Leadership essentials

2018 Program guide

Enquiries:
Workforce Performance and Renewal, Public Sector Commission
Dumas House, 2 Havelock Street, West Perth 6005
Locked Bag 3002, West Perth WA 6872
Telephone: (08) 6552 8500
Email: [email protected]
Website: www.publicsector.wa.gov.au

© State of Western Australia 2017

There is no objection to this publication being copied in whole or part, provided there is due acknowledgement of any
material quoted or reproduced from the publication.

Published by the Public Sector Commission (Western Australia), October 2017.

Copies of this guide are available on the Public Sector Commission website at www.publicsector.wa.gov.au

Disclaimer

The Western Australian Government is committed to quality service to its customers and makes every attempt to ensure
accuracy, currency and reliability of the data contained in these documents. However, changes in circumstances after
time of publication may impact the quality of this information.

Confirmation of the information may be sought from originating bodies or departments providing the information.

Accessibility

Copies of this document are available in alternative formats upon request.

Contents
The program ......................................................................................................... 4
Overview .................................................................................................................... 4
Structure .................................................................................................................... 5
Diagnostic assessment and coaching ..................................................................... 5
Workshops .............................................................................................................. 6
Group project .......................................................................................................... 6
Program outline ....................................................................................................... 8
Learning outcomes.................................................................................................... 9
Fees ............................................................................................................................ 9

Program requirements ....................................................................................... 10

Eligibility .................................................................................................................. 10
Participant commitment .......................................................................................... 10
Proposed program schedule ................................................................................. 11
Agency nomination ................................................................................................. 12
Managerial/Agency commitment ............................................................................ 12
Supporting attendance and learning in the workplace ........................................... 12
The diagnostic assessment ................................................................................... 12
Agency project sponsor ......................................................................................... 12

Nomination and selection process ................................................................... 13

Selection criteria ...................................................................................................... 13
Nomination process ................................................................................................ 14

Administration .................................................................................................... 15
Attendance and participation ................................................................................. 15
Attrition .................................................................................................................... 16
Diagnostic assessment ........................................................................................... 16
Coaching sessions .................................................................................................. 16
Withdrawal ............................................................................................................... 17
Enquiries .................................................................................................................. 17

Leadership essentials The program 3

The program

Overview
With input from across the sector,
Leadership essentials develops leaders who
are authentic, ethical and aware of applying
innovative practices that lead to agency and
public sector value. Leadership essentials
uses innovative approaches to develop
leaders to think better strategically, critically,
and make decisions that influence their
environment.
Using contemporary adult learning practices and real life scenarios from the diverse
public sector, Leadership essentials is an intense nine-month program designed to make
participants think, act and behave differently.
Leadership essentials:
 encourages participants to have a resilient mindset and confidently lead from
where they are
 focuses on action learning and mixes formal and informal learning channels
 challenges participants by putting them in thought-provoking scenarios to identify
their leadership strengths
 creates opportunities for self-reflection and critical thinking
 promotes whole of sector thinking, enabling participants to be more mobile and
adaptive public sector leaders
 fosters strong cross-sector networks through team building activities
 provides an opportunity leaders to make a significant contribution to the public
sector by exploring an area of professional practice within the context of strategic
leadership and workplace innovation
 creates leaders who role model positive behaviours and influence a culture of
high performance.

Leadership essentials The program 4

Structure
Leadership essentials combines elements of formal training, group and peer learning,
and on the job application of new knowledge. The program begins with participants
completing a diagnostic assessment and concludes with the presentation of their group
project. The four modules, coaching sessions and group work are completed over nine
months.

Diagnostic assessment and coaching

Prior to Introduction day, participants must complete the Leadership Circle Profile™, a
diagnostic assessment which combines self-reflection and collegiate/peer feedback.
The Leadership Circle Profile™ is designed to accelerate leadership effectiveness
beyond traditional competency-based approaches. When it comes to developing leaders,
training to competencies alone is not as effective as helping leaders also gain a deeper
insight into their behavior and what is driving it. The Leadership Circle Profile™
simultaneously provides focused competency feedback while revealing the underlying
assumptions that are causing a leader’s pattern of strengths and limitations. The
Leadership Circle Profile™ helps leaders understand the relationship between how they
habitually think, how they behave, and, more importantly, how all this impacts their
current level of leadership effectiveness.

Leadership essentials The program 5

Participants must invite a minimum of 15 respondents to complete the survey. This
includes their boss, their bosses’ boss, direct reports, colleagues and others. It is
important for all intended respondents of the Leadership Circle to complete the
assessment by the specified closing date. This will give the participant the most
comprehensive report and analysis to support their development.
The assessment is complemented by a two hour debrief to help participants understand
the survey data, and up to five one hour professional coaching sessions to prioritise
development areas for focus. Coaching sessions are scheduled to suit the availability of
the participant.

Workshops
The program’s formal learning component comprises four face-to-face modules,
designed with a public sector focus; Leading self, Leading strategy, Leading people and
change and Leading performance. The curriculum has been structured to help
participants develop both the practical and personable skills necessary for being an
effective leader.
Before each module, participants are required to complete a variety of activities,
reflections and feedback in preparation for the content covered in the workshop. The
modules combine a blend of theory, group discussion and case studies to embed the
learning.
Leadership essentials is centered upon the value of learning from peers in similar roles
across the public sector. At group workshops, participants are exposed to the unique
factors defining agencies, as well as the common challenges faced by all public sector
leaders. It is a hugely beneficial opportunity to make new connections, expand one’s
networks and work with like-minded leaders.
The workshops are delivered at various locations in the Perth metropolitan area,
including Dumas House, and are facilitated by content experts and senior leaders from
across the public sector. Workshops are a full day, 9am–4.30pm, unless otherwise
specified.

Leadership essentials The program 6

Group project
The group project is an opportunity for participants to apply their skills and knowledge to
a meaningful public sector issue. Drawing on the key learnings from each module, as
well as reflections about their own leadership presence, groups are required to use
analysis of evidence and sound planning to investigate an issue. In working through
these projects, participants should question the established way of doing things,
embedding a continuous focus on improvement.
As part of the nomination process, nominees must describe a public sector challenge or
key project which has substantial public value. This may include any aspect of leadership,
such as risk management, succession planning, stakeholder engagement, etc.
Past examples include:
 attracting new talent in an ageing workforce
 maintaining employee engagement in an environment of change
 delivering better outcomes for young Aboriginal people, families and communities.
Agencies are required to nominate a project sponsor to guide the groups, providing
context and experience. This sponsor must be someone other than the participant, and
should be a senior manager with knowledge of the issue and capacity to mentor.
Each participant must present their challenge to the cohort and ‘pitch’ their proposal.
Through facilitated discussions, the proposals are eliminated or merged until only four to
six projects remain. On Presentation day, participants present their findings to a panel of
senior leaders for feedback before submitting their final report.
The majority of the project work is undertaken during work hours, including some
provisioned time during the modules. The number of hours per project will vary.
Notionally this has been calculated at 150 hours.
In line with the 2017 public sector reform and vision to increase cross-sector
collaboration, agencies are encouraged to support this initiative of sharing talent for
community benefit. The onus is on the project group and sponsor agency (or agencies)
to advance the project after Presentation day. It is recommended that agencies support
further involvement in the project to improve whole-of-sector outcomes.
The Commission will support the initiative by publishing project information on the
Commission’s website. Recommendations will be available for other agencies to
consider and implement, and to contact the project teams for further information.

Leadership essentials The program 7

 Program outline

Pre-briefing The Leadership Circle Profile™ can be an extremely beneficial tool for
session leaders, however it can also be quite confrontational. The Pre-briefing
explains how to get the maximum benefit from the Leadership Circle
Profile™ and prepares participants for the interpretation of the results.

Introduction day Introduction day includes a variety of team building and leadership
exercises to set the scene for participants for a successful program
journey. Program expectations and group values are developed to
ensure a cohesive understanding and learning environment.

Module one: Leaders who are self-aware, ethical and authentic lead with purpose.
Well-rounded and flexible leaders are adaptable, agile, and resilient.
Leading self
Personal effectiveness and performance is improved by being aware of
one’s own needs and those of the agency. Developing a personal
leadership brand, managing emotions and behaviour are paramount to
developing oneself as an individual, a team member and a leader.

Group projects Each participant will ‘pitch’ their project proposal to the cohort. The
participants subsequently negotiate which projects and teams they will
work in over the course of the program.

Module two: A strategic leader understands the importance of environmental

scanning and identifying potential opportunities for the organisation.
Leading strategy
Effective leaders analyse strategic challenges to adapt to and influence
the environment. They deal with complexity and risk and adapt
strategies to deal with change and apply critical thinking and decision-
making to influence or enhance strategic direction.

Module three: Good leaders facilitate individual, team and organisational

development. They engage people with change to ensure strategic
Leading people
alignment. Effective leaders enable employees to reach their productive
and change
potential, work across boundaries and contribute to a high performance
culture through fostering a positive working environment based on trust.

Module four: Leaders play a critical role in creating a performance based

organisation. They encourage and support innovation and
Leading
improvement. Good leaders understand the importance of inclusion and
performance
diversity in driving a high performance culture.

Presentation day The project proposals are presented to a panel of senior leaders who
provide feedback based on their public sector leadership experience.
Panel members debate the viability of the proposal and its public value.

Recognition An acknowledgement of the participants’ development journey,

ceremony including networking and celebratory refreshments with CEOs, agency
representatives and program contributors.

Leadership essentials The program 8

Learning outcomes
At the conclusion of Leadership essentials, participants will be able to:
 apply leadership skills to behave authentically and ethically to be a role model for
others
 apply learned models to different situations and evaluate effectiveness
 share experiences of critical thinking and decision making in leadership situations
 apply leadership skills to recognise and use different approaches and adopt a
proactive reflective mindset
 apply leadership skills to build relationships, harness networks and generate
spheres of influence to manage the political dimension
 call on an established support network to further their public sector career.

Fees
The program fee for 2018 is $5300 (GST exempt) per participant. This covers all
expenses including:
 a subsidy by the Public Sector Commission
 program materials and resources
 face-to-face delivery of all modules
 provision of a two hour debrief and up to five one hour coaching sessions
 administrative costs associated with workshops.
Participants are responsible for the costs of travel, accommodation and associated
expenses to attend Leadership essentials.
Given the significant investment by each agency to support an individual, nominees must
meet strict criteria to ensure successful participation and a return on investment for the
sector.
The program fee is exclusive of late fees, cancellation fees and additional charges.
Please refer to ‘Administration’ for details.

Leadership essentials The program 9

Program requirements

Participants must meet several requirements to be considered for the program and
adhere to strict terms while participating. There is also an onus on the agency to provide
support and opportunities to ensure participants successfully complete the program.

Eligibility
Leadership essentials is designed for leaders who have the ability to influence culture,
strategy and initiatives within their agency. In particular, the content is designed to
support senior managers to motivate and engage high performing teams whilst
confidently leading up and across. Leaders will benefit the most from being able to
immediately implement the learnings from the program and apply them to their daily work.
Directors, Assistant Directors, Principal Policy Officers, Principal Consultants, Regional
Area Managers and similar officers are encouraged to nominate for the program.
Nominees must meet the following criteria:
 WA public sector officers classified at levels 7–9 (Public Service and Government
Officers General Agreement 2014) or equivalent (roles in the approximate salary
range of $115 000—$170 000).
 in a permanent or fixed-term arrangement for the full term of the program
 ability to attend all contact days, having tentatively reserved the dates in relevant
calendars.

Participant commitment
As the program focusses on senior leadership, a high level of responsibility and
accountability is expected from participants. In applying for this program, nominees
should be aware of their commitments, including but not limited to:
 days out of the office requiring prioritisation, organisation and time management
skills
 concentrated workshops with a full day agenda
 an intense study load
 pre and post module work
 challenging group work
 some travel (to metropolitan workshops).

Leadership essentials Program requirements 10

Successful participants are expected to:
 complete The Leadership Circle Profile™ by the specified due date and insist
survey respondents do the same
 complete module pre-work, post-work and group project activities by the specified
due dates
 attend all workshops as per the program schedule and for the specified times
 participate as a team member, contributing to workshop discussions and group
projects
 develop a plan to apply the skills learned from the program to the workplace
 complete the coaching sessions by the specified due date
 participate in program evaluation and feedback activities
 participate in and contribute to post program Alumni activities and whole-of-
government projects and initiatives.

Proposed program schedule

The following is the proposed program schedule for 2018. Dates are subject to change.
In nominating for the program, nominees should tentatively reserve the dates in their
calendar. Workshop attendance is 9.00am–4.30pm unless otherwise specified.

Day Date Workshop

Wed 7 March 2018 Pre-briefing session

Fri 25 May 2018 Introduction day

Mon – Tues 28 – 29 May 2018 Module one: Leading self

Wed 27 June 2018 Group project selection

Wed – Fri 25 – 27 July 2018 Module two: Leading strategy

Tues – Thurs 4 – 6 September 2018 Module three: Leading people and change

Wed – Thurs 17 – 18 October 2018 Module four: Leading performance

Wed 14 November 2018 Presentation day

Wed 5 December 2018 Recognition ceremony

Successful nominees will be provided the final program schedule upon offer of
placement and required to confirm their availability to attend all program dates.

Leadership essentials Program requirements 11

Agency nomination
Human Resource managers and Learning and Organisational Development consultants
are encouraged to promote the program internally and, in partnership with the CEO,
nominate suitable employees in order of preference.
As outlined in the selection criteria, successful participants may be limited to two per
agency. This fosters a cross-section of public sector experience, challenges and
knowledge, which is a greater benefit to participants and their learning. Agencies are still
encouraged to nominate more than two employees to assist the Commission ascertain
demand for future or additional intakes.

Managerial/Agency commitment
Supporting attendance and learning in the workplace
Managers are responsible for ensuring participants are able to fully participate in
Leadership essentials. It is suggested line managers add the workshop dates to their
calendar in order to manage business requirements around the participant’s workshop
attendance. Managerial support may also include creating opportunities for putting
program learning into practice, and releasing the participant to work on the group project.

The diagnostic assessment

The agency is required to participate in the diagnostic assessment. The survey requires
respondents from the nominee’s professional and personal spheres to answer questions
regarding their behaviours, attitude, skills and competencies. This includes the
participant’s manager, their manager’s manager and direct reports.
The online survey takes approximately 25 minutes to complete and must be submitted by
the specified closing date.

Agency project sponsor

Each agency must nominate a sponsor for the project proposal put forward by the
nominee. The role of sponsor is to provide agency perspective and considerations in the
context of the project, as well as their senior management experience and knowledge.
Input from the sponsor is at the discretion of the group and sponsor, however it is
envisaged each shall meet at least three times during the course of the program.
The sponsor cannot be the nominee and cannot be someone participating in Leadership
essentials. The sponsor should be a senior manager with knowledge of the situation and
have capacity to mentor the project group.
Sponsors will be provided further information and support, should the participant’s
proposal be selected.

Leadership essentials Program requirements 12

Nomination and selection process

With only 25 participants selected per intake, Leadership essentials is a highly

competitive program. The nomination form and current resume (no more than five pages)
are an opportunity for candidates to address the eligibility requirements and selection
criteria.
Nominees should liaise with their HR manager or Learning and Organisational
Development consultant in the first instance to follow internal procedures for nomination.

Selection criteria
The Commission will conduct a selection process to
shortlist applicants for suitability. Applicants are assessed
against the Corporate Leadership Council’s Model of
Employee Potential. This model suggests a high potential
leader is someone who has the ability, aspiration and
agency engagement to rise to, and succeed in, more
senior positions.
Applicants will be ranked against the following criteria:
1. Meets the program eligibility criteria.
2. Demonstrates leadership experience and potential for advancement, evidenced by
practical examples.
3. Evidence of commitment to the development of self and others through
acting/secondment opportunities, special projects, formal training programs,
mentoring, coaching, etc.
4. Demonstrates desire to work in more senior roles and identifies how the program
outcomes align to their development and progression requirements.
5. Evidence of self-management, in particular the ability to self-organise and meet
required deadlines.
6. Demonstrated ability to participate in, and complete, an intensive program while
managing existing personal and professional commitments.
7. Quality of application and resume.
8. Support and recommendation from the agency, including ranking from any internal
agency selection processes.

Leadership essentials Nomination and selection process 13

To ensure diversity, the selection panel will also consider, however not rank against:
 agency
 based regionally or in the metropolitan area
 gender
 age
 culturally or linguistically diverse
 accessibility and inclusion.
The panel may choose to interview candidates via telephone as part of the selection
process.

Nomination process
To participate in Leadership essentials, send your endorsed nomination form and current
resume as one PDF attachment to [email protected] before 5:00pm,
Wednesday 31 January 2018.
Late nominations will not be considered.
Nominees will be sent confirmation via email that their nomination has been received.
After the close of nominations, the Commission will conduct a selection process (as per
the aforementioned criteria) to determine suitable applicants. All nominees and agency
coordinators will be contacted via email regarding the outcome of the process.
Successful participants will need to provide a final signature to confirm their place in the
program and availability to attend all program dates.

Leadership essentials Nomination and selection process 14

Administration

Attendance and participation

As the program focusses on senior leadership, the Commission expects a high level of
commitment, participation and accountability from participants. Attrition, tardiness and
non-completion of required activities is disruptive to the program, project groups and the
participants’ learning. Program requirements and attendance dates are outlined well in
advance for nominees to consider the program’s impact on their existing professional
and personal commitments.
Participants must attend all workshops. Workshops are a full day, 9:00am–4:30pm
(unless otherwise stipulated) and should be likened to a standard work day attendance.
Should a participant’s circumstances prevent them from attending, the Program Manager
must be contacted immediately, in writing, and include their line manager into
correspondence. Extenuating circumstances will be considered on a case by case basis.

Extenuating circumstances allowed – Personal:

 Serious illness or injury
 Maternity leave
 Family reasons – bereavement, serious family illness, etc

Extenuating circumstances allowed – Work:

 Leave for staff affected by a bush fire or flood emergency etc
 Lengthy work travel (e.g. East Timor, Christmas Island)

Circumstances not deemed to be extenuating include:

 Workload – being busy at work/poor time management
 Annual leave
 Change of sponsor/line manager/CEO
 Changing jobs (unless it significantly impacts the group project).

In order to receive a certificate of completion, a 100 per cent attendance rate must be
met. Additionally, participants must complete all required activities to a satisfactory level,
as determined by the facilitators and Program Manager.

Leadership essentials Administration 15

Attrition
The Commission makes every effort to support participants in their development journey,
including providing a variety of avenues for assistance. However, as a leadership
program, Leadership essentials demands a high level of accountability and personal
responsibility.
In the event a participant has not completed pre-work, has not responded to multiple
correspondence from the Program Manager, coaches or facilitators, or has not attended
the compulsory workshops, a first warning will be issued. The first warning will outline to
the participant and their manager the work which is outstanding or the areas of
unsatisfactory performance. It will clearly outline actions to rectify the situation and
provide support for participants to do so.
Should the issues not be addressed or resolved, the Program Manager will issue a
second and final warning, requiring that the participant act immediately to resolve the
issue or choose to withdraw. Where a participant chooses to withdraw, the policies
outlined under ‘Withdrawal from the program’ apply.
If after the second and final warning the matter has still not been resolved, the participant
will be excused from the program. Please note your agency may hold you personally and
financially accountable for the recovery of funds.

Diagnostic assessment
The diagnostic survey, including entry of survey respondents, must be completed by the
specified due date. Fees apply in instances where a participant must be followed up to
complete the survey. The fee is in addition to the program fee and will be charged
directly to the agency. The current charge is $60 per correspondence. Please note your
agency may hold you personally and financially accountable for the recovery of funds.

Coaching sessions
The participation fee includes provision for up to five one-hour coaching sessions,
scheduled to suit the availability of the participant.
It is the responsibility of the participant to inform the coach immediately if an appointment
cannot be kept. Coaches require 48 hours’ notice for cancellation of coaching sessions.
Coaching sessions cancelled or missed without 48 hours prior notice incur a cancellation
fee and therefore count towards the five allocated sessions. Where a participant goes
over their five sessions, the additional charges will be passed on to the agency for
payment. Please note your agency may make you financially accountable for any and all
additional charges.
Participants must complete their coaching sessions, as they see fit, by the specified due
date. After this date, participants will be financially responsible for any scheduled
coaching sessions, regardless of how many sessions they have previously used.

Leadership essentials Administration 16

Withdrawal
Participants who withdraw at any stage after attending the Pre-briefing session will incur
the full program fee. However, if an accepted applicant withdraws before the session, the
sponsoring agency may nominate a substitute candidate to be considered for the same
intake. The nominated candidate must meet the program eligibility criteria and be
approved by the Program Manager.
Please note your agency may hold you personally and financially accountable for the
recovery of the program fee.
In some instances, a participant may negotiate deferral to the next intake. Please note
that future intakes are not guaranteed and additional fees may apply.
The diagnostic assessment (and subsequent two hour debrief) is valid only for
12 months. Should a participant defer and not re-join the program within the 12 month
timeframe, they will be required to undertake this component again. The current fee for
this process is approximately $1170 (consistent with 2017 supplier contracts; prices are
subject to change). The cost will be charged to the employing agency. Please note your
agency may hold you personally and financially accountable for the recovery of this fee.

Enquiries
Enquiries about the program should be directed to the Public Sector Leadership team at
[email protected] or on (08) 6552 8604.
For more information about the Commission’s learning and development initiatives,
please visit www.publicsector.wa.gov.au.
We look forward to receiving your nomination.

Nominations close 5:00pm Wednesday 31 January 2018.

Leadership essentials Administration 17