A competency framework built for the AI era
A shared definition of good work for every role, written as behaviors a manager can observe, and updated for work that involves AI. Every class, assessment, simulation, and dashboard on Electives is built on it, and it is free for your organization to use.
- Being innovative and adaptive
- Working efficiently and effectively
- Staying engaged and motivated
- Rowing in the same direction
- Fostering trust and belonging
Every tile is a competency. Click one to open it in the full framework below.
Why we rebuilt the framework for AI
AI changed what good work looks like, and most competency models still describe the world before it. We rebuilt ours in 2026 so that the behaviors people are hired, developed, and promoted on match the work they actually do.
Use spreads on its own. A shared standard for good work has to be written down, and that is what a framework is.
McKinsey, The State of AI 2026People direct AI far more often than they evaluate it, which is why Judgment is now its own competency.
Anthropic, AI Fluency Index, 2026What changed
We added Judgment and Ethics. We also rewrote behaviors across the framework to cover work with AI. Examples include delegating to AI as deliberately as to a person, saying when AI was used, and making it safe to admit an AI mistake.
Why
We added Judgment because AI produces convincing work faster than anyone can review it, and someone has to decide what is good enough. We added Ethics because more decisions are being automated, and someone has to notice who is affected.
What stayed the same
Most competencies carry over from the earlier version, so plans built on it still work. The five pillars and the four levels are unchanged, each level still adds to the ones before it, and every competency is still written as behaviors a manager can observe in a meeting, a document, or a conversation.
The full framework
Five organizational mindsets across the top. Four levels down, from individual contributors to managers to senior leaders. Each level adds to the ones before it. Switch on behaviors to read every definition, or click a competency to open just that one.
- Stays open to new ideas and new ways of doing things
- Sees and assesses multiple possibilities
- Approaches change as good and necessary
- AI is a thought partner, not a vending machine
- Work smarter, not harder
- Prioritize ruthlessly
- Optimize for the business
- Hand the routine to machines, keep the judgment
- Empowered teams perform better
- Culture eats policy for breakfast
- AI changes the job, not the purpose
- No idea should be held back by poor communication
- Communication is best when it is clear and often
- The better we communicate, the better we can work together
- Say when AI helped
- Organizations thrive when everyone thrives
- Unchecked bias creates blind spots and costly mistakes
- People do their best work where they belong and are treated fairly
- Check the machine the way you check yourself
Curiosity
Being innovative and adaptive- Asks probing questions to gain deeper insights
- Demonstrates openness to new ideas and approaches
- Understands fallacies and biases of thinking
- Experiments with AI on real work and assesses the results objectively
Time Management
Working efficiently and effectively- Creates and adheres to structured daily schedules
- Identifies and eliminates time-wasting activities
- Uses appropriate tools and techniques to track and manage time
Resilience
Staying engaged and motivated- Reframes challenges as opportunities for growth
- Practices stress management techniques
- Perseveres in the face of obstacles
- Adapts to change and works through ambiguity
Clear Communication
Rowing in the same direction- Articulates complex ideas in simple, understandable terms
- Tailors communication style to suit different audiences and contexts
- Uses appropriate cues to enhance message delivery
- Briefs AI with clear context and intent, as they would a colleague
Self-Awareness
Fostering trust and belonging- Reflects on personal strengths and weaknesses
- Recognizes how their behavior and mood affect others
- Knows the conditions under which they do their best and worst work
Creativity
Being innovative and adaptive- Proposes unconventional approaches to challenges
- Combines disparate concepts to create unique solutions
- Embraces experimentation and calculated risk-taking
Focus
Working efficiently and effectively- Employs techniques to enhance concentration
- Practices mindfulness to improve mental clarity and task engagement
- Resists multitasking in favor of deep, single-task focus
- Reinvests time freed by AI into work that needs judgment
Self-Advocacy
Staying engaged and motivated- Takes initiative to go beyond basic job requirements
- Asks for the resources, support, and opportunities they need
- Knows their strengths and puts themselves forward for work that uses them
Active Listening
Rowing in the same direction- Actively listens and seeks clarification when needed
- Gives the speaker full attention without interrupting
- Restates what was said to confirm understanding
- Notices tone and body language, not just the words
Cultural Awareness
Fostering trust and belonging- Learns the norms and expectations of the people they work with
- Adapts communication style to different cultural contexts
- Uses the team's range of backgrounds to understand customers and markets
AI Fluency
Being innovative and adaptive- Knows what AI can and cannot do, including hallucination and bias
- Chooses the right tool for the task and iterates rather than accepting the first output
- Applies technology creatively to enhance productivity and outcomes
- Shares what works and what does not with the team
Prioritization
Working efficiently and effectively- Assesses tasks based on urgency and importance
- Aligns daily activities with long-term goals and objectives
- Adapts priorities in response to changing circumstances
Continuous Learning
Staying engaged and motivated- Embraces new experiences and challenges
- Seeks out learning resources and mentorship
- Applies new knowledge to improve performance
- Keeps skills current as AI reshapes the role
Presence
Rowing in the same direction- Demonstrates confidence, authenticity, and engagement in interactions
- Commands attention and respect
- Prepares appropriately for high-pressure situations
- Has command and understanding of personal brand
Empathy
Fostering trust and belonging- Considers situations from others' points of view
- Recognizes and validates others' emotions
- Offers support and understanding to colleagues
Insights and Critical Thinking
Being innovative and adaptive- Analyzes data to identify trends and opportunities for innovation
- Translates insights into clear, actionable recommendations
- Uses data visualization techniques to communicate findings
- Questions assumptions and checks the evidence before drawing conclusions
- Verifies AI-generated analysis against other sources before acting on it
- Forms their own view first and uses AI to extend or test it
Business Acumen
Working efficiently and effectively- Understands financial information and key performance indicators
- Recognizes how different actions and strategies impact company objectives
- Demonstrates understanding of market trends, competitive landscape, and customer needs
- Evaluates the cost, risk, and payoff of AI initiatives
Purpose
Staying engaged and motivated- Articulates how their role contributes to the organization's broader goals
- Aligns personal values with organizational objectives
- Finds intrinsic motivation in their work beyond external rewards
Influence
Rowing in the same direction- Builds credibility through expertise and trustworthiness
- Presents compelling arguments backed by data and logic
- Identifies and addresses others' concerns or objections proactively
- Leverages relationships and networks to gain support for ideas
Humility
Fostering trust and belonging- Seeks and accepts feedback graciously
- Acknowledges own mistakes and areas for improvement
- Demonstrates a willingness to learn from others, regardless of their position
Creative Problem-Solving
Being innovative and adaptive- Identifies key variables and their relationships within a system
- Traces issues to their fundamental sources
- Proposes holistic solutions that address systemic challenges
Meetings Mastery
Working efficiently and effectively- Sets clear norms and expectations
- Facilitates discussions to ensure all voices are heard and time is used effectively
- Follows up with action items and accountability measures post-meeting
- Uses AI for notes and summaries, not as a substitute for engagement
Recognition
Staying engaged and motivated- Celebrates milestones, big and small, as a group
- Closes and marks the end of projects
- Gives appropriate credit for achievements
Transparency
Rowing in the same direction- Shares relevant information proactively and in a timely manner
- Clears up misunderstandings quickly and openly
- Ensures consistent messaging across team members and to external stakeholders
- Says when AI was used and whether the work has been reviewed
Fairness
Fostering trust and belonging- Speaks up when someone is treated unfairly
- Gives credit and visibility to people whose contributions are overlooked
- Looks out for colleagues who have less standing or support in the organization
- Uses their position to open doors for others
Experimentation
Being innovative and adaptive- Designs and conducts experiments to validate assumptions
- Iterates on ideas based on feedback and empirical evidence
- Develops and tests prototypes or minimum viable products
Project Management
Working efficiently and effectively- Develops comprehensive project plans with clear milestones and deadlines
- Allocates resources effectively and manages team workload
- Identifies and mitigates potential risks and obstacles
Coaching
Staying engaged and motivated- Facilitates knowledge exchange among team members
- Provides constructive feedback to peers
- Actively seeks advice and guidance from colleagues
Goal Setting
Rowing in the same direction- Breaks down long-term goals into actionable short-term targets
- Regularly evaluates progress and adjusts goals as needed
- Connects goals to the larger vision
Courage
Fostering trust and belonging- Voices opinions and ideas, even when they may be unpopular
- Pushes for organizational change
- Addresses conflicts and difficult situations directly
- Admits mistakes and takes responsibility for actions
Team Decision-Making
Being innovative and adaptive- Gathers and analyzes relevant data to support decision-making
- Encourages diverse perspectives and constructive debate
- Implements structured decision-making frameworks when appropriate
Process Improvement
Working efficiently and effectively- Identifies and removes bottlenecks in team processes
- Continuously improves workflows for greater efficiency
- Standardizes repeatable tasks to avoid duplication
- Decides which steps in a workflow to automate and which to keep with people
- Helps the team agree on how to use AI and keeps shared prompts and templates current
Cross-Disciplinary Collaboration
Staying engaged and motivated- Seeks input from colleagues across different disciplines
- Suspends judgment
- Synthesizes multiple viewpoints to create novel solutions
Stakeholder Management
Rowing in the same direction- Maps and prioritizes stakeholders based on their influence and interest
- Develops and maintains positive relationships with diverse stakeholders
- Anticipates and addresses stakeholder needs and concerns proactively
- Balances competing stakeholder interests to achieve optimal outcomes
Inclusive Collaboration
Fostering trust and belonging- Makes sure everyone on the team can contribute
- Seeks out diverse perspectives when making decisions
- Adapts team processes to accommodate different working styles and needs
Judgment
Working efficiently and effectively- Knows what good work looks like in their field and holds their own work to it
- Decides when work is good enough to ship and when it needs another pass
- Catches errors and weak reasoning before work goes out, whether a person or an AI produced it
- Knows when to decide alone and when to ask
Relationship Building
Rowing in the same direction- Builds relationships before they are needed, inside and outside their team
- Keeps in touch with their network and makes time for people
- Finds common ground with people they do not naturally click with
- Uses their network to get help and to help others
Ethics
Fostering trust and belonging- Recognizes bias in data, tools, and decisions
- Considers who benefits and who is harmed by a decision
- Escalates judgment calls rather than automating them
- Weighs long-term consequences for customers and the company, not just the immediate result
Change Management
Being innovative and adaptive- Communicates the vision and benefits of change clearly and consistently
- Addresses resistance to change with empathy and provides necessary support
- Implements structured change management processes to ensure smooth transitions
Delegation and Empowerment
Working efficiently and effectively- Matches tasks to individual strengths and development needs
- Provides clear instructions and expectations for delegated tasks
- Empowers team members with appropriate authority to complete assignments
- Delegates to AI as deliberately as to people and checks its work
Leadership Mindset
Staying engaged and motivated- Regularly seeks insights on leadership performance
- Reflects on personal leadership decisions and their impacts
- Adapts leadership approach based on team needs and situations
Feedback
Rowing in the same direction- Delivers both positive and constructive feedback regularly and promptly
- Focuses feedback on specific behaviors and their impact
- Encourages two-way dialogue and solicits input from employees
- Follows up on feedback to ensure understanding and support improvement
Emotional Intelligence
Fostering trust and belonging- Demonstrates self-control and self-management
- Recognizes and responds appropriately to team members' emotions
- Creates a positive emotional climate within the team
Strategic Thinking
Being innovative and adaptive- Aligns innovative initiatives with the organization's overall vision and objectives
- Anticipates potential obstacles and opportunities in the innovation process
- Develops comprehensive plans that balance short-term needs with long-term goals
Accountability
Working efficiently and effectively- Sets specific, measurable performance targets aligned with organizational goals
- Conducts regular check-ins and provides timely feedback
- Addresses performance issues promptly and constructively
- Owns the quality of AI-assisted work
Career Development
Staying engaged and motivated- Creates individual development plans
- Provides challenging assignments and learning opportunities
- Offers mentorship and coaching
- Helps team members reshape their roles around AI
Alignment
Rowing in the same direction- Facilitates team-building exercises focused on shared goals
- Addresses silos or misalignments promptly
- Recognizes and rewards collaborative behaviors
Psychological Safety
Fostering trust and belonging- Communicates openly and honestly with team members
- Follows through on commitments and promises
- Creates space for dissent without fear of retaliation
- Advocates for team members to allow them to do their best work
- Makes it safe to admit AI-related mistakes and to question AI-driven decisions
Future Orientation
Being innovative and adaptive- Regularly scans the environment for emerging trends and disruptive technologies
- Engages in scenario planning to prepare for multiple possible futures
- Advocates for investments in future-focused capabilities and resources
- Challenges industry norms and business models
Driving Results
Working efficiently and effectively- Sets clear, measurable outcomes for the organization and keeps attention on them
- Invests in productivity-enhancing technologies and training
- Aligns structure and resources with the results that matter most
- Holds leaders accountable for outcomes rather than activity
Cultural Stewardship
Staying engaged and motivated- Aligns organizational policies and practices with stated values
- Models desired behaviors and holds others accountable
- Implements initiatives that reinforce a positive, motivating work environment
Shared Vision
Rowing in the same direction- Articulates a clear, compelling organizational vision and strategy
- Implements cross-functional initiatives to break down silos
- Aligns performance metrics and incentives with overall organizational goals
Fair Opportunity
Fostering trust and belonging- Bases hiring, pay, and promotion on merit and can demonstrate it
- Removes barriers that keep capable people from contributing or advancing
- Tracks retention, engagement, and advancement across the organization and acts on gaps
- Gives every team access to AI tools and checks those tools for bias
A level 3 role is held to the behaviors of levels 1 and 2 as well. Click a competency to open its behaviors, or switch them all on above.
One framework behind everything on Electives
Every product on Electives uses the same framework, so the assessment, the classes, the simulations, and the dashboards all describe the same behaviors.
AI Fluency Assessment
A survey of about 30 questions that takes ten minutes. It shows where people are today and where they expect to be in six months, how often they check AI output, and whether their managers encourage it. Results come back within a week as team heatmaps and a manager gap analysis.
The competency framework
Five pillars, four levels, one definition of good work. Every product around it works from the same behaviors.
Live classes and certificates
Every live class is tagged with one primary competency, whether people take it through a membership or in a private program built for one team. Certificates group classes around a set of competencies.
AI simulations
In an AI simulation, learners practice real conversations with an AI counterpart and are scored on the behaviors of the competency they are working on. That score also tells you where they stand.
Dashboards and reporting
After a program, engagement and behavior change are reported by competency and level, in the same terms as the assessment at the start.
Judgment is the competency in this example. The assessment asks how often people check AI output before they act on it. Live classes such as AI Quality Control, Thinking Beyond AI, and Craftsmanship in the Age of AI teach it. A simulation checks whether a learner catches the errors in an AI draft. The dashboard shows whether the team's score moved.
Where AI adoption breaks, and the competencies that fix it
AI adoption usually fails at one of three points, and each one comes down to a few competencies in the framework. Managers and leaders are also held to the levels below theirs.
Work goes out unchecked
People pass AI output along without reading it closely, so the errors reach customers. And because they skipped the thinking, they cannot explain or defend the work with any depth when a manager or a customer asks about it.
Start with AI Quality Control, a live class on deciding when AI output is reliable enough to use.
AI training for employeesPilots that never spread
A few enthusiasts build clever workflows while the rest of the team waits for permission. Managers decide whether AI use spreads. In our own assessments, a manager's behavior predicts a team's AI fluency better than tenure, department, or role, and most managers have never been taught how to lead it.
Start with Managers Managing Both: HI and AI, a live class on managing people and AI agents together.
Manager trainingNobody owns the result
Tools get bought, access is uneven, and nobody owns the outcome. The board hears how many licenses were assigned and never whether the work changed.
Start with The AI ROI Lab, a live class on scoring AI initiatives by value, feasibility, and risk.
Assess your organizationBuild a competency profile for a role
Choose a level and a goal. You get seven competencies, one behavior for each, and the classes that teach them. Email it to yourself to paste into a job description or a development plan.
Profiles are a starting point. Most roles should be measured on six to eight competencies, and each level includes the ones below it.
Manager profile for adopting AI
Seven competencies with one behavior each. The levels below this one apply too.
Email this profile and the class list to yourself.
Put it to work in your organization
Four steps take it from a page to a plan.
Map roles to levels
Decide which level each role family is held to. A common split is individual contributors to level 2, managers to level 3, and directors and above to level 4.
Choose six to eight competencies per role
No one can work on 53 competencies at once. Pick the ones that matter for the role this year and write them into job descriptions and reviews.
Measure where people start
Use an assessment, a manager review, or a simulation to see where people stand now, so you can show progress later.
Close the gaps and measure again
Point classes and practice at the gaps, then measure the same behaviors again three to six months later. A private program on Electives runs this step with you, from the classes to the follow-up report.
The framework, ready to adapt
The full framework as a PDF, free to use with attribution.
- All 53 competencies and 191 behaviors, by pillar and level
- The behaviors that involve AI, marked
- The four steps for putting it to work in your organization
Cite it as the Electives competency framework and link to this page.
Run the four steps with us
A private program starts with the AI Fluency Assessment, puts live classes and simulations against the gaps it finds, and reports the change in the same competencies three to six months later.
Frequently asked questions
What is a competency framework?
A competency framework is a structured description of the capabilities an organization expects from its people, written as observable behaviors and organized by level of responsibility. It gives HR, managers, and employees one language for hiring, development, feedback, and promotion.
How is a competency different from a skill?
A skill is something a person can do, such as writing a prompt. A competency combines skills, knowledge, and judgment into a behavior that produces a result at work, such as deciding when AI output is good enough to ship.
How many competencies should one role have?
Six to eight. The framework has 53 so that every role can find the ones that fit it, and no role should be measured on all of them.
Does the Electives team help organizations prioritize which competencies to develop?
Yes. We partner with HR, People, and L&D leaders to understand your goals, your challenges, and your people, and we host a free 45 to 60 minute competency prioritization workshop with your team so the training and development programs you run are the ones with the most impact.
Are the four levels cumulative?
Yes. Someone at level 3 is expected to show the behaviors of levels 1 and 2 as well. The levels follow scope of responsibility and roughly match individual contributor, senior individual contributor, manager, and director and above.
Which competencies matter most for AI adoption?
For individual contributors, AI Fluency, Judgment, Insights and Critical Thinking, and Transparency. For managers, Delegation and Empowerment, Process Improvement, Accountability, and Psychological Safety. For leaders, Business Acumen, Driving Results, Fair Opportunity, and Future Orientation.
How does it relate to Anthropic's 4Ds of AI fluency?
Anthropic describes AI fluency as four competencies, Delegation, Description, Discernment, and Diligence. Our framework covers the same ground as behaviors inside a full model of how people work. AI Fluency covers delegation and description, Judgment covers discernment, and Transparency and Ethics cover diligence. That lets an organization hold a manager to leading others and to working with AI in the same review.
Can we use the framework in our own organization?
Yes. It is free to use with attribution. Download the PDF, adapt the wording to your context, and cite the Electives competency framework with a link to this page.
How does Electives keep the framework current?
We review it against the live class catalog, instructor feedback, and the major published frameworks at least once a year. The November 2026 revision added Judgment and Ethics and rewrote the behaviors that involve AI.
How are classes mapped to competencies?
Every live class is tagged with one primary competency, assigned after a review of the full class description, learning outcomes, and audience. That mapping lets the class library, certificates, and dashboards report in the same terms.
How does it compare to models like Korn Ferry or SHL?
It covers the same ground, with behavior-based definitions and cumulative levels, and it adds the behaviors that only matter now that AI is in the workflow. If you already use one of those models, each behavior is specific enough to map to it directly.
See the framework at work
Request a demo and we will show you how the assessment, the classes, and the dashboards connect for your competencies.