What Makes Competency International Unique


Consultant Spotlight

Competency International is a research consortium and consultancy founded by leading experts in the field of competency-based assessment and development. Consultants are either former managing partners or senior professionals from large international consultancies with 15 to 35 years of experience in behavioral science research and human resources applications. Over many years we have developed approaches, techniques and logistics which have allowed us to effectively conduct assignments on a global or regional basis. Competency International consultants have a long history of working closely together to design and implement competency-based interventions that have produced measurable results for clients.

Competency International's Commitment

Competency International is committed to advancing motive and competency research and application methods, and maintaining the empirical standards established by the late Harvard Professor David McClelland. Click here to read about McClelland's contribution to applied psychology. We are committed to the role of the "Scientific Practitioner" adhering to professional, ethical and legal standards of reliability, validity and economic value added to clients.

We are committed to working to develop the capability and confidence of HR and OD professionals to apply advanced techniques related to assessing and developing competencies. Transfer of technology to clients by training and certification in use of methods, instruments and web-based applications and on-line content represents our commitment to promoting more widely the use of validated and scientifically sound methods to the management of human resources.

When appropriate we work with client organizations to publish research findings and results.

Selected Competency International Publications

Emmerling, R.J. (2015). Competence Development and Management. In S. Dahlgaard-Park (Ed.), The Sage Encyclopedia of Quality and the Service Economy. (pp. 65-69). Thousand Oaks, CA: SAGE Publications, Inc.

Emmerling, R.J. & Sipahi, A. (2015). Emotional Intelligence.  In S. Dahlgaard-Park (Ed.), The Sage Encyclopedia of Quality and the Service Economy. (pp. 184-190). Thousand Oaks, CA: SAGE Publications, Inc.

Emmerling, R. J., Canboy, B., Batista, J. M., & Serlavos, R. (2015). Leadership Education: Theory and Practice. In: James D. Wright (editor-in-chief), International Encyclopedia of the Social & Behavioral Sciences, 2nd edition, Vol 13. Oxford: Elsevier, pp.

Canboy, B., Montalvo, A., Buganza, M. C., & Emmerling, R. J. (2014). “Module 9”: a new course to help students develop interdisciplinary projects using the framework of experiential learning theory. Innovations in Education and Teaching International, (November), 1–13.

Emmerling, R. J. & Boyatzis, R. (2012). Emotional and Social Intelligence Competencies:  Cross Cultural Implications.  Cross Cultural Management: An International Journal, 19(1), 4-18.

Ryan, G., Spencer, L. M., & Bernhard, U. (2012). Development and validation of a customized competency-based questionnaire: Linking social, emotional, and cognitive competencies to business unit profitability. Cross Cultural Management, 19(1), 90-103.

Ryan, G., Emmerling, R. J., & Spencer, L. M. (2009). Distinguishing High Performing European Executives: The Role of Emotional, Social and Cognitive Competencies. Journal of Management Development, 28(9), 859-875.

Spencer, L. M., Ryan, G., Bernhard, U. (2008). Cross-cultural competencies in a major multinational industrial firm. In R. J. Emmerling, V. Shanwal, & M. Mandal (Eds), Emotional intelligence: Theoretical and Cultural Perspectives (pp. 191-208). New York: Nova Science Publishers.

Emmerling, R. J. & Goleman, D. (2005). Leading with emotion: Emotional intelligence predicts success. Leadership Excellence, 22(7), 9.

Emmerling, R. J. & Goleman, D (2003).  Emotional Intelligence: Issues and Common Misunderstandings. Issues in Emotional Intelligence, 1(1), available: www.eiconsortium.org.

Emmerling, R. J. & Cherniss, C. (2003). Emotional intelligence and the Career Choice Process. Journal of Career Assessment. 11(2),153-167.

Cherniss, C., Goleman, D., Emmerling, R. J., Cowan, K., & Adler, M (1998). Bringing Emotional Intelligence to the Workplace. New Brunswick. NJ: Consortium for Research on Emotional Intelligence in Organizations, Rutgers University.


Dr. Ashis Sen brings over 30 years of industry and HR experience related to implementing competency-based systems. A skilled consultant,  facilitator and coach, he has been on the forefront of training and coaching HR professionals and executives in concepts such as social and emotional intelligence and Balanced Scorecard for applied use.

He has also designed and led major training and development initiatives in complex organizations, as well as delivered key note addresses to major HR conferences worldwide.

Dr. Sen is a visiting faculty member at several leading institutes and universities, including the Indian Institute of Management, the Tata Institute of Social Sciences for Organizational Development and teaches Strategic HRM at Narsee Monjee Institute of Management Studies. He is a member of the Consortium for Research on Emotional Intelligence in Organizations, founded by Dr. Daniel Goleman to research and develop best practices for assessing and developing social and emotional intelligence in the workplace.

In addition to multiple articles and book chapters, Dr. Sen is the co-author of the book Fuelling Success as well as the book Professional Coaching.

Dr. Robert Emmerling is a leading expert in the assessment and development of competencies and emotional intelligence in the workplace. In addition to consulting he is also a visiting professor in the Department of People Management and Organisation at ESADE - Business School.

Through his work as a member of the Consortium for Research on Emotional Intelligence in Organizations, a group founded by Dr. Daniel Goleman, he has been involved in some of the most influential work in the field of competencies and emotional intelligence, including the development of best practice guidelines for training and developing emotional intelligence and the identification and evaluation of model programs that significantly enhance social and emotional competencies in the workplace. He has published his applied work on competencies in publications such as Cross Cultural Management: An International Journal, Journal of Management Development, Journal of Career Assessment, Innovations in Education and Teaching International and Leadership Excellence.

Geoff Ryan has worked internationally in the field of competency analysis for over 30 years.  He is a co-founder of Competency International and has led or participated in over two hundred consulting assignments in Europe, North America and Southeast Asia for a variety of multi-national clients including, Hewlett Packard, Pricewaterhouse Coopers, Shell Oil, British Aerospace, and Siemens Building Technologies. He has spoken at a number of conferences in relation to his competency work, for clients, which has been quoted in recent books such as Primal Leadership (Goleman, Boyatzis, & McKee, 2002).

This work has entailed a detailed understanding of the client’s particular needs and objectives so that the competency interventions are effectively linked to or support the client’s strategies. 

His career has included working in association with a major U.K. Management Consultancy where he led their competency practice as well as having had direct managerial experience in several industry sectors.

Geoff holds a Masters Degree in Aviation Management, a B.A. in Economics and Psychology and a Diploma in Company Direction. He is currently a doctoral candidate researching the competencies of senior MNC leaders.

Lyle M. Spencer PhD. is President, Spencer Research & Technology, co-founder of Competency International, Cybertroncis Research Fellow, Director, Human Resource Technologies, author and independent consultant on competency development, re-engineering human resources, and HR return on investment analysis.

As HayGroup Vice President, Research & Technology, and President and CEO of McBer & Company, Dr. Spencer developed Hay's worldwide Hay McBer practice, training four hundred consultants in Hay offices in twenty-four countries. In twenty-five years with McBer, Dr. Spencer conducted organizational diagnosis, training, and development programs for such clients as AT&T, Abbott Laboratories, DEC, Fannie Mae, General Electric, General Motors, GTE, Honeywell, Hospital Corporation of America, IBM, Merck Pharmaceutical, MCI, Nortel, Mobil, Nihon Schering and Saudi Aramco.

Dr. Spencer has managed major leadership- and organizational-development contracts with the U.S. Army and Navy. For U.S. A.I.D. and the United Nations Industrial Development Organization, he managed economic development programs in Latin America, Africa, and Asia, identifying entrepreneurs and training academic, government, banking, and business people in achievement motivation techniques for stimulating national entrepreneurial activity.

Dr. Spencer developed Hay McBer's competency assessment methodology with Harvard Prof. David McClelland, and methods for calculating the costs and benefits of human resource programs. He has published books, software, and numerous articles on these topics, and trained more than a thousand HR professionals in competency and cost-benefit methods. His current research concerns re-engineering human resources and the development of expert system Integrated Human Resources Management. Information Systems (IHRMIS). using multi-media, interactive voice response, and voice recognition technologies. He has taught at the business schools of the University of Chicago and University of North Carolina, Chapel Hill.





About Us

Competency International is a research and consulting group dedicated to the application of scientifically validated techniques to the management of human capital in organizations. Committed to advancing the science of motive and competency assessment, application and development, our consultants adhere to the highest standards of ethics and practice.

Partial Client List



  • @RobEmmerling frequently posts tweets related to assessment and development of competencies in the workplace.