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Building Organizational, Team, and Individual Competence

Leadership 4.0

The digital-technical workplace makes use of new technology-driven tools which change how employees approach their work. Leadership 4.0 changes the expectations of how managers and leaders successfully get work done through others and create environments where employees feel productive and engaged.

For more than 20 years, Perkins Williamson Associates (PWA) has built competency models to help employees, managers, business units, and entire companies understand the skills and behaviors critical for success. 

PWA helps you clarify the specific knowledge, skills, and behaviors—competencies—required for successful accomplishment of your organization’s goals and objectives by individuals, teams, departments, functions, and business units.

As we move into the Fourth Industrial Revolution, rapid and continuous change, technology, and the global nature of business have changed the success profile in many obvious and not-so-obvious ways. We can help you keep abreast of the impact of those changes on employee performance.

We can help you create customized competency models for your business.

State-of-the-Art Database

PWA has an extensive, state-of-the-art database of hundreds of critical jobs with the skills, abilities, and behaviors required to perform them successfully. With this database, you can use competencies as a foundation for:



Selection decisions improve when hiring managers more accurately assess the skills and abilities proven to be critical for successful functioning in the position.


Development Planning

Performance and customer service improve when employees clearly understand what skills, abilities, and behaviors are required of someone in their position. It is critical for an employee to understand how it looks when someone in his or her position is successfully performing the role. Development Planning, based on competencies, enables managers to more accurately assess strengths and weaknesses to identify developmental activities which will have the most impact on an employee’s success.


Career Development

Career progression becomes less ambiguous when employees understand the skills and abilities required for jobs, functions, and job families. It empowers them to take control of their careers. Competencies also help succession planning become a true strategic advantage.



Competencies permit better focus of training resources and development of specific, relevant curricula at the individual, group, and organizational levels.


Performance Management

Performance feedback becomes more constructive when everyone involved uses a common language to discuss demonstrated skills, abilities, and behaviors versus expectations. Performance evaluation, using competencies, then measures the right things using clear criteria.