This competency standard relates to employees working within a supervisory or management position in any sector of the cultural industries. This may include areas such as galleries, museums, performance spaces, manager of artist-run co-operative, community workshops in remote areas, music studio, film studio, special event organisers, fashion design companies and so on. This may include managing a team within an office, at a temporary site office, studio, back stage and/or front of stage crews, outdoor photoshoot/film location, convention centre, managing an events team, tour crew, a sales team within a marketing department and so on. Examples of how this unit works in practice can be found in the Supporting Information section of the Training Package.

ELEMENT

PERFORMANCE CRITERIA

1. Provide a model of innovative practice

1.1. The value placed by the organisation on innovation is promoted and reinforced.

1.2. Case studies and examples of the use and benefits of innovative work practices within teams are shared with team members.

1.3. An example of the way innovation @ workskills can be applied is provided by the team leader.

1.4. The qualities of an effective team member are demonstrated by the team leader in working with the team.

2. Organise teams to maximise innovation

2.1. The performance requirements for the team are analysed.

2.2. Information is gathered about team members.

2.3. Strengths and weaknesses of individual team members are acknowledged.

2.4. Team roles are assigned to ensure a match between work requirements and individual team members' capacities.

2.5. Team members are selected to foster cross fertilisation of ideas.

3. Organise work assignments within team to facilitate innovative practices

3.1. Work is structured and organised to enable the use of innovation @ work skills.

3.2. Work assignments are communicated to team members in ways that encourage and reinforce team based innovation.

3.3. Tasks and activities are allocated to ensure the best use of team skills.

3.4. Work assignments include timelines that allow for innovation.

4. Provide guidance and coaching to team members on innovation in the workplace

4.1. Team members are encouraged to work collaboratively on work assignments.

4.2. Team members are encouraged to share work information, knowledge and experiences in their day-to-day work.

4.3. Team members are encouraged to seek external stimuli and knowledge and to set up and maintain networks.

4.4. Appropriate guidance is provided to team members on the use of innovation @ work skills.

4.5. Team members are coached to ensure they have the enabling skills to implement innovation @ work skills.

5. Monitor the team's ongoing use of innovation @ work skills

5.1. Team members are actively encouraged to reflect on activities and opportunities for improvement and innovation.

5.2. Team activities are evaluated based on feedback from team members, management, clients and other interested people.

5.3. Suggestions for work improvements made by team members are positively received and acted upon where appropriate.

5.4. Reviews of the of innovation @ work skills are recorded and presented as appropriate.

5.5. The innovation process is reviewed and both positive and negative outcomes are discussed and constructively analysed.

6. Provide feedback on the use of innovation @ work skills

6.1. Team members are debriefed after work, training and evaluation exercises.

6.2. Feedback from review processes are discussed within the group and are used to inform future planning.

6.3. Successful innovations are celebrated in appropriate ways.

6.4. Problems in the use of innovation @ work skills are discussed in a constructive way.

Required skills

ability to apply innovation @ work skills in own work

interpersonal skills

communication and leadership skills

motivational skills

coaching skills

counselling and consoling skills

conflict resolution skills

evaluation skills

ability to give and receive feedback

listening skills

matching staff competence to task requirements.

Required knowledge

a knowledge of innovation @ work skills

an understanding and commitment to innovation

an understanding of leadership principles

a knowledge of techniques for evaluating team performance

an understanding of group dynamics in a team

knowledge of coaching and learning principles.

The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

the skills and knowledge to provide leadership to a group or work team in a way which encourages the individual and team application of innovation @ work skills within specific job contexts in any sector of the cultural industries.

Context of and specific resources for assessment

Assessment must ensure:

access to a group or work team.

Method of assessment

The following assessment method is appropriate for this unit:

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

direct observation of the candidate participating in team based innovation activities

oral or written questioning to assess knowledge of innovation @ work skills and methods for applying them to team based activities.

Guidance information for assessment

This competency standard could be assessed on its own or in combination with other standards relevant to management functions within a specific context in any sector of the cultural industries.

Standards may include:

CUETEM01C Coordinate production operations

BSBINN503A Build and sustain an innovative work environment

Please note: the above is a generic list which may apply across the cultural industries. Some of the units may not be included in this particular Training Package.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

innovation @ workskills are the skills required to come up with and develop new ideas or the new use of an old idea. They are:

collaboration

evaluation

generation of ideas

interpretation

reflection

representation.

Most work activities can benefit from the application of innovation @ workskills including:

coming up with new ideas for products, processes, services, systems, tools, work practices in all fields of work within the cultural industries

The qualities of an effective team member might include the capacity to be:

collaborative

equitable

fair

hardworking

reflective

responsible

sympathetic.

In order to match work activities to the team member, it is important to have information about individuals, which might include:

interests

lifestyle preferences

past jobs

work preferences

working styles.

The team leader can encourage and reinforce team based innovation in many ways, for example:

by allowing follow-through with ideas

by providing enough but not too much guidance and structure

by providing training and learning opportunities

through supportive communication.

Team members may collaborate with:

clients

peers

subject experts

supervisors

team members

other learners.

External stimuli and knowledge could come from:

journals

networks or technical experts, in Australia or overseas

other organisations

the Internet.

Guidance could include:

coaching

counselling

mentoring

modelling

skills training.

Evidence of the of innovation @ work skills might include:

feedback from:

clients

managers

team members

other staff

work-related statistics and reports.

Successful innovations may be celebrated or rewarded through:

articles in newsletters

positive feedback

presentation to peers and higher management

well-planned group incentive schemes.

Unit sector

Research and Innovation

This unit contains employability skills.