Hello

Over the years, many organisations have poured time and effort into defining Leadership Competencies. These frameworks are meant to guide behaviour, inspire growth, and align leadership to organisational goals.

But all too often, they remain just that—frameworks. Static. Underused. Filed away.

This week, I want to show you how to bring them to life.

Rather than settling for these Leadership Frameworks in their current form, at The GC Index, we’ve been exploring a powerful approach: aligning an organisation’s Leadership Competencies with The GC Index using ChatGCT.

With just a simple prompt, you can generate insights that map each competency against GC Index proclivities—framing them around three key questions:

• Do they do it?
• How do they do it?
• How can they develop?

This alignment transforms a flat list of competencies into a dynamic, people-centred conversation. It reveals how individuals naturally impact on what the organisation values, where they might struggle, and—crucially—how they can grow.

Though The GC Index, Leaders now see themselves in the competencies. It’s no longer about ticking boxes—it’s about understanding their unique energy for impact.

Recruitment and onboarding are transformed. You can predict and plan for how new hires will deliver against expectations from day one.

Leadership development becomes specific and strategic. Tailored to both the individual and the goals of the organisation.

The competencies stop gathering dust—and start driving results in the day to day applications.

We’ve uploaded a real example of this approach using a global technology organisation’s competencies. You can find it in the Resources section of your GC Platform account. Click here to access the example.

Pick one organisation you’re working with—or your own—and run their Leadership Competencies through ChatGCT. Then start the conversation.

Here’s a simple prompt to get you started in ChatGCT:

"I am going to put below the Leadership Competency Framework for a company. I would like you to create a table for me with a summary of how each of the GC Index proclivities will approach each of the competency statements under the following three headings:

• does an individual do it?
• how do they do it?
• how can they develop?"

[Then paste in the Leadership Competencies]

Let’s turn abstract frameworks into real impact.

Do good. Be great.

Nathan

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