Element

Performance Criteria

Elements describe the essential outcomes of a unit of competency.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.

1. Organise team to maximise innovation.

1.1.Analyse the performance requirements for the team.

1.2.Gather information about team members.

1.3.Acknowledge strengths and weaknesses of individual team members.

1.4.Assign team roles to ensure a match between work requirements and individual team members’ capacities.

1.5.Select team members to foster cross-fertilisation of ideas.

2. Organise work assignments within team to facilitate innovative work practices.

2.1.Structure and organise work to enable innovation.

2.2.Communicate work assignments to team members in ways that encourage and reinforce team based innovation.

2.3.Allocate tasks and activities to ensure the best use of team skills.

2.4.Ensure work assignments include timelines that allow for innovation.

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

3.1.Encourage team members to work collaboratively on work assignments.

3.2.Encourage team members to share work information, knowledge and experiences in their day-to-day work.

3.3.Encourage team members to seek external stimuli and knowledge and to set up and maintain networks.

3.4.Provide appropriate guidance to team members on the use of innovation in the workplace.

3.5.Coach team members to ensure they have the enabling skills to implement innovation in the workplace.

4. Provide a model of innovative work practice.

4.1.Share case studies and examples of the use and benefits of innovative work practices within teams with team members.

4.2.Ensure examples of the way innovative skills can be applied in the workplace are provided by the team leader.

4.3.Demonstrate the qualities of an effective team member, as team leader in working with the team.

4.4.Promote and reinforce the value placed by the organisation on innovation.

5. Monitor the team’s ongoing use of innovative work practices.

5.1.Actively encourage team members to reflect on team activities and opportunities for improvement and innovation.

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

5.3.Receive suggestions for work improvements in a positive manner, and act on them where appropriate.

5.4.Review and record evidence of the application of innovative work skills, and present findings as appropriate.

5.5.Review the innovation process and discuss and constructively analyse both positive and negative outcomes.

6. Provide feedback on the use of innovative work skills.

6.1.Debrief team members after work and training and evaluation exercises.

6.2.Discuss feedback from review processes within the team and use it to inform future planning.

6.3.Celebrate successful innovations and reward the team appropriately.

6.4.Discuss problems in the use of innovation in a constructive way.

This section describes the essential skills and knowledge and their level, required for this unit.

Required skills

interpersonal skills to:

communicate work assignments

provide guidance and coaching and provide feedback through clear and direct communication

ask questions to identify and confirm requirements

share information

give instructions

use language and concepts appropriate to cultural differences

use and interpret non-verbal communication

leadership skills to:

ability to apply innovative work skills in own work

motivate team

encourage innovation

apply conflict resolution techniques

apply counselling and consoling techniques

match staff competencies to task requirements

Required knowledge

innovative work skills

leadership principles

techniques for evaluating team performance

an understanding of group dynamics in a team

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, the range statement and the Assessment Guidelines for this Training Package.

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

Evidence of the following is essential:

organises team to maximise innovation, including gathering information on team members, assigning team roles and selecting team members

organises work assignments within team to foster innovation

provides guidance and coaching to team members on innovation in the workplace

provides a model of innovative work practice

monitors the team's ongoing use of innovative work practice.

Context of and specific resources for assessment

Assessment must ensure access to:

a retail work environment

relevant documentation, such as store policy and procedures manuals

a range of communication equipment

a team.

Methods of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

observation of performance in the workplace

third-party reports from a supervisor

written or verbal questioning to assess knowledge and understanding

review of portfolios of evidence and third-party workplace reports of on-the-job performance.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended.

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 in the performance criteria is detailed below.

Team may include:

small work team

store team

corporate team.

Information may include:

work preferences

past jobs

interests

working styles

lifestyle preferences.

Team members may:

come from a variety of social, cultural or ethnic backgrounds

vary in literacy and numeracy skills

vary in competencies.

Methods used to communicate may include:

writing a proposal

building a model

showing a film

presenting a talk

preparing a report

drawing a diagram.

Ways to encourage and reinforce team-based innovation may include:

supportive communication

allowing follow-through with ideas

providing enough but not too much guidance and structure

providing training and learning opportunities.

External stimuli and knowledge may come from:

technical experts

other organisations

journals

the internet

networks.

Guidance may include:

coaching

mentoring

counselling

skills training

modelling.

Qualities of an effective team member may include capacity to be:

fair

responsible

collaborative

reflective

sympathetic

equitable

hardworking.

Feedback may be sought and given:

verbally

in writing

through presentations

at informal and formal meetings.

Clients may include:

new and existing clients

internal or external clients

customers with a range of social, cultural and ethnic backgrounds and physical and mental abilities

customers with routine or special needs.

Evidence may include:

feedback from team members or other staff

feedback from clients or work-based managers

work-related statistics and reports.

Suggestions for work improvements may be received from:

supervisors

team members

peers

clients

the learners

subject experts.

Training and evaluation may:

relate to:

existing staff competencies

level of competencies required by staff

be supervised by:

supervisor or manager

training coordinator

external consultant.

Rewards and promotion of innovation may include:

positive feedback presentation to peers and higher management

prizes

certificates

positive reinforcement through articles in newsletters.