Leadership Performance Overview
Its purpose is to help structure professional development reflection and planning for leaders, especially in a coaching setting. It is a particularly useful framework for first time managers or for people moving from management into executive leadership.
It is important for leaders to understand their role in the organisation. The essential nature of the role remains the same, regardless of the level of the role in the organisation.
The nature of a leadership role is that it does not deliver on its commitments by the work if an individual doing their bit. A leader is required to coordinate, direct and support the work of others. A leader cannot get results except through the success of others. This is their essential role: to help others succeed at doing what needs to be done.
The Pivotal Role part of the Leadership Performance Dynamic provides a reflection and framework to help leaders think about how their role helps others to succeed. If the role is clear and well grounded, then the responsibilities of leadership can be made easier. When the nature of the role is unclear then a leader is unable to provide leverage for getting a good outcomes, for themselves or the people they lead.
The nature of a leadership role is that it does not deliver on its commitments by the work if an individual doing their bit. A leader is required to coordinate, direct and support the work of others. A leader cannot get results except through the success of others. This is their essential role: to help others succeed at doing what needs to be done.
The Pivotal Role part of the Leadership Performance Dynamic provides a reflection and framework to help leaders think about how their role helps others to succeed. If the role is clear and well grounded, then the responsibilities of leadership can be made easier. When the nature of the role is unclear then a leader is unable to provide leverage for getting a good outcomes, for themselves or the people they lead.
With the role clear in their minds, leaders can address the agenda that goes with it. This agenda varies, depending on the level of the role in the organisation. The key to this agenda is to understand that a leader has to generate, resource and support action, however, this action has to be build on sound reasoning, social-emotional awareness and cultural responsibility.
The Agenda Load for a leadership role covers the full breath of responsibilities and issues that an organisation or team faces. The Performance Panel framework summarises these factors. The challenge for a leader is to understand the actions required by different roles in the organisation to address these responsibilities and issues. Most importantly they must understand the actions that go with their level in the organisation, the roles they supervise and the level of leader that they report to.
The Agenda Load for a leadership role covers the full breath of responsibilities and issues that an organisation or team faces. The Performance Panel framework summarises these factors. The challenge for a leader is to understand the actions required by different roles in the organisation to address these responsibilities and issues. Most importantly they must understand the actions that go with their level in the organisation, the roles they supervise and the level of leader that they report to.
With a clear understanding of their role and breadth of responsilities, a leader can implement strategies to reduce the effort of acting in their role. Leadership roles are demanding so it is important for leaders to plan and implement ways to manage those demands. If a leader is overwhelmed by the role then they will struggle to give the support required to their team and deliver outcomes for their own supervisor.
The Effort Reducing Factors is a reflection to help leaders develop strategies for exercising their role. It is not a collection of magic solutions. Each leader has to address the realities of their organisation, its culture, the technical content of their business and the capabilities of their team and the many other factors explored in the Performance Panel framework. While the modern leader draws heavily on science, technology and systems, at the end of the day leadership is still an art, where the leader has to choose the array of solutions to implement that will maximise the likelihood of success for them, their team and organisation.
The Effort Reducing Factors is a reflection to help leaders develop strategies for exercising their role. It is not a collection of magic solutions. Each leader has to address the realities of their organisation, its culture, the technical content of their business and the capabilities of their team and the many other factors explored in the Performance Panel framework. While the modern leader draws heavily on science, technology and systems, at the end of the day leadership is still an art, where the leader has to choose the array of solutions to implement that will maximise the likelihood of success for them, their team and organisation.
This resource is only one resource for helping leaders to increase their capability in their roles. It is important that they invest in their ongoing professional development. So, in addition to the Leadership Performance Dynamic reflections, there is an additional Ongoing Development reflection.