Older competencies are not gone, just overshadowed as new skills and qualities emerge. Competency Domains are Stable Leadership competencies at all organizational levels tend to cluster within the same overarching domains. Within these domains, competencies vary by management level in content, scope, and scale. Senior leaders' decisions are far more strategic and cover an entire business or independent business unit. As a result, a competency model for selecting a senior leader will be driven by strategy rather than specific job tasks, as might be true at lower leadership levels.
Interactive skills vary by level in a parallel way.
For instance, lower-level leaders need to create relationships with people outside their work team who can affect their work accomplishment. The mid-level leader must build partnerships to effect transactions between teams or major areas in the organization. At still higher levels, leaders must develop strategic alliances and networks across business sectors or between the organization and external groups. Sourcing Companies fill most leadership vacancies with internal candidates. Organizations can benefit from recruiting senior leaders from both internal and external sources, varying the ratio according to the firm's circumstances.