Senior Leadership and Management Development Strategy Snapshot

Transcription

1 Senior Leadership and Management Development Strategy Snapshot What is the strategy s objective and how will it be achieved? Home grown senior leadership talent always available If we Predict the leaders of tomorrow Drive development programmes Develop the pool of talent What do chief executives need to do? Know where the leadership talent is at all levels in your organisation and how it is being managed Encourage your senior managers and leaders to think about their careers and aspirations Support development programmes for Māori leaders Support the release of your Executive Leadership Programme candidate(s) for stretch experiences and think about how your organisation could offer stretch experiences for internal or external staff Align relevant HR practices to fully utilise the Leadership Capability Profile Become familiar with the suite of development options available from the Leadership Development Centre and promote their use to your senior staff Where can I get more information? State Services Commission Telephone: Key contacts Deputy Commissioners; Senior Leadership and Management Development team Leadership Development Centre Telephone: Key contacts Chief Executive; Relationship Managers Why is a successful implementation of this strategy important? To improve the quality, quantity and diversity of the senior leadership pool To ensure there s a continually replenished pool of skilled and experienced senior managers To provide a compelling reason for talented people to enter and stay in the Public Service or State sector To reflect and reinforce the need for collaboration by chief executives to deliver results in a complex environment What do we mean by a senior leadership role? Chief executive roles Other senior roles with high complexity, considerable accountability for results and significant impact on the performance of the Public Service

2 WHOLE OF GOVERNMENT COMMUNITY CENTRED Senior Leadership and Management Development Strategy Snapshot What are the main elements of the strategy described in this snapshot? Leadership Capability Profile The standard against which potential leaders are assessed and developed. STRENGTHEN PEOPLE, CULTURE, LEADERSHIP New Zealand Public Service Leaders Manage The Business and Lead the Change Have the required PERSONAL ATTRIBUTES And through a depth and breadth of EXPERIENCES & PATHWAYS Develop and apply LEADERSHIP ABILITIES And deliver RESULTS for New Zealanders Agile mind Personal strength and courage Connect with people Integrity Energy and drive Public sector Private sector Voluntary / Social Iwi / Hapu roles Overseas experience Stretch assignments Special projects Influential people Influential events Lead with integrity Strategy forming Culture shaping Senior Official nous Manage with prudence Management of people Business acumen Walk with respect in diverse worlds Stakeholder engagement Contributing to the achievement of outcomes for New Zealanders Development of current and future capability New Zealand Public Service regarded as trusted and acting in a spirit of service Support from others Cultural respect Responsiveness to Māori Technical credibility (as required) FOCUS ON RESULTS Who pays for what? The Crown Strategy implementation, including funding the Leadership Development Centre to deliver the Executive Leadership Programme : $2.176m : $2.176m : $1.723m and outyears: $2.659m Departments Levy to Leadership Development Centre for general management and leadership development services Co-funding for Executive Leadership Programme participants All other staff development State Services Commissioner s Fund Crown funding includes the State Services Commissioner s fund to support the development of potential leaders in regions, potential leaders from diverse backgrounds and where development opportunities are not considered viable because of genuine funding difficulty.

3 LEADERSHIP POTENTIAL Executive Leadership Programme The flagship service delivered by the Leadership Development Centre: tailored development to prepare people with the right stuff for the most senior roles. Use this guide to select candidates for nomination and discuss with your Deputy Commissioner. Criteria for nomination for the Executive Leadership Programme Aspires to leadership Has commitment and drive Extremely high learning agility Has personal attributes described in the Leadership Capabilities Profile Has a consistent high record of performance Capable and performs effectively in a senior leadership role but requires additional targeted development Is prepared to move out of comfort zone With high potential attributes and chief executve sponsorship, target for the Executive Leadership Programme Departmental responsibility for development In, or ready for a senior leadership role High Low LEADERSHIP BACKGROUND: COMPLEXITY, EXPERIENCE, PERFORMANCE How do the strategy implementation partners work together to implement an all of government approach to leadership development? STATE SERVICES COMMISSIONER Sets the standard Leadership Capability Profile Approves entry into the Executive Leadership Programme Develops leadership development strategy and policy Evaluates progress of strategy implementation Establishes strategic relationships such as ANZSoG and the Tertiary Alliance Leadership Capability Profile LEADERSHIP DEVELOPMENT CENTRE Delivers Executive Leadership Programme for State Services Commissioner Provides programmes consistent with Leadership Capability Profile Delivers or brokers other development opportunities including stretch experiences Supports chief executives to develop leaders from mid career DEPARTMENTS Contribute to the pool of senior leaders for all government Develop and produce leaders at all levels Align HR practices with Leadership Capability Profile Offer stretch experiences

4 Targeting our best to improve the quality, quantity and diversity of the senior leadership pool Complementary development options A selection of offerings to help you develop senior leaders: see the Choices booklet for development options for staff in their early to mid career. Development of specialist, leadership and management skills over time: EARLY MID SENIOR LEADERSHIP DEVELOPMENT CENTRE SERVICES Career Focus, Course Finder, Consultant Finder Seminars, Clinics, Special Events Leadership in Practice Executive Leadership Programme CE Forum FELLOWSHIPS, SCHOLARSHIPS AND TERTIARY STUDY Tertiary Alliance ANZSoG Executive (MPA) Master of Public Administration FCO Fellowships LDC Fellowships ANZSoG Executive Fellows Programme Masters Level Public Management and Policy Studies Long term development Executive Leadership Programme To prepare high-perfoming Public Service (and State sector) senior managers for leadership roles. After an in-depth assessment, individual development plans are agreed and progress monitored. The plans may include secondments or stretch experiences, mentoring and coaching, academic programmes and specific skills and management development courses. Target Group Managers who are almost ready for and aspire to a senior leadership role. Participants are generally on the programme for up to five years. Nominations are accepted at any time Assessment Centre dates: 1-4 March May 2004 Later dates will be posted on Nominations are made to the Leadership Development Centre by following the process outlined on The State Services Commissioner approves entry to the programme. Centrally funded development money complements departmental funding. Departments pay an average total of $20,000 per participant, over three years.

5 Medium term development ANZSoG Executive Master of Public Administration To provide national and international learning, networking, collaboration and research in the areas of public policy, public management and public administration. The curriculum includes nine subjects plus a substantial work-based project. Teaching methods include practitioner presentations, panel discussions, case studies and academic lectures. Mid career managers (likely to be tier 3 4 managers, depending on organisation size). A two year part-time post-graduate qualification, taught in locations across Australia and New Zealand. Nomination dates will be advised in mid 2004 for the January 2005 intake. calls for nominations by writing to chief executives. New Zealand takes 20 places on the course each year. The State Services Commissioner approves submission of nominations to ANZSoG. Departments pay approximately $AUS 30,000 per person for the full programme (includes programme fee and accommodation; excludes travel costs and course books). Entry requirements for the university of enrolment must be met. Further information is available from Leadership in Practice (formerly the NZPS Leadership Programme) To deliver tangible results, including leadership behaviour changes in participants and a change leadership project within the sponsoring organisation. The programme is based on best practice leadership concepts, tools and techniques, including action learning. Managers on the cusp of mid senior career roles (likely to be tier 2 tier 4 managers, depending on organisation size). The programme takes approximately nine months to complete and begins with a five day residential course residential course dates are: March June - 2 July August 2004 Applications are made to the Leadership Development Centre. Use the forms on LDC member organisations $8,500 + gst. Non-member organisations $9,750 + gst. Later dates will be posted on Short term development ANZSoG Executive Fellows Programme To help senior executives enhance their core leadership and management skills. A mix of theory, case studies and exercises. Chief executives and tier 2 senior managers. A three week residential programme. Date for 2004 will be posted on calls for nominations by writing to chief executives. New Zealand takes 15 places on each programme. The State Services Commissioner approves nominations. Further information is available from Departments pay approximately $AUS 20,000 per person (includes programme fee and accommodation, excludes travel costs).

6 Leadership Development Centre Fellowships To increase the leadership skills and ability of senior managers who are leaders and opinion influencers, or emerging leaders, to bring about change and improvements in departments and across the Public Service. Fellowships are offered for study and to gain practical experience addressing a leadership or management subject. The intention is to combine high-level study with practical experience or independent work based research. Senior managers of member organisations (likely to be tier 2 3 managers, depending on organisation size). Duration depends on the programme chosen, and fellowships may be undertaken in the country of choice. Applications close in December Fellows are announced the following February and expected to take up the fellowship by 30 June calls for nominations by writing to chief executives. Applicants use the forms and instructions on Two fellowships, with a maximum value of NZ$40,000 each, are being offered in Foreign and Commonwealth Office Aotearoa Fellowships To develop talented managers. Fellows attend a leadership, management, or HR course in the UK, or undertake study at a British academic institution, or participate in a government departmental work programme, or undertake independent research. Senior managers (tier 2 3, depending on organisation size) and HR specialists of member organisations. Programmes or courses must be substantial, that is two weeks or more (or two one-week courses), and undertaken in the UK. Applications will be invited mid 2004 and will close later in the year. Fellows will be announced before December 2004, and expected to take up the fellowship by 31 March calls for nominations by writing to chief executives. Applicants use the forms and instructions on Two fellowships each of 10,000 were offered for Funding is subject to change and will be advised by the British High Commission in Tertiary Alliance To provide tailored tertiary offerings from (mainly New Zealand) tertiary institutions brokered by the Victoria University of Wellington School of Government for the Leadership Development Centre and Public Service departments. Individuals or groups of managers and specialists aspiring to leadership roles or with development needs that are not well met by standard tertiary offerings, but may be by a tailored offering. Varied content sourced from tertiary institutions in and out of New Zealand depending on the need specified, but could include structured seminars, tailored short courses, standard courses delivered outside their usual locality or timeframes. Duration / Location As required, depending on the learning need. Key dates Services are provided on request. Application process Contact the Leadership Development Centre or the Victoria University of Wellington School of Government to discuss your department s requests for tailored services. Services are priced on a case by case basis. Where can I get more information? State Services Commission Telephone: Leadership Development Centre Telephone: