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100 SMT007 MAGAZINE I FEBRUARY 2020 lenging situations. You may also bring a can- do attitude to your work. Leadership Competencies It starts at the top. Harvard Business Review did a survey with 195 global leaders who were asked to rate 74 leadership qualities [2] , and 10 leadership competencies rose to the top (Table 1). Your organization should prepare an assessment to evaluate your leadership competencies strengths to these top 10 leader- ship skills and prepare a development plan to strengthen these top competencies as needed within your executive team. Develop a Framework of Key Competencies for All Employees Your company culture is defined by core val- ues. The core values will define the DNA of your organization, and employees will demon- strate behaviors that are aligned to those core values. The second component to strengthen your culture is to have a well-defined set of competencies that your organization values in its employees and prospective candidates that will join the company. Here is an assessment tool based on 38 core competencies defined by Korn Ferry's research guide and technical manual [3] . These compe- tencies are grouped into factors. The goal is for your executive team to designate a weighted score for each competency. This allows you to provide higher value to a given competency that supports your customers' values and vision (Table 2). Once you have built the evaluation tool, you should evaluate each employee to identify areas where improvement is needed. This tool should be a positive and collaborative exercise between a manager and an employee. Employ- ees appreciate seeing the areas where they need to improve on to achieve a high level of consistent performance. Table 1: Top 10 leadership competencies.