a vision for a climate of respect and inclusion Proactively seeks, hires and develops diverse candidates Encourages staff to build community and acknowledges those who do

Implementing proactively and decisively

Some Examples for All Employees	More Examples for Managers & Leaders
Initiates action to address underlying causes of problems and patterns Recognizes barriers, solves where possible, and escalates when necessary Seizes opportunities and contributes new ideas Takes ownership and holds oneself accountable	Initiates organizational change and improvements Creates a culture that enables and recognizes others who take calculated risks to advance goals and experiment with new approaches Effectively brings together people, funds and space required to advance organizational goals