Developing leadership: our experience and needed improvements

1

Developing leadership: our experience and needed

improvements

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

Lithuanian Institute of Public Administration(LIVADIS)

2013-10-24

2Lithuanian Institute of Public AdministrationZemaites str. 21, LT-03118 Vilnius, Tel. (+370 5) 2395800, Fax (+370 5) 2395811, [email protected], www.livadis.lt

Target group – civil servants of highest grades (18-20)

Chancellor of the Ministry, Seimas, Office of the Prezident, Government

Vice-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 MinisterChief Advisers of the Ministry


Training Program for Leaders of Organizations - OLYMP

FROM FORMAL MANAGER

TO EFFECTIVE LEADERSHIP

Expected result:


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 compliance

– are able to work together with followers for finding solutions

– are able to lead organisations during changes

– can influence change of organisational culture

2001


Leadership development concept• Our assumption is that all 4 groups of competence

are important:1. Self Management2. Dealing with Staff of a team3. Managing entire Organization4. Managing External relations

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3

4


OLYMP training modulesGroups of competence

Моdules

1. Leadership2. Personal development3. Feedback and evaluation interview4. Management of changes and decision making

5. Strategy and organizational culture6. Impact of EU integration on public administration institutions; EU structural funds

7. Strategic management of ICT8. Cooperation with politicians and communication with media

9. Effective dialog with society10. Gender equality, equal opportunities11. National security

Personality of a leader

Dealing with staff

Managing an organization

External relations


OLYMP training forms and trainers• Assignments for job-place• Guest speakers• Involvement of participants during training:

– Interactive presentations– Discussions in groups– Case analysis– Теsts– Group assignments– Individual assignments

• Trainers: experience at highest levels of Public service, international experience, teaching/coaching skills


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.”


BUT...

7 needed improvements


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 evaluation– Facet5 advantages. Basis – personality priorities of Big Five:

–WILL– ENERGY– EMPATHY– CONTROL– EMOTIONALISM


Needed improvement-2 • To individualize training (Germany, Estonia, Sweden)

Evaluation of personality and training needs before the training enables to define:

common topics for each training group according to overlapping training needs

Topics for individual couching according to individual training needs


Needed improvement-3

Identify the expectations from the

political leadership and communicate those during the

training (Sweden)

3-7 mandatory topics3-7 optional

topics (Slovenia)

• To distinguish mandatory and optional parts of curricula


Needed improvement-4 • To use the fast track approach and residential

training (USA, UK, Lithuania – AMES, EKT)• to train 170-300 persons in 1-2 years• for 1 person: 2 months where 6-12 days are spent in

intensive residential training


Needed improvement-5• To 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 advisors


Needed improvement-6• To 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

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

o The outcomes of organisational performance are already checked in organisations that are under the ministries.

o 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.


Needed improvement-7• To 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.


Vision

Training of Top level civil servants is:Individualized and profiledHaving mandatory and optional

partsBased on competenciesProving its added valueStepped-up and residentialContinually updated


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.


Thank you

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Developing leadership: our experience and needed improvements

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