Unlock Potential. Drive Performance

High Performance Competency Model

The Mentis High Performance Competency Model (HPCM) offers an ethical, evidence-based framework for identifying talent through observable and measurable attitudes, behaviors, and knowledge.
Unlock Potential. Drive Performance

High Performance Competency Model

The Mentis High Performance Competency Model (HPCM) provides an ethical and evidenced-based foundation for identifying talents by exploring observable and measurable attitudes, behaviours, and knowledge.
  • REAL IMPACT

Competency models are not merely HR tools; they are strategic frameworks that drive accountability, performance, and enterprise growth.

Increased Individual and Team Performance
Aligning roles with clear behavioral and technical competencies ensures employees perform with focus, clarity, and accountability.
Streamlined Talent Development
Targeted development plans based on competency gaps eliminate generic training and focus investments on high-impact areas.
Better Hiring and Role Alignment
Hiring against a defined competency framework ensures better fit and readiness for role demands.

Advantages of the High Performance Competency Model

Empower your workforce decisions with in-depth, data-driven talent assessments designed
to uncover potential, align capabilities.

KBI's

Key Behavioral Indicators (KBIs) provide a more precise definition of expectations.

Written content

Content is written to ensure simplicity and ease of understanding.

Select your own competencies

Select the appropriate combination of competencies by role and/or level.

Behaviorally-anchored scales

Behaviorally-anchored scales that research shows leads to more effective and accurate feedback.

Multi-Method

Multi-method is best! Talent MAP groups insights from different sources.

Talent Benchmarking Projects

Talent Benchmarking Projects to explore and research the talent metrics within your enterprise.

Three Dimensions of
Competency

Having a consistent framework is crucial, especially when developing competencies so that they are observable and measurable. That’s where the Mentis High Performance Competency Model (HPCM) comes in.

The HPCM is based on rigorous scientific research and expert opinion, and it captures the attitudes, behaviors, and knowledge necessary for high performance. What’s unique about this model is its ability to cater to people from all backgrounds and the care taken in ensuring it’s future-proof and culturally sensitive. It achieves this by using accessible, everyday language that anyone can understand.

As a result, the HPCM helps individuals and organizations alike understand the essential competencies needed for success and taking action on these more easily. This ensures that everyone is on the same page, making it easier to work together towards achieving goals.

Navigating to Success: Mapping the Key Competencies for Job Performance

In the modern workplace, determining which attitudes, behaviors, and knowledge are essential for success can be challenging. It’s easy to identify underperforming employees, but it’s often difficult to understand the root cause of their struggles. On the other hand, it can be even more challenging to differentiate between good and excellent performers, as the differences are often subtle but critical.

  • It’s essential to identify the strengths and weaknesses of each individual’s competencies to ensure they are matched to the role they’re in. When there’s a mismatch, it leads to disengagement and negatively impacts the individual’s development journey, regardless of their intent.


  • This can contribute to a difficult environment for both the individual and the organization, leading to dissatisfaction and turnover. That’s why it’s crucial for businesses to invest in tools and frameworks that help identify the essential competencies for success and ensure that individuals are matched to the right roles. By doing so, companies can create a positive work environment that drives engagement, job satisfaction, and ultimately, long-term success.

An Overview of the Model

The Mentis High Performance Competency Model (HPCM) focuses on
attitudes, behaviors and knowledge that are observable and measurable.
Self  Competencies
People Competencies
Organizational Competencies

Self Competencies

Ability to manage oneself through accountability, adaptability, and continuous growth.

Integrity

Establishes trust with colleagues by being honest and principled. Is appropriately transparent with co-workers. Respects others’ privacy and keeps sensitive information confidential. 


Analytical Thinking

Ability to break down problems, identify complex relationships and critically interpret them; leading to solutions.


Self-confidence

Displays appropriate self-assurance and determination. Voices their opinions and ideas confidently, willing to challenge others.


Drive

Recognizes organizational goals and aspirations and identifies how to achieve them, taking action without instruction.


Integrity

Establishes trust with colleagues by being honest and principled. Is appropriately transparent with co-workers. Respects others’ privacy and keeps sensitive information confidential. 


Analytical Thinking

Ability to break down problems, identify complex relationships and critically interpret them; leading to solutions.


Self-confidence

Displays appropriate self-assurance and determination. Voices their opinions and ideas confidently, willing to challenge others.


Drive

Recognizes organizational goals and aspirations and identifies how to achieve them, taking action without instruction.


Learning Agility

Continuously looking out for opportunities to learn and self-improve. They are keen to embark on novel experiences, are mentally flexible and view mistakes as valuable opportunities to grow. 


Optimism

Displays interest and excitement about their work. Identifies with and participates in challenging tasks with optimism and passion.


Adaptability

Easily readjusts and modifies their behavior in novel situations and based on current demands at work.


Accountability

Acts professionally and takes responsibility for their decisions and actions. Is methodical and organized and can be trusted to deliver results at a timely manner. 


Learning Agility

Continuously looking out for opportunities to learn and self-improve. They are keen to embark on novel experiences, are mentally flexible and view mistakes as valuable opportunities to grow. 


Optimism

Displays interest and excitement about their work. Identifies with and participates in challenging tasks with optimism and passion.


Adaptability

Easily readjusts and modifies their behavior in novel situations and based on current demands at work.


Accountability

Acts professionally and takes responsibility for their decisions and actions. Is methodical and organized and can be trusted to deliver results at a timely manner. 


Creative Thinking

Uses their imagination and ability to invent for the benefit of the organization. Critically assesses the quality of own and others’ ideas and improves upon them using their creativity.


Attention to detail

Performs tasks while recognizing the significance of detail and quality. Is thorough and accurate with work output, identifying and correcting errors.


Delivering Results

Achieves their goals and produces high quality work by remaining motivated and focused when overcoming obstacles.


Resilience

Maintains composure by recognizing their thoughts, emotions and behavior. Demonstrates the ability to overcome disappointments and to succeed in challenging situations. Maintains a healthy balance between life and work.


Creative Thinking

Uses their imagination and ability to invent for the benefit of the organization. Critically assesses the quality of own and others’ ideas and improves upon them using their creativity.


Attention to detail

Performs tasks while recognizing the significance of detail and quality. Is thorough and accurate with work output, identifying and correcting errors.


Delivering Results

Achieves their goals and produces high quality work by remaining motivated and focused when overcoming obstacles.


Resilience

Maintains composure by recognizing their thoughts, emotions and behavior. Demonstrates the ability to overcome disappointments and to succeed in challenging situations. Maintains a healthy balance between life and work.


Decision Making

Identifies possible solutions to manage problems effectively and efficiently by using good judgement when weighing up potential positive and negative implications. When faced with important decisions they do not hesitate to act. 


Capability to Perform

Possesses a strong and effective capability in their role using the key skills and knowledge necessary to succeed. 


Decision Making

Identifies possible solutions to manage problems effectively and efficiently by using good judgement when weighing up potential positive and negative implications. When faced with important decisions they do not hesitate to act. 


Capability to Perform

Possesses a strong and effective capability in their role using the key skills and knowledge necessary to succeed. 


Digital Competencies

Digital Awareness

Identifies opportunities or needs to use digital technology by staying aware of trends, challenges, and new possibilities. Takes initiative to explore innovative digital solutions that improve personal or team effectiveness.​

Digital Proficiency

Demonstrates the ability to confidently use, adapt, and apply digital tools and processes to complete tasks, solve problems, and improve personal or team workflows. Focuses on effectively mastering tools and processes and quickly learning new digital solutions.​

Digital Responsibility

Applies sound judgment when using digital tools, considering ethical and responsible use. Balances the benefits of digital technology with potential risks, ensuring decisions align with personal and professional standards.​

Digital Awareness

Identifies opportunities or needs to use digital technology by staying aware of trends, challenges, and new possibilities. Takes initiative to explore innovative digital solutions that improve personal or team effectiveness.​


Digital Proficiency

Demonstrates the ability to confidently use, adapt, and apply digital tools and processes to complete tasks, solve problems, and improve personal or team workflows. Focuses on effectively mastering tools and processes and quickly learning new digital solutions.​


Digital Responsibility

Applies sound judgment when using digital tools, considering ethical and responsible use. Balances the benefits of digital technology with potential risks, ensuring decisions align with personal and professional standards.​


People Competencies

Capacity to collaborate, communicate, and build positive, productive relationships.

Assertiveness

Capacity to appropriately assert own ideas and opinions and those of others. Willing to support and challenge other people in a constructive and inclusive manner, defending what appears to be right. Demonstrates an appropriate level of confidence in their own abilities.


Sensitivity to Others

Shows empathy and understanding for the reactions and choices of others and responds in an appropriate way. Enables the building of effective trusted relationships with people. 


Building Teams

Brings the right people together to form a high-performing team at the right time to achieve organizational goals.


Diversity Mindset

Understands and appreciates diversity in people, values and cultures. Recognizes the important of and creates an inclusive environment where people of different abilities and backgrounds can thrive. Respects social customs and expectations.


Assertiveness

Capacity to appropriately assert own ideas and opinions and those of others. Willing to support and challenge other people in a constructive and inclusive manner, defending what appears to be right. Demonstrates an appropriate level of confidence in their own abilities.


Sensitivity to Others

Shows empathy and understanding for the reactions and choices of others and responds in an appropriate way. Enables the building of effective trusted relationships with people. 


Building Teams

Brings the right people together to form a high-performing team at the right time to achieve organizational goals.



Diversity Mindset

Understands and appreciates diversity in people, values and cultures. Recognizes the important of and creates an inclusive environment where people of different abilities and backgrounds can thrive. Respects social customs and expectations.


Motivating Others

helps others to set a vision for goals and outcomes. Adapts motivational style based on individual needs and goals. Provides timely, constructive feedback to others to increase confidence. Encourages others to put sustained effort into achieving their goals and objectives.

Communication 

Ability to actively listen and express oneself clearly and effectively through verbal and non-verbal communication channels to one or groups of individuals. 

Customer Focus

Orientation towards serving and satisfying client’s needs and expectations.

Developing People

Recognizes potential in others and provides learning opportunities including mentoring and timely feedback on progress towards developmental goals and growth.

Motivating Others

helps others to set a vision for goals and outcomes. Adapts motivational style based on individual needs and goals. Provides timely, constructive feedback to others to increase confidence. Encourages others to put sustained effort into achieving their goals and objectives.

Communication 

Ability to actively listen and express oneself clearly and effectively through verbal and non-verbal communication channels to one or groups of individuals. 

Customer Focus

Orientation towards serving and satisfying client’s needs and expectations.

Developing People

Recognizes potential in others and provides learning opportunities including mentoring and timely feedback on progress towards developmental goals and growth.

Respect for Others

Respects all people, accepting individual differences, viewing and treating others consistently with fairness and without favoritism.


Conflict Resolution

Recognizes and acknowledged signs of a conflict situation, and promotes open-minded cooperation. Listens and makes effort to help others understand opposing viewpoints and works to resolve conflict in  a positive, fair, and tactful way.


Leading Performance

Supports others in achieving a high level of performance. Tracks progress and gives feedback to ensure that organizational goals are met. Ensures accountability for performance. 


Collaboration

Maintains positive and productive relationships by working effectively with others towards a common mission, values and goals. Shares knowledge and information with others and considers their contributions. 


Respect for Others

Respects all people, accepting individual differences, viewing and treating others consistently with fairness and without favoritism.


Conflict Resolution

Recognizes and acknowledged signs of a conflict situation, and promotes open-minded cooperation. Listens and makes effort to help others understand opposing viewpoints and works to resolve conflict in  a positive, fair, and tactful way.


Leading Performance

Supports others in achieving a high level of performance. Tracks progress and gives feedback to ensure that organizational goals are met. Ensures accountability for performance. 


Collaboration

Maintains positive and productive relationships by working effectively with others towards a common mission, values and goals. Shares knowledge and information with others and considers their contributions. 


Influencing & Persuation

Recognizes others’ opinion or position and considers this in efforts to influence or persuade. Uses their skills and style to convince others to change their attitudes, thoughts or actions, with the intention to achieve positive change or benefit.


Negotation

Plans in advance of negotiations. Builds rapport effectively when negotiating and seeks to understand all parties’’ positions appropriately communicates intentions and desired outcomes, settling disagreement with a common resolution that is beneficial to everyone.


Influencing & Persuation

Recognizes others’ opinion or position and considers this in efforts to influence or persuade. Uses their skills and style to convince others to change their attitudes, thoughts or actions, with the intention to achieve positive change or benefit.


Negotation

Plans in advance of negotiations. Builds rapport effectively when negotiating and seeks to understand all parties’’ positions appropriately communicates intentions and desired outcomes, settling disagreement with a common resolution that is beneficial to everyone.


Digital Competency

Drives Digital Adaptation

Encourages and motivates others to embrace digital tools, processes, or solutions by building understanding, enthusiasm, and gaining buy-in. Effectively communicates the benefits of digital adoption, addresses concerns, and fosters collaboration across teams and stakeholders to ensure smooth implementation and acceptance of digital technologies.​

Drives Digital Adaptation

Encourages and motivates others to embrace digital tools, processes, or solutions by building understanding, enthusiasm, and gaining buy-in. Effectively communicates the benefits of digital adoption, addresses concerns, and fosters collaboration across teams and stakeholders to ensure smooth implementation and acceptance of digital technologies.​


Organizational Competencies

Capability to align with goals, drive results, and contribute to overall success.

Organization Awareness

Awareness and understanding of an organization’s politics, culture, distribution of power and influence as well as using this ability to achieve organizational objectives. 


Operational Excellence

Execution of the organizational plans and strategy, managing operational risk, monitoring process improvement, and ensuring consistent quality of processes and outputs.


Strategic Orientation

Establishes plans for the long-term aligning the organization with expected future contexts and requirements. Recognizes and integrates pioneering ideas and approaches to strategic decision making. 


Financial Proficiency

Knowledge and expertise in financial topics required for their role. Understands and applies e.g. budgeting, reporting and forecasting, drivers for profitability or efficiency, in a proficient way. Makes fiscally prudent decisions that are beneficial to the business or organization.


Organization Awareness

Awareness and understanding of an organization’s politics, culture, distribution of power and influence as well as using this ability to achieve organizational objectives. 


Operational Excellence

Execution of the organizational plans and strategy, managing operational risk, monitoring process improvement, and ensuring consistent quality of processes and outputs.


Strategic Orientation

Establishes plans for the long-term aligning the organization with expected future contexts and requirements. Recognizes and integrates pioneering ideas and approaches to strategic decision making. 


Financial Proficiency

Knowledge and expertise in financial topics required for their role. Understands and applies e.g. budgeting, reporting and forecasting, drivers for profitability or efficiency, in a proficient way. Makes fiscally prudent decisions that are beneficial to the business or organization.


External Awareness

Possesses an appropriate understanding of the context in which the organization operates and applies this knowledge to influence and guide actions. This may include relevant political, cultural, economic, human, ecological, technological, consumer, legal, health and social issues.


Leading Change

Identifies opportunities for change in the organization. Is willing to take risks to improve the organization by evaluating and managing change. Helps implement change effectively by creating an organizational culture that is supportive and adaptive in embracing transformation.


Network & Stakeholder Engagement

Cultivates environments that encourage collaborative networking practices. Understands and engages with stakeholder expectations effectively. Recognizes networking opportunities and builds strategic alliances with internal and external individuals and organizations. 


Sustainability

Influences the economic, environmental and social purpose of the organization within its external environment. Works towards ensuring organizational continuity through sustainable management practices and preserving resources. Empowers and rewards others to make choices and decisions to delver sustainability, including processes to monitor success.


External
Awareness

Possesses an appropriate understanding of the context in which the organization operates and applies this knowledge to influence and guide actions. This may include relevant political, cultural, economic, human, ecological, technological, consumer, legal, health and social issues.


Leading 
Change

Identifies opportunities for change in the organization. Is willing to take risks to improve the organization by evaluating and managing change. Helps implement change effectively by creating an organizational culture that is supportive and adaptive in embracing transformation.


Network & Stakeholder
Engagement

Cultivates environments that encourage collaborative networking practices. Understands and engages with stakeholder expectations effectively. Recognizes networking opportunities and builds strategic alliances with internal and external individuals and organizations. 


Sustainability

Influences the economic, environmental and social purpose of the organization within its external environment. Works towards ensuring organizational continuity through sustainable management practices and preserving resources. Empowers and rewards others to make choices and decisions to delver sustainability, including processes to monitor success.


Create Shared Vision

Communicates strategy and vision to colleagues. Inspires others to strive towards collective organizational goals and a common mission.


Create Shared Vision

Communicates strategy and vision to colleagues. Inspires others to strive towards collective organizational goals and a common mission.


Digital Competency

Leads Digital Transformation

Leads and drives organizational digital transformation initiatives by developing a compelling vision, designing well-integrated plans that consider organizational complexities and conflicts, ensuring successful execution of transformation strategies, and fostering a sustainable culture of digital transformation across the enterprise to deliver long-term impact and measurable results.​


Leads Digital Transformation

Leads and drives organizational digital transformation initiatives by developing a compelling vision, designing well-integrated plans that consider organizational complexities and conflicts, ensuring successful execution of transformation strategies, and fostering a sustainable culture of digital transformation across the enterprise to deliver long-term impact and measurable results.​


Case Studies

See how brands use talent evaluation to craft insightful, unforgettable guest experience.
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
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Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
Empty space, drag to resize
Talent evaluation is the process of assessing individuals to determine their abilities, potential, performance, and fit for a particular role, team, or organization. It’s a critical function in talent management and is often used in hiring, promotions, leadership development, succession planning, and team building.
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Discover the High Performance Competency Model.

Pinpoint the behaviors that differentiate good from great performance across roles and levels. Use our evidence-based model of 42 competencies to align hiring, development, and succession with measurable outcomes.

Frequently Asked Questions

What is the Mentis High Performance Competency Model (HPCM)?

A research-led framework of 40+ behavioral and technical competencies that define the observable behaviors linked to high performance. Each competency includes levelled behavioral indicators so you can match expectations to role seniority.

How is the model structured?

Competencies are organized into domains that cover Self, People, and Organization. Within each, behaviors are defined across levels (e.g., specialist, manager, senior leader) so progression is transparent and fair.

Where can we use the HPCM?

Across the talent lifecycle: role design, job profiles, selection (CBI), assessment (Navigator 90/180/360), development planning, learning journeys, succession, and performance reviews.

How does it connect to Mentis tools?

HPCM is the backbone for Mentis Navigator feedback, competency-based interviews, business simulations, and individual development plans; so evidence from different methods maps to the same competency language.

Is the model validated?

Yes. The HPCM draws on peer-reviewed research, occupational psychology standards, and multi-year program data. We continuously review indicators for clarity, reliability, and job relevance.

Can we tailor the model to our organization?

Absolutely. Keep the core architecture and customize emphasis, role profiles, and exemplars. We can also map your values or leadership principles to HPCM competencies.

What does implementation look like?

A short discovery to align roles and outcomes, a mapping workshop, activation in Navigator (90/180/360-degree feedback), interviewer training for CBI, and development planning toolkits for managers and participants.

How long does it take to get started?

Most clients pilot within weeks: beginning with 3–6 priority roles, then scale to functions or enterprise.

How is pricing structured?

Flexible packages by cohort size and modules (assessment, development, certification). Discounts for multi-year programs and enterprise subscriptions.
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