Leadership Competencies of Civil Servants: Modern Approaches

The paper analyzed the approach of different authors to such concepts as "leadership", "competencies", "leadership competencies". Leadership is an informal relationship based on partnership, mutual understanding and teamwork between the leader and subordinates. Competencies are defined sets of knowledge and practical skills that add up to experience. If you combine the two concepts, you get the following: leadership competencies are knowledge and practical skills in the field of leadership, as well as qualities and abilities that allow a leader to influence subordinates and find new solutions in atypical situations. Additionally, the Russian authors point out that leaders may not be high-ranking officials, but ordinary civil servants who can unleash their leadership potential and competencies, which is directly a manifestation of a situational approach to leadership. Consequently, further research in the thesis was based on a situational approach to understanding leadership and leadership competencies. At the same time, 5 competency models were considered in paragraph No. 1.4. From the analyzed models, it is possible to identify similar competencies, which include: strategic thinking, teamwork, decision-making, communication. An analysis of the practice of developing leadership competencies in Russia has shown that today a large block has been created for the development of new age leaders in Russia. The programs are aimed at developing similar competencies that have been isolated from the theoretical part of the work. In connection with the above, the theoretical model of competencies, created on the basis of models from other countries, has practically confirmed its application in practice in Russia. Based on the analysis of the current state of leadership competencies among civil servants, it is possible to assert that civil servants pay special attention to the leadership competence "change management". Also, at the moment, civil servants assess the development of their leadership competencies at an average level, and some such as "flexibility and adaptability" at below average. However, based on the results of the study, the following recommendations were made: 1. Add the "leadership competencies" block to the general competence model of civil servants, which includes the following: Change management, Strategic thinking, Teamwork (Mobilization of people), Decision-making (in conditions of uncertainty), Communication (Cooperation with partners), Planning, Flexibility and adaptability. 2. To develop a training program for civil servants, which may consist of a special block of skills development directly related to the employee's performance of their duties, as well as a block of training in the "soft" leadership competencies mentioned above.