Competencies are an evolving focus of public sector leader development.
“Organizations must build and develop intellectual and knowledge capital” (Naquin &
Hollon, 2006, p. 145). Competencies are increasingly viewed as a framework for
building demonstrated organizational capability. Demonstrations are in the form of tests,
assessments, and feedback instruments. By studying a public sector management
development program overhaul using competency-related tools, Naquin and Hollon
(2006) opined that developmental programs should be tailored to meet the needs of
leaders. The authors recognized that a competency-based approach should not be limited
to development, but needs to have a holistic framework throughout the talent
management spectrum in order to take an impermeable hold within an organization’s
culture.
In summary, the literature above reviewed the major components of the purpose,
conceptual framework and research question. Reviewed separately and then taken
together, these components avail several key inferences for this study, which are
described below.
Inferences for Study
There is little doubt that developing EI remains paramount to organizations. What
seems striking is the shear lack of evidence-based theoretical and conceptual frameworks
from which EI can be developed, and the dearth of understating around development fits
with EI and leadership. The foregoing discourse portends implications for developing
individual leaders. Three inferences emerge: (a) implication for research on EI; (b)
research on the application of leader(ship) development; and (c) integration of
leader(ship) and EI (to include within specific contexts, such as the Federal government).