Leadership Communications
Development Program

The Context

Change and transformation in the public service makes demands and offers opportunities. Staff reductions and reassignments make it all the more necessary to ensure a motivated, trained and performing management cadre can successfully operate in the current environment and be ready to meet a future of continuing transition and uncertainty. This program responds to the need to:

• develop the competencies needed for inspired leadership to enable current and future leaders champion this change;
• ensure new leaders have a consistent and transferrable understanding of what it means to be a leader and how to communicate leadership during change;
• enable team leaders to be strategic and motivational;
• enable all managers in leadership roles to provide honest and constructive feedback to their staff under stressful circumstances; and
• ensure that managers can effectively be heard at senior levels within their organization.

The Opportunity

Take advantage of the CEC’s new Leadership Communications Development Program (LCDP) for EX-1 and EX-Minus 1 (and, exceptionally) EX-Minus 2 leaders and strong candidates for leadership roles.

The Program

Developed at the CEC by the team that’s delivering it, the LCDP consists of:

• Four, half-day focused workshops;
• Four, one and half hour, one-on-one coaching/mentoring sessions; and
• Pre- and post-program self-assessment by the participants, discussed with their supervisors.
  

The Workshops

Leadership and Influence: Charting the Course Ahead
(Read More)

• Qualities and behaviours of true leaders
• Leadership roles in advancing change
• Transitioning from manager to executive

Management and Leadership Communications
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• Communications for leaders in times of change
• Leadership competencies
• Being at the table: Strategic and critical thinking

Leading People: Getting the Most out of a Performance Discussion
(Read More)

• Your role as a leader with respect to managing and leading people
• People management competencies, skills and behaviours – ours and theirs
• The art of performance feedback: managing performance discussions and practice using a case study
• Tailored communication techniques to deal effectively with different personality types

Being Heard: Speaking with Authority and Conviction
(Read More)

• Speaking with authority and conviction
• Briefing senior officials and Ministers – 2 and 5 min. drills
• Briefing and presenting to own and client teams

The Coaching Component

An integral component of the overall program, four one-on-one coaching/mentoring sessions, will be one and a half hours depending on individual needs and preferences. Coaching/mentoring will normally be delivered by the instructional team members. Additional coaching/mentoring at an hourly rate is available.

The Assessment

The program is designed to be flexible; it takes into account that there may be a range of development needs with different emphases for different participants. As a starting point, each participant completes a self-assessment focussed on their perceived needs which will be combined with the manager(s)’ assessment, in discussion with a CEC team member. A similar process will be undertaken after the program between the manager(s) and the participating employee as a prelude to the coaching sessions.