flowprofiler® provides a measure of many of the observable behaviours that an agile leaders display. In this 2-part blog, we explore the core competencies of an agile leader, identify which flowprofiler® dimensions support development and the key attributes of flowprofiler® that make it unique.

What are the core competencies of agile leader’s?

Our research shows that the core competencies that make up an agile leader include:

  • A growth mindset
  • Collaboration
  • The ability to bring value
  • Commitment
  • Quality thinking skills

A growth mindset

Leaders with a growth mindset are open to learning, demonstrate a ‘can do’ attitude and learn from feedback. A growth mindset allows agile leaders to maintain a positive attitude, nurture their optimism, grow professionally and solve problems more effectively.


A collaborative leader works effectively with groups and seeks the input of others. These leaders are able to give feedback effectively and communicate well. They adopt a coaching style when working with people in contrast to a ‘telling’ or directive style. Moreover, collaborative leaders understand that the collective intelligence of the group is better than any one individual. This insight leads to stronger and more considered decisions.

Agile leaders bring value

Agile leaders bring value. They bring value not just to their clients or end users, but to everyone they interact with. They are aware of the needs of others and actively look for ways to help, where appropriate. This in turn strengthens how they prioritise tasks, manage change and meet the needs of key stakeholders.

personal excellence badge orangeCommitment

An Agile leader demonstrates commitment to the role they are in. They find purpose and meaning in the work that they are doing, and they use this as a source of engagement. They are accountable and have a commitment to personal excellence in the workplace.

Agile leaders are quality thinker

Quality thinkers are creative and can work through an innovation process. They have effective problem-solving skills and make great process engineers. They balance their decision making in such a way that their approach results in effective and critical thinking.

When companies, recruit and develop based on the behavioural needs of the role they; increase staff retention, attract strong candidates and grow a positive workplace culture. When companies take that one step further and recruit and develop the competencies displayed by agile leaders, they have a leadership team made up that is made up with positive, growth oriented, collaborative, committed and engaged agile leaders.

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