Leading and developing people
Why is this important?
Managers have a critical role in securing the long-term future of the Council. They are required to:
- provide strong, directional leadership to inspire, motivate and deliver our vision
- create and drive a high performance culture
- be responsible for ensuring that individuals and teams understand what is required of them and why
To achieve this at your level in the organisation you will need to demonstrate the following values and behaviours:
- know your people, inspire and empower them and invest in their growth and development
- develop a high performing culture where team members challenge and support each other to constantly perform at their best. Actively address unsatisfactory performance and behaviour
- build trust and harness the diversity of the team
- proactively encourage all team members to develop to their full potential
- recognise how your style of leadership impacts on:
- the performance of those you manage
- our culture
- the outcomes you deliver
- create a culture of openness and honesty, even during times of ambiguity and uncertainty
Low
This could include:
- is not developing their people through ongoing coaching, support and development planning
- inconsistently provides feedback to team members; avoids presenting feedback that will not be well received
- sets objectives for the team but does not adequately communicate those objectives to get everyone on board
- is not focussed on building team capability for the future and developing lines of progression
- lacks self awareness and adopts one style of leadership in all situations
- allows bias or personal feelings to cloud professional judgement
- lacks focus in developing team members
Expected
This could include:
- all their team members have a development plan that they support
- provides meaningful feedback to team members to keep them on track towards common goals
- sets and communicates clear objectives for the team upfront
- encourages team members to develop and progress to their potential
- is self aware and adapts own style to achieve greater impact
- is fair, consistent, open and honest in all their actions, building trust through desired behaviours
- actively builds a high performing team that demonstrates our values
High
This could include:
- their investment in leading and developing their team is driving excellent individual and team performance
- effectively gives constructive and insightful feedback even when the message is extremely difficult to deliver
- identifies the most important priorities, creates a compelling vision of both short and long-term objectives
- has built strong progression frameworks concentrating on the short and longer term
- uses knowledge of their own style and others to influence, deliver results and engage the team
- makes decisions honestly, fairly and without bias
- is an inclusive leader that brings the best out in people