Diplomats, the civil servants of the Foreign Service, are the actors behind Finnish Foreign Policy and diplomatic relations. Their work includes the rotation of positions around the world. Working with diverse tasks and varying organizations in different cultures requires a great asset of various competencies. Managing careers of this nature requires multiple actions in Human Resources Management so that the civil servants would stay motivated and develop their competencies. This qualitative study explores the current state of competency management in Finnish Foreign Service, and seeks to find characteristics of competent diplomats.

The theoretical framework of competency management discussed the ambiguous concept of competency, and aimed at explaining the steps of competency management. Competencies were defined as the factors that form the potential for superior performance, such as skills, abilities, knowledge, and behavioral characteristics. Some practical tools for competency management were introduced to complete the theoretical framework. Within the scope of diplomacy, the legal requirements for diplomatic career in Finland were listed and discussed. The empirical material was collected by interviewing 15 diplomats of different background, age, and stage of career development. By the means of qualitative analysis, the answers were categorized and interpreted with the objective to form a comprehensive picture of the current state of competency management in the Foreign Service of Finland.

The results give diverse characteristics and abilities for a competent diplomat, most of which represent behavioral characteristics, and personal characteristics of an individual; however, linguistic skills and abilities are seen as the most important competency area of technical nature. The structure of competency management includes individual objectives and job description; practical tools for leadership to promote competency development; multiple options to self-driven development and career planning; and the comprehensive training in the beginning of diplomatic career. The significance of leadership in competency management is crucial for Finnish diplomats, yet individual activities in career planning and competency development are strongly emphasized by the Ministry for Foreign Affairs. For leadership, there are tools such as formal discussions with subordinates; performance appraisals; co-operative goal setting; and sparring as a coach. For self-directed competency development, there are options such as mentoring program; participation in additional trainings; transfer of tacit knowledge within rotation; effective selfmanagement; and peer support as in informal discussions between colleagues. Competent diplomats show excellence in interaction and self-expression in diverse occasions; courage and flexibility in front of new challenges; and deep motivation to serve their home country Finland.