Leadership and Management Professional Development Activities
In keeping with the commitment to continuous professional development, the University offers leadership development at two levels. At its foundation level, the framework offers core knowledge and skills for leaders and managers at CSU as well as timely support and developmental resources for newly appointed staff. At the enhancement level, it offers opportunities for further learning through discussion forums, cohort-specific programs, ongoing personal development opportunities, mentoring and career development activities.
Foundation Level
Enhancement Level
- 360 degree feedback
- Executive coaching
- Forums
- Graduate Certificate in University Leadership and Management
- Leadership Development Committees for Heads of School [DOC]
- Mentoring
- External professional development programs
- Women in Leadership
- Professional Enhancement Program for Senior and Executive Managers
Induction and Development Program
The CSU Induction and Development Program is a University-wide program which incorporates formal induction activity, workplace orientation and a work-based learning model, to meet the developmental needs of staff. Within this program there is recognition that significance of the leadership and management role requires targeted and timely interventions to maintain and enhance organisational capability. At the senior staff level this includes:
- A welcome and orientation to the University;
- Clearly stated expectations of leadership capabilities for senior staff;
- Development opportunities to transfer current expertise to the University context and acquire the skills and knowledge in University systems;
- The opportunity to set personal goals (linked to strategic goals);
- The provision of feedback on progress and performance;
- Guided and easy access to realistic information, provided in a way that will help them adjust to the organisation as soon as possible;
- The development of effective relationships with peers as a means of enhancing the senior staff member's capacity to undertake the organisational role;
- Mandatory assignment of a mentor to all senior appointments or secondments; and
- Encouraging the development of reflective practice/self-scrutiny to contribute to their personal and professional development.
Resources exist to support those staff who are responsible for planning induction and development programs for senior staff and Heads of School. These supplement the "Manager's Guide"; and the checklists supplied in the Induction and Development Program. The Division of Human Resources also provides consultancy services to assist in planning individual development programs for all newly appointed senior staff (Level 10 and above) and all internal secondments and transfers.
360 degree feedback
The University recognises that individuals wanting to develop their leadership capability will be assisted by:
- Collecting and interpreting information about themselves from multiple perspectives;
- Drawing relationships between the information provided; and
- Using this information as a basis to plan actions for improvement.
The 360 degree feedback process will use the MultiFactor Leadership Questionnaire [MLQ] to provide feedback about the leadership influencing styles which have the greatest impact on organisational outcomes. 360 drgree feedback is being rolled out to all senior staff in 2009. Click here for more Information about the MLQ.
Executive Coaching
Support for the 360 degree feedback process is provided to the Senior Executive Committee, Deans and Executive Directors through executive coaching specialists. This is a focused, confidential process to enhance leadership capability and potential through reflection on 360 degree feedback. The coaching varies according to individual need, but includes induction coaching sessions for newly appointed senior staff, followed by a series of Executive Coaching sessions once the senior leaders has established themselves in the role . Extension coaching is also available should the senior leader see this as a desirable option for their ongoing development.
Forums
Forums aim to build the capabilities of leaders by bringing together cross-sections of staff (or specific cohorts) who explore the changing business issues affecting the University. Forums allow for: sharing of knowledge; free-flowing exchange of ideas; generation of discussion; encouragement of communication and cross- divisional/faculty links; and improvement of individual and collective effectiveness. Additionally, forums provide professional development opportunities through: modeling; mentoring and coaching; and high-level networking opportunities. The following forums exist at CSU and contribute to the Leadership and Management Development Framework. Click here for a list of Leadership and Management forums.
Mentoring
Mentoring is recognised as a key developmental strategy across the organisation, particularly as part of succession planning, career development, professional development, and performance management for leadership and management development programs. Initiatives identified for leadership and management include:
- Mentoring @ CSU which outlines mentoring for senior appointments in the Induction and Development program;
- Professorial mentoring role in teaching and research development for academic staff;
- Mentoring as part of the Leadership Development for Women initiative.
External Professional Development Programs
The University recognises the following organisations as providers of workshops and programs for leaders and managers in the higher education sector:
Leadership Development for Women
The current leadership opportunities targeted for women at CSU include:
- Women in Research Network (including the Banksia Program).
- "Leadership Development for Women
Professional Enhancement Program for Senior and Executive Managers
The Professional Enhancement Program for senior and executive managers enables executive staff to undertake research or professional activity in areas of strategic importance to CSU and/or to their professional development, which normally cannot be undertaken within their duties at CSU. A professional enhancement activity may be undertaken in Australia or overseas for a period of up to six (6) months. In special circumstances, a longer period may be approved. The professional enhancement activity must align with CSU's strategic goals, and enhance the executive staff member's performance and/or the capability of CSU.
Details about this program [DOC] - is available from the Admin Manual website.