Competencies
Competencies are the atomic building blocks of roles at Cadence OneFive. Rather than defining roles as fixed job descriptions, we think of them as flexible templates.
How We Think About Roles
Section titled “How We Think About Roles”Roles = Competencies + Responsibilities
- Competencies are the skills and capabilities - what you need to be able to do
- Responsibilities are the scope and domain - what you’re accountable for
Every team member should develop competencies in multiple areas. Roles are templates that suggest which combinations of competencies are particularly valuable for specific responsibilities, but they’re not rigid boundaries.
For example, a CEO combines competencies (Strategic Vision, Technical Proficiency, Systems Thinking) with responsibilities (company direction, fundraising, culture). The competencies enable the CEO to execute their responsibilities effectively in our stage and context.
Universal Foundation
Section titled “Universal Foundation”Manager of One - Self-awareness, communication, mutual support, self-management
All team members, regardless of role, are expected to develop these foundational competencies that make our self-management culture work.
Competency Categories
Section titled “Competency Categories”- Manager of One - Self-awareness, communication, mutual support, self-management
- Horizontal Leadership - Strategic thinking, team building, results delivery, mission-driven focus, ecosystem building, personal commitment
- Customer Focus - Customer empathy, relationship building, stakeholder management
- Software Engineering - Programming, systems architecture, DevOps, data engineering
- Problem-Solving - Systems thinking, data-driven decisions, adaptive problem-solving
- Domain Knowledge - Building science, decarbonization mechanics, industry knowledge