diep competence model

The search and selection processes for supervisory board members are often still too confined to the expertise and reputation of a person. The necessary personal skills and the fit in the supervisory board team, however, are often neglected. Structured succession and staffing processes are thus required, as is the use of competence models for supervisory board members that take personality traits into account in addition to experience, knowledge and methodological competencies. This is the only way it is possible to create a genuine high-performance team that will be able to meet the increasing challenges of the future.

The scientifically based diep competence model is therefore the starting point for the composition of the supervisory board. In this way, possible gaps in competencies and suitable candidates can be systematically identified. Personality-related aspects come to the fore: this is how we ensure that the candidates fit into your supervisory board team well and thus provide real added value.

Our competence model comprises a total of five fields of competencies that address competencies of relevance for successful supervisory boards.

Personality: Characteristics of a person’s personality that enable him or her to join a supervisory board
Interaction: Contact and cooperation skills in order to be successful even in controversial interpersonal situations
Knowledge: Ability to be reflective and show sound judgement in the subject areas or areas of expertise of the supervisory board
Methods: Ability to independently apply strategies, solve problems and translate intentions into action, as well as (further) develop these oneself
Experience: Experience and skill in dealing with companies, employees and managers

We adapt our four-stage competence model to your requirements and framework conditions in order to guarantee the best possible fit of a candidate. Please click on one of the fields of competencies to find out more.

Personality Experience Interaction Knowledge Methods Self-
regulation Independence Value
orientation Power of
judgement Perceptiveness Ability to learn
and develop Motivation Relationship-
building abilities Ability to
communicate Self-confidence Ability to
reflect Experience in
the function Micropolitical
skills Accounting Governance,
risk management
and compliance Strategy Leadership Analytical
skills Organisational
skills Dialogue
competence

Self-regulation

Independence

Value orientation

Power of judgement

Perceptiveness

Ability to learn and develop

Motivation

Relationship-building abilities

Ability to communicate

Self-confidence

Ability to reflect

Experience in the function

Micropolitical skills

Accounting

Governance, risk management and compliance

Strategy

Leadership*

Analytical skills

Organisational skills

Dialogue competence