Te whakawhanake me te hora kaiārahi Leader development and deployment
Public Service chief executives are responsible for the development of their leaders. Having the right developmental experiences at the right time are central to growing senior leader capability.
The tools below, along with a common approach to talent management, assessment and benchmarking of leaders, supports agencies, chief executives and Te Pae Aramahi | Development Boards to support chief executives to ensure the system has the leadership capability that it needs and that the development needs of individuals can be met.
In 2018, Te Kawa Mataaho Public Service Commission developed a set of senior leader movement standards enabling greater cross-agency movement and development of leaders in Te Pae Turuki | Public Service Leaders Group and/or Te Pae Aramahi | Development Board cohorts. These have been designed to minimise and navigate the practical issues that can act as perceived or actual barriers when senior leaders move across agencies for individual development, agency and/or system need. The standards set out the minimum expectations for all agencies, unless otherwise agreed between the parties involved. These standards have been refreshed to reference the Public Service Act 2020.
Rauemi whakarite pūmanawaTalent management tools
Leadership Success Profile
The Leadership Success Profile (LSP) is the leadership framework for the public sector. It defines effective leadership across the public sector. The LSP has been translated into the capabilities and outcomes needed from our leaders at all levels.
Te Kawa Mataaho Public Service Commission worked with agency leaders and other specialists from across the public sector to develop the LSP. It is a key tool that is at the heart of a common approach to talent management and framework that is embedded into recruitment, development, and job descriptions for leaders.
myLSP is an online resource available to all public sector leaders designed to support them to learn about the LSP and use it in practice. Access the tool here to see how the LSP applies to public sector roles, self-assess against a role, create a development plan, recruit using the LSP, and see career pathways across the public sector.
Assessment and analytics
We take a common approach to the assessment and development of leaders across the public sector. This approach:
- increases leadership capability and bench strength to ensure the public sector has the leaders we need — now and for the future
- helps us to build a picture of the leadership capability of individuals, their agency and the public sector
- increases awareness and understanding of key leadership strengths and development needs
- ensures that potential and readiness to progress is measured in a consistent way and leader judgement is informed by more objective, comparable information.
Individual leaders, agencies and Development Boards are able to use assessments to help plan careers, identify future roles, target development planning and support development.
There are a range of assessment options at a range of price points:
- myLSP — a free online self-assessment and development tool available to all public sector leaders
- 360 feedback — aligned to the LSP, this is a cost-effective development option offered by a number of providers, including the Leadership Development Centre.
- Leadership Insight.
Leadership Insight is a common assessment and development approach for leaders across the public sector, with aspiration and potential for senior roles. There are 2 products (Standard and Light) that have been shaped by the feedback of leaders, agencies and Development Boards.
Leadership Insight gives individual leaders higher self-awareness and understanding of leadership strengths, development areas and environments in which they thrive. This helps them to have conversations with a coach and their manager to identify potential future roles they aspire to, write a targeted development plan working towards future roles and put the plan into action.
Leadership Insight helps agencies to understand the strengths and development areas of their leaders to inform collective development priorities and grow future successors.
For the public sector, Leadership Insight provides comparable and objective data on leaders’ strengths and development areas, to inform development boards to target development and investment. The data and analytics guide succession planning, talent searches and deployments and provides a comprehensive picture of system strengths and gaps to inform development priorities and investment.
Leadership Insight is delivered in partnership with Cerno and the Leadership Development Centre. You can find out more by reading about the assessment options, coaching, and fact sheets for each Leadership Insight product.
Talent Management Toolkit
There are a variety of common public sector talent management tools developed and maintained by Te Kawa Mataaho Public Service Commission.
Contact us if you would like more information: LeadershipandTalent@publicservice.govt.nz
Growing leadership and talent at all levels requires a platform that connect efforts right across the Public Service.
Te Kawa Mataaho Public Service Commission has a talent management information system that provides Te Pae Aramahi | Development Boards, agencies and individuals with access to a large, shared database of talent.
Talent Exchange is used to support system-wide talent management to attract, identify, develop, deploy and retain great leaders. Leaders can utilise this talent management data to support their careers outside of their current agency. Talent Exchange enables us to use this data to support the development and deployment of talent across the wider Public Service.
Ara KaiarahitangaLeadership Development Centre
The Leadership Development Centre (LDC) is the primary vehicle for delivering public sector leadership development. As part of Te Kawa Mataaho Public Service Commission, its focus is creating great public service leaders, united around a spirit of service and skilled in working together to achieve positive outcomes for New Zealanders.
To achieve this, it connects individuals and member agencies with common development programmes, resources and experiences that amplify our collective leadership capability across the Public Service.