Customised capability development and leadership training programs
No two teams are ever the same, and neither are our training and development programs. We collaborate to define your objectives, craft a customised plan, and cultivate meaningful change through program delivery and support.
360° feedback programs. Aligned with public service vales and leadership frameworks including DRIVE and VICEED – designed to build leadership capability and insight.
Skills-based development training. Customised and delivered for teams and groups to build leadership skills including analytical thinking, change management, problem solving, effective communication, and feedback styles.
Level based leadership development.
Developing cohorts of existing and up-and-coming leaders with the confidence and skills to grow, lead and influence at level and beyond.
Flexible modular programs and year-long learning. A personalised development journey aligned with the public service operating rhythm – for public servants at all levels
Evidence-based programs designed with your team, culture, and goals front of mind.
CASE STUDY
Large Government Agency; 2 years, 90 senior leaders
Great leaders don’t guess – they get the full picture. 360◦ feedback delivers clarity and currency from every angle. A large APS agency sought to give their senior executives this level of clarity as the first aspect of a formal SES talent program.
Define Potential was engaged to deliver a 360◦ feedback tool and debrief process aligned to the APS VICEED and DRIVE frameworks and APS values. The process focused on building capability in line with the APS Performance Leadership Framework.
The DP approach
We collaborated closely with the client to deliver a process that was innovative and ‘light touch,’ recognising that business-as-usual needed to continue while this program of work was undertaken.
Leveraging our own proprietary 360° feedback tool and a detailed project plan, our team drove the project from set-up to delivery – setting clear milestones, managing risks and communications and tracking completion of questionnaires throughout. We provided ongoing troubleshooting and support as well as managing the debrief and coaching sessions to ensure insights were understood and acted on.
The final product
Over two years, 90 SES officers completed this process, which saw participants receiving their 360° feedback results in small peer coaching sessions of up to 5 people from within the same work group. Group reporting and individual coaching were provided to support this process and anonymity of raters and psychological safety of participants was supported.
To reinforce leadership accountability and support ongoing commitment to development, summarised reports were provided to line managers and the Secretary in separate sessions. The purpose was to provide visibility of current strengths and emerging capability needs. Line managers received executive summary feedback on their staff via one hour briefing sessions, and the Secretary received a manager briefing on all SES staff, along with a cohort level report (which separated SES levels and Divisions).
The impact
88% of participants found the process beneficial for their ongoing professional development. Majority showed that being debriefed as a group provided unexpected value, as their colleagues were able to provide supporting context and perspective to the feedback they received. Line Managers also commented on the process, with the briefing sessions enabling them to provide “‘extremely valuable, real-time, contextual assistance, support and advice’ in a way that will help them to better guide conversations.
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Our expertise helps you with
Talent Development
Emerging Leaders
Mid Level Leaders
Executive Leaders