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Sydney Institute Leadership Program

Sydney Institute Leadership Program. Jai Waters R/Associate Director Strategic Development Jean Burns College Director Petersham. Acknowledgement. With special thanks to TAFE NSW -South Western Sydney Institute who agreed for us to use the Leadership Framework. Reference group.

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Sydney Institute Leadership Program

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  1. Sydney Institute Leadership Program Jai Waters R/Associate Director Strategic Development Jean Burns College Director Petersham

  2. Acknowledgement With special thanks to TAFE NSW -South Western Sydney Institute who agreed for us to use the Leadership Framework

  3. Reference group Jai Waters (Chair) Martin Brown Jean Burns Fran Cane Julie Collareda Bernadette Colling Greg Drayton Maria Frangeskou Alison Wood Diana Khabbaz – project officer

  4. Assumptions • Leadership exists at all levels • To develop leadership: • Define leadership capabilities • Embed it in the work context • Self-assessment is a starting point • Encourage responsibility • Offer development choice

  5. Behavioural change process Embedded in the self assessment process: Q1 Where am I now? Q2 Where do I want to be in the future? Q3 What do I need/want to do to move forward?

  6. Program components Self assessment: • Breadth of leadership role continuum self assessment • Leadership capability self assessment Development options: • Learning networks - group coaching • 1:1 coaching • Myleadership wiki - self directed learning • Other Institute opportunities

  7. Leadership development options Complete Breadth of Leadership Role Continuum and Leadership Capability Self-assessments Other self assessment tools Access to latest articles and research Analyse individual development needs Access to resources, guidelines and manuals Sydney Institute Directions 2007 - 2010 Participate in learning network Review current position description and current business plan Find a Mentor Prioritise individual development needs Work with a life coach • Access Institute opportunities • Institute Leadership Forum • Working parties, committees, projects Enhanced leadership capability & performance Future sustainability Develop individual learning plan • Communication forums and discussion groups and other Institute activities • Leadership website • Café and other conversations • Blogs • Vod/Podcasts Action Review, plan and outcomes • Attend training and conferences • Internal and external courses Good websites Leadership development model

  8. Self assessment tool 1: Breadth of leadership role continuum • Understanding leadership roles • Increase career literacy • Useful for enriching current role • Maximising choice

  9. Elements of the continuum 1. Future focus • here and now or future focus 2. Breadth of contact • Own team or community/industry/global 3. Breadth of impact • Local or state/national/international 4. Breadth of responsibility • Task or organisation wide

  10. Self assessment 2: • Defines leadership capabilities • Supports self assessment of capability • Identify development needs • Applicable to all managers and team leaders

  11. Leadership Capability Framework Vision 1. Develop strategy and provide direction 2. Communicate with influence Integrity 3. Demonstrates integrity, awareness and self management 4. Cultivates productive relationships Effectiveness 5. Supports and develops people and teams 6. Achieves results

  12. Development options “Sushi train”: • Institute opportunities • Institute wiki with resources, links, blogs, networks, references • Learning Networks - group coaching • Access to 1: 1 coaching • EOI

  13. Development • Grow your strengths – life based learning • Broaden your skills • Add a skill • It’s up to you!

  14. Development • Institute of Executive Coaching engaged • myleadership launched by ID 27 April • Leadership Forum – Institute Leaders Clerk 9/10  • Learning Networks implemented • 1:1 Leadership Development Coaching – 16 leaders • myleadership Wiki

  15. Activity Leadership Capability Framework • Fill out Self Assessment 4 Integrity – Cultivates productive relationships • Working in triads discuss your result and possible improvement and development options

  16. Reflection • What are you doing in the area of leadership development in your Institute? • How could you apply this model to your Institute?

  17. Our next steps • Liaising with other Institutes - SWSI and NCI • End of year evaluation workshop • Report to Sydney Institute Executive • Planning for 2008 – extend to HT?

  18. Questions

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