Successful managers can identify, develop and deploy the differences among people, challenging each person to excel in their own way.
This toolkit explores some of the fundamentals of understanding teams and provides practical advice and resources on the team development and the coaching approach to leadership.
Learning and Development Framework for MOP(S) Act employees
The Learning and Development Framework (L&D Framework) has been developed to clearly define the core capabilities relevant to working in the parliamentary environment, informing the design and delivery of professional development opportunities aligned to these identified capabilities. The L&D Framework promotes the importance of establishing and maintaining a culture of continual professional growth, with a focus on supporting the development of MOP(S) Act employees capabilities, skills and competencies.
Managing performance (including feedback)
Employees and managers at all levels should have regular conversations relating to performance. This should include ensuring clarity on duties, objectives and priorities, as well as opportunities for professional development. Conversations should encourage good performance or reflect on and adjust performance in order to improve. You may wish to establish a regular cycle of check in conversations throughout an employee’s contract. Click here for further information on managing performance and feedback.
- Setting up a performance agreement checklist
- Comcare Managing Difficult Conversations and Providing Feedback factsheet
Related training provided by the Fair Work Ombudsman
The Fair Work Ombudsman has a suite of online training materials available to encourage good employment practices. The online learning courses take around 20 - 30 minutes to complete. Currently, the topics covered are: hiring employees, starting a new job, difficult conversations in the workplace and managing performance.
You can access this training here: Fair Work Ombudsman online training.
G.R.O.W Coaching Model
As a leader, one of your most important roles is to coach your people to do their best. By doing this, you'll help them make better decisions, solve problems that are holding them back, learn new skills, and progress in their careers.
The GROW Model is a simple four-step process that helps you structure coaching sessions with team members.
GROW is an acronym that stands for: Goal. Current Reality. Options (or Obstacles). Will (or Way Forward).
The following initiatives are currently in development to support you to lead others.
Optimising Performance is a live learning initiative being developed to support positive and effective performance conversations, best practice performance management, understanding of how to address under-performance, and career development planning.
Useful videos and podcasts
- Simon Sinek 'Trusting Teams: The 5 best practices'
- Seth Godin 'Leadership vs. Management - What it means to make a difference?'