The Competency Assessment for Responsible Leadership (CARL)
Recommendations are provided for the five competency areas:
About the CARL
The CARL consists of competency dimensions and and action domains (Muff, Liechti and Dyllick, 2021).
The research-based RL competencies encompass five core areas:
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Ethics and values: consistent and integer behavior in dilemmas and matching values to fairness
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Self-awareness: adopting one’s communication to the receiver and sharing learnings in one’s personal growth journey
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Stakeholder relations: cultivating trusting relationships honoring diversity and leading a consensus-oriented stakeholder dialogue
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Change and innovation: the ability to lead change and innovation towards sustainable development
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Systems thinking: a good understanding of the inter-dependencies with a larger system
In addition, the CARL offers a developmental perspective by considering three action domains that allow a deeper understanding and more granular definition of the five competency dimensions. The three action domains are knowing, doing, and being. In pedagogy they are also known as knowledge, skills, and attitudes. Putting together the competency dimension and the action domains provides a two-dimensional framework, the “Responsible Leadership Grid”, which consists of 15 RL elements:
CARL as a tool for Leadership Development
The connection of Responsible Leadership competencies to the strategic sustainability areas for business enabled us to create a learning and development map. This map serves to help individual leaders, both current and future, to design their own pathway and so to accelerate their positive impact. A map is the same as the territory. Hopefully, it provides orientation and support to the courageous leaders when they find themselves on a path less travelled.
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Educators and leadership development specialists can benefit from these insights when designing learning journeys for students or managers. The CARL map provides an overview of the current status of a leader and can be compared to the desired future state. The resulting learning opportunities can be addressed with relevant developmental tools as deemed appropriate by the learning designer. We will outline a few options for the individual leader below, these may serve as further inspiration for concrete learning and skills development, taking into account what students and managers bring to the table in terms of attitudes (being) and reducing the knowledge transfer to those few nuggets of wisdom that enable the student to enhance their practical skills.
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The connection of Responsible Leadership competencies to the strategic sustainability areas for business enabled us to create a learning and development map. This map serves to help individual leaders, both current and future, to design their own pathway and so to accelerate their positive impact. A map is the same as the territory. Hopefully, it provides orientation and support to the courageous leaders when they find themselves on a path less travelled.
​
Educators and leadership development specialists can benefit from these insights when designing learning journeys for students or managers. The CARL map provides an overview of the current status of a leader and can be compared to the desired future state. The resulting learning opportunities can be addressed with relevant developmental tools as deemed appropriate by the learning designer. We will outline a few options for the individual leader below, these may serve as further inspiration for concrete learning and skills development, taking into account what students and managers bring to the table in terms of attitudes (being) and reducing the knowledge transfer to those few nuggets of wisdom that enable the student to enhance their practical skills.
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