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Follow the links below to find material targeted to the unit's elements, performance criteria, required skills and knowledge

Elements and Performance Criteria

1. Provide a model of innovative practice
   • Promote and reinforce the value placed on leadership and innovation by the organisation.
   • Identify and share within workgroups effective leadership styles and the benefits of innovative work practices.
   • Identify leaders who demonstrate a range of leadership styles and provide workgroup members with opportunities to learn from them.
   • Model and encourage innovative work practices in the workgroup.
   • Identify and address barriers to innovation with the workgroup.
2. Organise workgroups to develop innovation and leadership
   • Analyse performance requirements for the workgroup.
   • Gather information about workgroup members.
   • Identify strengths and weaknesses of individual workgroup members in a manner that takes account of cultural and individual differences.
   • Assign workgroup roles to match individual capacities and leadership styles.
   • Assign workgroup members in a manner that fosters sharing of ideas.
3. Organise work assignments to facilitate innovation
   • Structure and allocate work to support innovation.
   • Communicate work assignments to workgroup members in ways that encourage and reinforce groupbased innovation.
   • Allocate tasks and activities to ensure the best use of workgroup skills.
   • Include timeframes and resources that allow for innovation in work assignments.
4. Support workgroup to develop leadership and innovation
   • Encourage workgroup members to work collaboratively on work assignments.
   • Encourage workgroup members to share work information, knowledge and experiences in their day to day work.
   • Encourage workgroup members to seek external stimuli and knowledge and to set up and maintain networks that support the development of leadership and innovation.
   • Provide guidance to workgroup members on the use of innovation skills in ways suited to their current knowledge and experience.
   • Encourage workgroup members to take a leadership role at different times throughout work assignments in accordance with their strengths or development needs.
   • Coach workgroup members to ensure they have the skills to underpin the development of leadership and innovation skills.
5. Monitor innovation and leadership development
   • Encourage workgroup members to reflect on activities and opportunities for innovation.
   • Evaluate workgroup activities based on feedback from workgroup members, management, clients and other interested people.
   • Encourage and implement suggestions for work improvements made by workgroup.
   • Record and present reviews of the application of innovation and leadership skills as required.
   • Review the development process and discuss and analyse outcomes constructively.
6. Provide feedback on innovation and leadership development
   • Discuss and use feedback from review processes to inform future innovation and leadership planning.
   • Acknowledge different leadership styles and their value in providing inspiration or closure at various points in the innovative process.
   • Celebrate successful innovations.
   • Discuss and resolve problems in the use of innovation skills in a constructive way.
7. Provide a model of innovative practice
   • Promote and reinforce the value placed on leadership and innovation by the organisation.
   • Identify and share within workgroups effective leadership styles and the benefits of innovative work practices.
   • Identify leaders who demonstrate a range of leadership styles and provide workgroup members with opportunities to learn from them.
   • Model and encourage innovative work practices in the workgroup.
   • Identify and address barriers to innovation with the workgroup.
8. Organise workgroups to develop innovation and leadership
   • Analyse performance requirements for the workgroup.
   • Gather information about workgroup members.
   • Identify strengths and weaknesses of individual workgroup members in a manner that takes account of cultural and individual differences.
   • Assign workgroup roles to match individual capacities and leadership styles.
   • Assign workgroup members in a manner that fosters sharing of ideas.
9. Organise work assignments to facilitate innovation
   • Structure and allocate work to support innovation.
   • Communicate work assignments to workgroup members in ways that encourage and reinforce groupbased innovation.
   • Allocate tasks and activities to ensure the best use of workgroup skills.
   • Include timeframes and resources that allow for innovation in work assignments.
10. Support workgroup to develop leadership and innovation
    • Encourage workgroup members to work collaboratively on work assignments.
    • Encourage workgroup members to share work information, knowledge and experiences in their day to day work.
    • Encourage workgroup members to seek external stimuli and knowledge and to set up and maintain networks that support the development of leadership and innovation.
    • Provide guidance to workgroup members on the use of innovation skills in ways suited to their current knowledge and experience.
    • Encourage workgroup members to take a leadership role at different times throughout work assignments in accordance with their strengths or development needs.
    • Coach workgroup members to ensure they have the skills to underpin the development of leadership and innovation skills.
11. Monitor innovation and leadership development
    • Encourage workgroup members to reflect on activities and opportunities for innovation.
    • Evaluate workgroup activities based on feedback from workgroup members, management, clients and other interested people.
    • Encourage and implement suggestions for work improvements made by workgroup.
    • Record and present reviews of the application of innovation and leadership skills as required.
    • Review the development process and discuss and analyse outcomes constructively.
12. Provide feedback on innovation and leadership development
    • Discuss and use feedback from review processes to inform future innovation and leadership planning.
    • Acknowledge different leadership styles and their value in providing inspiration or closure at various points in the innovative process.
    • Celebrate successful innovations.
    • Discuss and resolve problems in the use of innovation skills in a constructive way.

Performance Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

applying legislation, regulations and policies relating to the public sector

providing leadership and delegation

applying innovation in own work

communicating with a diverse workforce including listening, giving and receiving feedback and conflict resolution

mentoring and motivating others

undertaking evaluation

matching staff competence to task requirements

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Knowledge Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

public sector legislation including WHS and environment, regulations, policies, procedures and guidelines relating to the public sector

innovation and its application in the workplace

leadership principles

techniques for evaluating performance

group dynamics

mentoring and learning principles

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