The BRM Competency Model
The BRM Competency Model lists the competencies and traits that can be expected from people who perform the role of a business relationship manager, regardless of their title. This version of the model shows the competencies that BRMs should aspire to.
To see the full model, complete with traits, competency levels, and information about how to effectively use the model, become a BRM Institute Professional Member and access the BRM Body of Knowledge.
Evolve Culture
Build Partnerships
Drive Value
Satisfy Purpose (Achieve Strategy)
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What is a Competency Model?
A competency model is a tool used to describe, assess, and develop the knowledge, skills, and behaviors generally needed for someone to perform effectively in a given role. Organizations use competency models in many ways. They may use them to help describe the type of competencies they want in candidates they are considering hiring, or they may use them to assess the performance of employees and provide them a framework for future development. Other uses include considering what type and level of ability are needed from someone to effectively perform in a specific level of job function, perform a process, or contribute to a project. It is also useful for an individual to benchmark where they are currently in their career, identify areas of growth, make a plan, and track their progress.
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Building Blocks of the BRM Competency Model: Competencies and Traits
The BRM Competency Model is built on two simple ideas: competencies and traits. Understanding how they work together makes it a lot easier to see where to focus your growth as a BRM.
Competencies are the identifiable, standardized sets of traits you need to be effective in the BRM role. Think of a competency as the “what” — the broader capability you’re working toward. Each competency is really just a collection of traits working together.
Traits are the individual, measurable qualities that make up a competency — the “how.” The good news? Traits aren’t fixed. With effort and practice, they’re skills you can actively build over time.
Traits themselves come in three flavors:
- Knowledge — the concepts and facts you pick up through experience, education, or both.
- Skills — your hands-on expertise and ability to actually get something done well.
- Mindsets — the mental attitudes and beliefs that shape how you approach growth, challenges, and learning.
Put simply: competencies tell you where you’re headed, and traits — knowledge, skills, and mindsets — are the building blocks that get you there.
Competency Levels
Every competency is made up of a collection of traits — and traits aren’t a one-size-fits-all thing. The BRM Competency Model uses four levels to describe where you are on the continuum for any given trait: Explorer, Beginner, Practitioner, and Master.
These levels aren’t about title or tenure — they’re about how you actually operate day to day. The table below breaks down what that looks like at each stage, so you can get a clearer picture of where you stand today and what growth looks like from here.
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Explorer
Beginner
Practioner
Master
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