The Hogan 360 Leadership Model and 14 Core Competencies
Self-Management	Relationship Management	Working in the Business	Working on the Business
Integrity Resilience	Communication People Skills Team Player Engaging	Capability Efficiency Results Customer	Accountability Motivation Strategy Innovation

The Efficiency competency is the second competency within the Working in the Business quadrant on the Hogan 360 and refers to whether an individual prioritises and manages their time and effort for the maximum benefit. Higher scores tend to be seen as assertive, conscientious and highly task-focused. Those scoring low on the Efficiency competency may be perceived as more cautious about making decisions and independent with their agenda and communication. We might expect to see those scoring lower on the Efficiency dimension to simultaneously score higher on Cautious and Leisurely on the HDS, as well as lower on Ambition, Prudence and Diligent. When coaching those with lower scores, the key areas of focus will be time management, prioritisation and driving continuous improvement in performance.

The first area of focus in the coaching of someone scoring low on the Efficiency competency will be around effective time management skills. Have the individual walk you through how they currently build structure in their day. Do they just handle tasks as they come, or do they have any sort of structure and methodology as to how they handle competing priorities? Perhaps they appear to others as not effectively managing their time because they do not use any kind of time management tools to help them accomplish their objectives in an orderly and efficient fashion. In this case, it will be critical to help them identify which tools and systems they can use to better manage their time and create day to day efficiencies in their work. Perhaps they can use the calendar function of Outlook or their e-mail platform to schedule meetings, as well as block out time for other tasks. For example, if they have to complete performance evaluations for all of their direct reports, perhaps they can block out a two-hour window one afternoon to set aside to complete the performance evaluations before they are due. Providing them with some basic time management mechanisms to make their work more disciplined will increase their efficiency.

In addition to time management skills, prioritisation may pose a challenge for those scoring low on Efficiency. Those who also score high on Leisurely may have a tendency to prioritise their own goals or what they like to do first, versus prioritising the organisation’s objectives. To help build better prioritisation skills, first have the individual articulate the organisation’s strategic objectives and what the individual is responsible for in their role. This may include creating a list of all their responsibilities and any major products or tasks they oversee. Once they have a clear idea of their goals and objectives, help them determine an action plan that supports their objectives and responsibilities. Once they have a list of action items, have them rank these in order of priority based on what has the most impact on the organisation. When they have a clear idea of which objectives are the highest priority, they can use these objectives to determine whether their day to day tasks and activities are meeting those objectives or they should re-prioritise and spend time elsewhere in order to make a more meaningful or significant impact.

Finally, once the individual has a grasp on time management and prioritisation in their day-to-day work, they will need to focus on how they can drive for continuous process and performance improvements. The key here is to help them determine what the long-term goals or objectives they hope to achieve in their role. They will need to determine a clear plan of action so they know how they can get there. This might be particularly challenging for those scoring lower on Prudence, as they will have the tendency to focus less on the step by step details, and more so on getting it done. Have them identify performance indicators that align with each of these goals so that they can measure progress towards achieving their goals. This will allow them to track progress towards their end goal along the way.