1. People Lead:
This is the visual representation of our model. This model supports and reinforces our definition of leadership - achieving results, with the right people, in the right way. We make sure we have the right people through our hiring practices and our People cycle decisions – promotions, moves and development discussions.
Master Competencies
It shows three interconnected circles, each which represent our three master competencies:
Dream Big
Develop People
Live our Culture
When these three come together, we as individuals and as a company achieve great results.
Competency Components
Each one of the master competencies have within them three “Competency Components,” which are categories that organize the behaviors within each competency. We will be assessed against the behaviors within each one of these circles.
The outcome will tell us where our strengths are, and where we need to focus our development planning to close our gaps.
For example:
Someone might find that they are really strong at “Live our Culture” and “Develop People” but not as strong in “Dream Big.”
Maybe this is because someone has opportunity around “Turn our Dream into Reality” and “Think about the next Big Opportunity.”
If so, the focus for their development over the coming year would be around this competency.
They would build their development planning efforts on closing this gap through activities such as training, mentoring, looking for key experiences, and perhaps asking for ongoing feedback from others to help them stay the course.
Using the model in this way allows individuals to continue leveraging their identified strengths and be focused on closing gaps in their identified development opportunities. We expect new gaps to appear on our assessments as we have changed the behaviors in the model.

2. Guide for behavior differentiation by level
LL1
Lead in the face of adversity/ambiguity
Challenge current practices and processes
Set the bar and drive results
Leverage networks
Inspire commitment
Create talent strategy
Drive change
Create game-changing opportunities
LL2
Sustain team performance through adversity/ambiguity
Apply best practices and solutions
Build networks
Drive engagement
Develop talent pipeline
Manage change
Encourage innovation
LL3
Turn our Dream into
Reality
Define long-term strategic view
Translate strategy into action
Align behavior with action
Dream Big
Think next Big
Opportunity
Bring new ideas
Move with Agility
Embrace change
Grow Talent
Develop self and help others
Develop People
Inspire and Motivate
Encourage team work
Act with Impact and
Influence
Collaborate across teams
People Lead:
Each leadership level has behaviors that map to that level and map back to the three master competencies – Dream Big, Develop People and Live our Culture. Here, you can see the progression of behaviors. The progression occurs because as you progress in your career, you are expected to move from being more of an individual contributor to a strategic thinker that is directing and motivating others. As the roles change, so do the expectations of your leadership.
The model is generally a build, starting with the premise that the behaviors in the LL3 level are foundational and important for all levels.
From there, the assumption is that the LL2 level includes all of the behaviors in the LL2 and L3 levels, and the LL1 level includes all of the behaviors in the LL2 and LL3 level.
It also assumes that the effective LL1 leader is proficient at all of the behaviors in the LL2 and LL3 levels and the LL2 leader is proficient in the all of the behaviors in the LL3 level.
Drive Execution
Deliver results and drive efficiency
Deliver consistently
Live our Culture
Strive for Excellence
Raise the bar for own performance
Demonstrate Resilience
Stay focused and positive