Henrico’s New Capability Model: The Courage Capability

In our ongoing commitment to meet our workforce’s and residents’ ever-changing needs, Henrico County has implemented a new Capability Model beginning in the Fiscal Year 2022-2023. This model replaces the previous County Competencies and focuses on the knowledge and skills needed to successfully lead and serve in a rapidly evolving workplace and community. 

The Capability Model is modeled around seven capabilities, with many former competencies woven into it. 

The four capabilities outside the circle – Courage, Customer Engagement, Communication, and Inclusion – are foundational to success and create opportunities to excel in the three capabilities within the circle—Leading Self, Leading Others, and Leading the Organization. The seven capabilities promote “Future Readiness,” as you see in the circle’s center.  

You may be wondering how each of these capabilities is defined and how they apply to your role. To help you better understand, the County Connection will feature a series of articles focusing on a different capability each month. 

We’ll start with the Courage Capability.

While some may think of courage as bravely fighting battles or standing up for a person or belief, the model refers to a slightly different definition. For county purposes, it is defined as a “Willingness to navigate uncomfortable situations, adhere to vision and values, take action and initiative on new ideas, and question assumptions and processes to improve outcomes.” 

So, what might the Courage capability look like in the workplace? Here’s one example: 

A team is responsible for presenting important information to all employees. One team member recognizes a segment of information that could be potentially interpreted as questionable or even offensive by certain audience members and realizes this could harm the County’s credibility. This employee shows courage by respectfully approaching the team leader, sharing the potential negative impact of the information, and suggesting an alternative approach. 

In turn, the team leader demonstrates courage by being open to the teammate’s feedback, challenging their own assumptions of how this information could be perceived, asking for input regarding alternative solutions, and actively making changes to the presentation based on their conversation with the teammate.

In this example, both employees are stepping outside their comfort zones with the shared goal of success. The employee with the concern did not simply present the issue – they also proactively came up with a suggested solution. The team leader remained open, curious, and engaged in healthy dialogue with the teammate to explore solutions that would benefit the organization. 

You can find more examples of the Courage capability on our resource page.

Courage in the workplace fosters employee engagement, decision-making, problem-solving, and innovation. As the County transforms to meet current and future demands, courageous employees play a crucial role in our success.

For more information on the Capabilities, visit our resource page.

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Henrico’s New Capability Model

Henrico County continues to stretch the boundaries of what it means to be organizationally agile, flexible, and ready to meet our workforce and residents’ current and future demands. Our county is continuously evolving while major global, national, and social events have challenged us to rethink how we interact, conduct business and provide services to our customers, residents, and workforce in all service areas.  

 

Recently, we introduced a new Capability Model that will go into effect in Fiscal Year 2022-2023. The new model replaces the current county competencies and highlights the capabilities needed to continue to reinforce performance management and how we hire, promote, train, and develop employeesIn addition, each Capability is inclusive and applicable to all employees, in line with the county’s philosophy of leading at all levels in supporting the county and its residents. 

 

What You Need to Know

The Capability Model is centered around seven capabilities. As highlighted in the model below, there are four capabilities outside the circle: Communication, Inclusion, Courage, and Customer Engagement. These capabilities are outside the circle because they are foundational to what you need to succeed in your role. 

  • The four capabilities are core skills that create opportunities and space for you to excel in the three capabilities within the circle – Leading Self, Leading Others, and Leading the Organization – each represented by a different color. The bullet points are descriptors of what it takes to lead self, others, and the organization.  

 

  • If you look closely at the seven capabilities, you will notice that the current competencies are woven throughout so that we are not losing anything. For example, Communication and Customer Engagement are highlighted in numbers 3 and 4 on the “Our Capabilities” model chart. 

 

The Functional Expertise and Personal Accountability capabilities are highlighted under Leading Self, and Organization Awareness is listed under Leading the Organization, similar to Understanding the Business of Henrico County. 

 

Resources for You

After the Fiscal Year begins, we will transition to using the Capability Model, and the current competency model will go away. To help you navigate the model, HR created a resource page that houses tools and guides, and we regularly update that page. 

 

As we continue to move the needle forward with this project, HR will continue to share updates with employees to keep you informed about the new model and how it will impact you.  

 

Please know that HR is your partner during this process. If you have questions, reach out to HR, and we are happy to guide you through that process.  

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