Human Resources > Performance > Core Behaviors


Core behaviors for all employees


Collaborates and Contributes to Team Work

  • Builds and maintains constructive work relationships that contribute to an environment of trust, respect and mutual accountability.
  • Reduces barriers to cooperation and collaboration through effective project management and ongoing communication.
  • Motivates and assists team members to achieve individual and shared goals. Celebrates and acknowledges accomplishments.

Responsive to Change

  • Adapts to changing situations by restructuring tasks and priorities as change occurs. Accepts and acquires new skills as required.
  • Reflects on and questions own assumptions based on new knowledge or experience. Willing to experiment with new ideas and processes.
  • Uses change as an opportunity to improve work product, services and programs. Actively identifies opportunities for change and process improvements.

Fosters Diversity and Inclusion

  • Fosters a climate of diversity and inclusion that values and celebrates differences. Treats all colleagues, students and community members respectfully, fairly and equitably.
  • Welcomes others with different perspectives and experiences.
  • Commits to continuous learning and growth in diversity, inclusion and cultural competence. Demonstrates and applies best practices in diversity and inclusion: adaptability, flexibility, negotiating ambiguity and cultural differences.

Encourages Open Communication and Cooperation

  • Practices and encourages open dialogue about information that affects their work and the work of the unit, college and university. Facilitates and/or contributes to meetings that accomplish established objectives.
  • Expresses oneself effectively in all written and verbal communications. Continuously improves interpersonal skills.
  • Addresses and resolves workplace issues and conflicts through productive dialogue characterized by openness, trust and collaboration.

Fosters Continuous Performance Improvement

  • Monitors own performance and actively seeks performance feedback. Seeks opportunities to acquire knowledge, skills and experiences to improve job performance and achieve personal and professional goals.
  • Understands link between goals, planning and performance. Is results-oriented and resourceful. Provides outstanding stakeholder and/or student service.
  • Identifies root causes of problems and takes appropriate action. Anticipates obstacles and removes barriers in order to achieve goals.
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Core behaviors for managers


Leadership

  • Effectively communicates the university's vision, purpose and direction. Models DePaul's mission and values in words and action.
  • Motivates, inspires, and builds high performing teams. Identifies key stakeholders, coordinates people and resources and effectively communicates to achieve project objectives within timeline and budget.
  • Understands and embraces change. Able to manage and lead others through complexity, ambiguity, and uncertainty.

Stewards Organizational Resources

  • Ensures unit reflects a commitment to good stewardship in their use of time, money and natural resources.
  • Maintains compliance with university codes of conduct and policies.

Thinks Strategically

  • Develops goals and initiatives aligned to DePaul's mission, vision, and priorities.
  • Considers impact of decisions upon the entire DePaul community beyond the scope of personal or functional responsibilities.
  • Maintains long-term focus; helps others see beyond the present. Anticipates future trends and imagines new ways to add value.

Hires and Develops Diverse Talent

  • Recruits, develops, and retains a highly qualified and diverse staff.
  • Aligns individual and team goals with our strategic plan. Clearly communicates performance standards and regularly provides balanced performance feedback.
  • Creates an inclusive and engaging work environment in which every team member feels supported in their professional growth. Actively listens, coaches, and engages employees in developmental conversations.
  • Recognizes and rewards accomplishments. Manages behavior and performance gaps effectively.


Core Behaviors for Executives


Managing Mission and Vision

  • Inspires and motivates entire organization around a shared mission.
  • Communicates a compelling and inspired vision and sense of core purpose.
  • Creates mileposts and symbols to encourage employee engagement and institutional affinity.
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Institutional Management

  • Willing to make tradeoffs to achieve University wide objectives.
  • Considers implications of decisions on the University, beyond his or her own area of responsibility.
  • Translates University wide strategies and goals into meaning for particular functions or units.

Managing Diverse and Effective Teams

  • Actively ensures equal and fair treatment and opportunity for all.
  • Creates collaborative teams that represent the strengths of a diverse community.
  • Fosters open dialogue and accountability between team members.

Strategic Agility

  • Anticipates future consequences and trends accurately and articulately presents credible possibilities.
  • Has broad industry knowledge and perspective.
  • Creates competitive and breakthrough strategies and plans.

Emotional Intelligence

  • Remains calm under pressure, expresses emotions appropriately.
  • Genuinely cares about others and dedicated to servant leadership.
  • Able to effectively navigate interpersonal relationships judiciously and empathetically.

Conflict Management

  • Recognizes opportunity in conflicts and challenges, takes unpopular stands if necessary.
  • Maneuvers through complex political situations effectively and settles disputes equitably; leads through crises.
  • Encourages direct and tough debate but moves forward when needed.

Stakeholder Engagement

  • Effectively builds and manages relationships with internal and external stakeholders to achieve desired outcomes.
  • Understands how decisions relate to different stakeholders and engages constructively to mitigate risk and maximize opportunity.
  • Knows how to use alliances to achieve mutual goals.

Influence

  • Sensitive to how people and organizations function; plans accordingly.
  • Able to explain issues in ways that build understanding.
  • Effectively creates alignment among stakeholders.
  • Creates excitement about the potential for new ideas/approaches.

Priority Setting

  • Quickly zeros in on the critical few and puts the trivial many aside.
  • Can quickly sense what will help or hinder accomplishing a goal.
  • Eliminates roadblocks, creates focus.