Elements and Performance Criteria
- Reflect on personal effectiveness and efficacy
- Strategies are identified and applied to create a culture that encourages and allows for the receiving and giving of effective feedback.
- Personal efficacy and attainment of professional and personal development objectives and priorities are reviewed regularly.
- Capacity as a role model is reviewed in terms of ability to build trust, confidence and respect of diverse and relevant individuals and groups.
- Personal efficacy and capability to build an effective organisational and workplace culture are evaluated.
- Personal effectiveness in developing the competence required to achieve operational responsibilities is analysed and evaluated.
- Personal responsibility for environmental sustainability is modelled and developed in others.
- Lead in a transformational manner
- Transformational leadership practices are applied in a given context.
- Empathy in personal communication relationships and day-to-day leadership role is demonstrated.
- Leadership is demonstrated, which is inclusive and respectful of individual differences.
- Own potentially disruptive emotions and impulses are controlled and appropriately regulated.
- Work-based relationships are managed effectively.
- Cultivate collaborative thinking
- Judgement and commonsense are displayed when undertaking day-to-day leadership role.
- Relevant legislation, information and intelligence sources are analysed when evaluating business opportunities.
- Personal expertise and relevant individuals are drawn upon to achieve strategic results.
- Contributions from relevant individuals are sought and encouraged.
- Collaborative communication and learning approaches are used to model and encourage such practices in the workplace.
- Collaborative and participative work relationships are cultivated.
- Provide strategic leadership during change processes
- Organisational direction and values are conveyed positively to relevant individuals and relevant stakeholders.
- Impact and role of leadership during organisational change is analysed.
- Capacity and competence of relevant individuals are analysed and confirmed consistent with their ability to contribute to change processes and plans.
- Learning and communication solutions are developed to address problems and risks arising for individuals during organisational change.
- Leadership styles are identified and approaches developed to best respond to the impact of change on people and processes.