Developing leadership: our experience and needed improvemen - PowerPoint Presentation

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Developing leadership: our experience and needed improvements

Professional Civil Servant – Responsible Decision Making– Prosperity in the Country

Lithuanian Institute of Public

Administration(LIVADIS)

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2013-10

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Target group – civil servants of highest grades

(18-20)

Chancellor of the Ministry, Seimas, Office of the Prezident, GovernmentVice-ministersDirectors of Departments of the MinistryHeads

of Subdivisions under the Ministry

Heads

of Subdivisions under the Government

Heads

of Governmental bodies

Heads of Subdivisions under the Seimas Government Representative in Districts

Advisers to the Minister

Chief Adviser

s

of the MinistrySlide3

Training Program for Leaders of Organizations - OLYMP

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Expected

result:Slide4

Why leadership skills are important?Only leaders:

can inspire commitment of their followers for quality and for the benefit of public interest, not just their complianceare able to work together with followers for finding solutionsare able to lead organisations during changescan influence change of organisational culture

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2001Slide5

Leadership development conceptOur assumption is that all 4 groups of

competence are important:51. Self Management

2. Dealing with Staff of a team3. Managing entire Organization4. Managing External relations

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2

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OLYMP training modules6

Groups of competence

Мо

dules

1.

Leadership

2.

Personal development

3.

Feedback and evaluation interview

4.

Management of changes and decision making

5.

Strategy and organizational culture

6.

Impact of EU integration on public administration institutions; EU structural funds

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Strategic management

of ICT

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Cooperation with politicians and communication with media

9. Effective dialog with society

10. Gender equality, equal opportunities

11. National security

Personality of a leader

Dealing with staff

Managing an organization

External relations Slide7

OLYMP training forms and trainersAssignments for job-place

Guest speakersInvolvement of participants during training:Interactive presentationsDiscussions in groups

Case analysisТеstsGroup assignmentsIndividual assignmentsTrainers: experience at highest levels of Public service, international experience, teaching/coaching skills

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Comments of the course participants “I’ve got theoretical approval for my intuitive decisions how to behave, how to make influence so that results of common job are most effective. “

“I had an opportunity to evaluate myself and to make conclusions how to communicate with subordinates and my bosses.” “The program has given me more confidence in myself, broadened my views. A lot of discussed things can be implemented in future – now I have broader opportunities for maneuvering.”

“The program has supplemented my knowledge, enabled to re-think stereotypes in my mind.”8Slide9

BUT...

97 needed improvementsSlide10

Needed improvement-1 To include evaluation of personality and training needs before training and after training

(USA – FEI – MBTI)What value? – Motivation for training and check of individual progress Limitations of 360 degree evaluationFacet5

advantages. Basis – personality priorities of Big Five:

WILL

Energ

Y

Empat

HY

C

ontrol

emotionalism

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Needed improvement-2 To individualize training (Germany, Eston

ia, Sweden)Evaluation of personality and training needs before the training enables to define:

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common topics for each training group

according to overlapping

training needs

Topics for

i

ndividual couching according to individual training needsSlide12

Needed improvement-3 12

To distinguish mandatory and optional parts of curriculaSlide13

Needed improvement-4 To use the fast track approach and residential training (USA, U

K, Lithuania – AMES, EKT)to train 170-300 persons in 1-2 yearsfor

1 person: 2 months where 6-12 days are spent in intensive residential training

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Needed improvement-5To provide a different training content profile for managers and advisers (UK, Central and Eastern Europe countries

)since 2002 m. a standardized by NISPAcee training program for policy advisors14Slide15

Needed improvement-6To start evaluation of an added value of training to

the outcomes of organisational performance and quality of delivered services In other EU states the reaction level evaluation is dominating. We propose to find correlations between number of managers of X organis

ation, who took part in the training, their individual progress and the outcomes of organizational performance and quality of delivered services. The

outcomes of organisational performance are already checked in organisations that are under the ministries.In PMI program actions for 2013-2015: in the I-st quarter of 2015 the Ministry of Interior will define quality evaluation criteria for organizations that deliver services and will start annual evaluation and its publication

.

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Needed improvement-7To relate training content with competences that are required during selection, performance evaluation and are used for promotion, carrier planning

(USA, EC ir 9 states: CY, IE, RO, HU, SI, EE, NL, UK, SE)Because:

Not all competencies can be developed.Training impact will be minimized if things that where encouraged by the training will have no link with things that are required from a manager.Therefore it is essential that entire HRM for Top level civil servants

is based on competencies.16Slide17

VisionTraining of

Top level civil servants is:Individualized and profiledHaving mandatory and optiona

l partsBased on competenciesProving its added valueStepped-up and residential

Continually updated17Slide18

P.F.Drucker, 2001

Leadership has little to do with „leadership features“ and even less with „charisma". It is simple, everyday, not romantic and boring. Its essence is effectiveness of performance. Leadership is not a good or desirable thing by itself. It is a mean. Therefore the essential question is for what purpose it will be used.

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Thank you

Your questions...

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