Develop Cohesion Competency Domain

Leaders develop cohesion by organizing people to work in teams, promoting trust between team members, ensuring mutual respect between team members, showing genuine concern for people, being there when the going gets tough, and talking about setbacks. Teamwork is the consequence of developing cohesion. Developing cohesion is essential for Building Resilient Teams.

Leader Tasks:

Task 1: Analyze team cohesion.
Task 2: Organize people to work in teams.
Task 3: Promote trust between team members.
Task 4: Ensure mutual respect between team members.
Task 5: Show genuine concern for people.
Task 6: Be there when the going gets tough.
Task 7: Talk about setbacks.

Supporting Knowledge:

Know the relationship between social cohesion and task cohesion.

Know the relationship between cohesion and shared leadership.

Know the relationship between cohesion and teamwork.

Know why encouraging people to work in teams develops cohesion and builds collective resilience.

Know how to encourage people to work in teams.

Know why promoting trust between team members develops cohesion and builds collective resilience.

Know how to promote trust between team members.

Know why ensuring mutual respect between team members develops cohesion and builds collective resilience.

Know how to ensure mutual respect between team members.

Know why showing genuine concern for people develops cohesion and builds collective resilience.

Know how to show genuine concern for people.

Know why being there when the going gets tough develops cohesion and builds collective resilience.

Know how to be there when the going gets tough.

Know why talking about setbacks develops cohesion and builds collective resilience.

Know how to talk about setbacks.

Know why developing cohesion builds resilience.

Know how to develop cohesion.

Our certification exams assess candidates in the following rating categories:

Factual Knowledge. This knowledge dimension is about the key terms and ideas relevant to each leader task. Candidates show competence in this knowledge dimension by knowing definitions, meanings, and specific details about applicable key terms and ideas.

Conceptual Knowledge. This dimension is about the interrelationships among key terms and ideas within a concepts relevant to each leader task. Candidates show competence in this knowledge dimension by knowing how key terms and ideas function together to form a concept; by knowing classifications, categories, and principles; and by knowing theories, models, and structures.

Procedural Knowledge. This dimension is about implementing processes and carrying out procedures specific to each leader task. Candidates show competence in this knowledge dimension by knowing subject-specific skills, techniques, and methods; by knowing of criteria for determining when to use appropriate procedures; by discovering or revealing something through detailed examination; and by making judgments and decisions based on given criteria and standards.

Updated 8/14/2020