Most organizations use or are developing competency models to select, evaluate and develop their managers based on the behavioral characteristics and traits desired in top-performing organizational leaders. Such models might not be effective if they do not include procedures which can reflect the validity of their behavioral standards. An unvalidated model will not describe those managers who will be effective in achieving organizational objectives. The models must also include and reflect the validity of behavioral characteristics that suggest underlying attitudes, purposes and characteristics, as well as the manner by which the listed characteristics might be acquired. Effective competency models must also allow for changing conditions in the future.