In many organisations, the biggest stumbling block to improved business performance and profitability is the way leaders and managers approach their responsibilities.
Getting results through people is the essence of what leadership is about. The Leadership and Management Framework and Standard is designed to help organisations evaluate their approach into how leadership and management drives their business.
In a report by the British Government entitled, “Leadership and Management – The Key to Sustainable Growth”, it was identified that 43% of managers rate their line manager as ineffective. World-wide research repeatedly shows that leadership is the number one concern in deciding the effectiveness of an organisation. This surpasses financial awareness, team working and technology, although innovation and creativity do come a relatively close second. The cost to organisations of ineffective leadership and management is estimated in the billions per year.
An organisation can carry out a self-assessment against the Standard as a method of evaluating their current position in each of the ten areas. This will immediately identify which areas are strong and which areas would benefit from development.
The Leadership and Management Standard provides a structure by which to identify and provide relevant training and development for managers at various levels. The content of the Standard, provides a basis for training, coaching or mentoring activities. The ten principles can also be an approach to performance reviews to keep leaders and managers focused and measure progress.
The ten principles provide the basis by which an organisation can be assessed by an external Assessor, who brings a fresh set of eyes to the organisation.
Certain principles are core and provide the foundation for good leadership and management. To gain recognition as “Commited to Leadership and Management”, an organisation will need to be assessed against five of the ten principles. Three of those are mandatory and two are optional based on your current organisational needs. The mandatory Principles are:
To achieve Accreditation, an organisation will have been assessed against all ten principles and achieved the requirements of the principles.
All Recognised and Accredited organisations will need to be assessed every three years to maintain their status. However, continuous improvement checks are carried out each year in the form of an on-line review and/or discussion with their Assessor, of progress made and plans for further development.
The delivery of any strategy will require good leadership and management driving it, as well as people engaged in the execution. This framework provides the opportunity to ensure that the organisation has considered what is needed from their managers at all levels when communicating and delivering their service.
As organisations adopt and use the Leadership and Management Standard, it becomes possible to use other organisations as a benchmark of good practice. Every organisation is looking for effective measures that help them drive their organisation forward. Through assessment and achievement, organisations can establish areas for improvement and how they compare with other organisations in the market place.
Those that achieve accreditation will have access to information that will help them in this process.
The aspiration, approach and culture of the organisation is defined and understood by leaders, managers and people.
An organisation needs direction and purpose. Therefore, your organisation will have considered what it aspires to achieve, what approach or business model it needs, and what culture is required to
Leaders and Managers practice the principles of Good Governance and understand the assurance this provides for investors, customers, owners, suppliers, contractors and employees.
The Board has clearly defined the legal and ethical requirements needed to meet its strategic aims, and these form the basis of Good Governance. The roles of the Shareholders, the Board, the CEO and the Operational Managers, are clearly defined and understood by all parties. Leaders and Managers can show how Governance guides decisions to ensure sustainable compliance, and that leaders and managers aspire to the practice of Good Governance. People recognise what good Governance means in their organisation and how it is being practised.
The required approach to leadership and management has been defined, communicated, and understood.
To achieve aspirations that are supported by a consistent culture, your organisation will have considered what approach to leadership and management is required at every level. This includes the structure, roles and responsibilities of leaders and managers and the skills, knowledge and behaviours that are needed to deliver results while following the principles of responsible leadership.
Leaders and Managers have the understanding, qualities and skills to create a workplace that engages people and motivates them to deliver exceptional performance.
Having defined what you expect from your leaders and managers (Principle 3), it is important to carefully review your present leaders and managers against the approach that you defined and support their development as required.
Leaders and Managers are effective in engaging people to improve organisation performance.
Engendering commitment and encouraging improved performance from your people is one of the essential foundations upon which great leadership is built. Your leaders and managers create the type of environment that involves people and inspires them to deliver exceptional performance through creativity and engagement. Leaders and managers have the structures in place to ensure people can be engaged whilst ensuring the required performance is sustained.
Leaders and Managers are effective in developing their people to improve organisation performance.
Helping people learn and develop while at work is a core leadership and management attribute. Leaders and managers understand how people learn and take every opportunity to support and encourage people to grow and develop the skills, knowledge and behaviours needed.
Recruitment and selection strategies are efficient and effective and meet the needs of the organisation.
If your organisation is going to be successful in bringing value to the market, it will have considered the knowledge, skills, attitudes and talents that will be needed from future employees. With this in mind, your leaders and managers follow transparent processes for the recruitment, selection and progression of people that fit the aspirations and culture of the organisation at all levels.
Leaders and Managers are financially literate and competent, and ensure people understand the implications of their decisions.
Financial astuteness is critical to an organisations success. Your organisation places emphasis on making sure that its leaders and managers have a sound understanding of corporate finance and how financial situations impact on an organisation.
There is clear succession planning at all levels of the organisation.
For your organisation to sustain its performance, it has to consider and plan for every eventuality and the future. It is critical to ensure that you are not solely dependent on an individual or group of individuals and that succession and progression plans are both in place. These are designed to make the most of talents / abilities within your organisation and also identify how you can harness any relevant external sources of talent.
The organisation challenges its approach to leadership and management to anticipate future organisation needs.
Measurement is essential to monitoring progress and identifying areas for improvement. Your organisation uses a blend of effective measurements and feedback channels to enable it to monitor the performance of its leaders and managers, and then puts plans in place for continuous improvement activity. Your aspirations, strategy, culture and approach to leadership and management evolve as a result.