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Extended Leadership Team
Michael Pratt AM
15 November 2019
Welcome!
o Come together as a Senior Executive Team
o Discuss Leadership and our role in leading our expanded Treasury team
o Hear from you on a range of initiatives and learn from each other on what is working well and
what can be improved
o Get to know each other better
The purpose of these sessions are to :
The last year…..
Machinery of Government changes
We’ve grown to over 1,000 staff
Annual commitments
Strategic projects
oWhy is this important ?
oWhat does world class mean ?
We are committed to our people
Employee Engagement
Jo Blackwell
84% of staff report that their
manager supports flexible working
Our Diversity and Inclusion results are
10pts higher than the public sector
89% of us believe our workgroup
strives to achieve customer satisfaction
Our strengths
Flexible Working
Diversity & Inclusion
Customer Satisfaction
& Collaboration
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2016 2017 2018 2019 2020
Treasury division - Overall Engagement
Treasury division - Overall Engagement
Our goal – World Class
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2016 2017 2018 2019 2020
Senior Managers
Senior Managers
Our results have remained static
Where do we need to focus: Senior Managers
Less than half of our people (49%) feel that
Senior Managers listen to employees
Just over half of us (54%) feel that Senior
Managers role model our values
Driving World Class engagement and high performance
o Gallup research shows that leadership and manager behaviours account for at least
70% of the variance in employee engagement.
o Proven practices for Leaders:
Communicating a clear strategy & direction
Inspiring and motivating
Displaying high integrity and inspiring trust
Developing others
Being coachable themselves
As leaders, we need to work
together to drive the culture that
we want through every day
actions…
Only 53% of us believe
that we will achieve
action on PMES results
ONE TREASURY approach
Action planning and team actions
Business Engagement area of focus
TTIP (Kim Curtain)
ESP (Joann Wilkie)
P&B (San Midha)
CC&P (Phil Gardner)
Comms and EMS (Kenna Ackley)
F&O (Stewart Walters)
IT (Tracy Wilson)
Legal (Charles Cho)
HR (Jo Blackwell)
Strategy implementation People management Process improvement
Career development Senior managers Improvements for the future
Senior managers Team culture Structure & Resourcing
Career development Structure & Resourcing
Structure & Resourcing Engagement with Work High Performance
Recruitment Decisions High Performing TeamsCommunication with Senior
Leaders
Engagement
with WorkCommunication Recruitment Decisions
Performance & Development Senior Managers Organisation purpose
Collaboration Recruitment Belonging
Team action planning
1A Treasur Approach
o Leadership Team focus
o ELT engagement
o Employee experience
o Leadership development
o People goal
Leading a world class team – What is my focus as a leader?
One on one coaching conversations with direct reports.
Team meetings, Engagement Plan, Recognition, Team culture.
Performance Development Plans, KPIs, Development conversations
Welcome & Onboarding, Offboarding, Employee First
Flexibility, Managing Leave, Whole self at Work
Belonging/Trust, Premier’s Priorities (Gender, Aboriginality, Disability)
Engage
Onboard & Offboard
Wellbeing
Diversity
Develop
Support1
2
3
4
5
6
Sally-Anne Lyster
Team Activity
Activity
What does World Class engagement feel like to you ?
3 mins
What is the single most powerful thing that you could do
differently as a leader to engage your people?
If the whole of Treasury could do one thing differently to engage
our people, what would it be?
1
2
3
Team Presentations
Simon Anderson
Finance and Operations
2019 FOG PMES Focus Areas
Personal attachment
Motivation Inspiration Listening Managing change
We’re not naturally engaging …
Unleashing the inner WOO …
Focus on improving motivation of staff and
providing an inspiring workplace.
The FOG People Hive - Manifesto
Recognition
and the
FOG Cup
Measuring via NPS (Net Promoter Score)
“How likely are you
to recommend
FOG as a great
place to work to a
friend or
colleague? ”
Net Promoter Score is a number from -100 from 100.
Scores higher than 0 are typically considered to be
good and scores above 50 are considered to be
excellent.
TTIP
Peter Mackey, Director, International TradeIngrid Marsh, Director, Industry Development
TTIP PMES Strategy
Key Drivers of Engagement
Highest and Lowest Questions
TTIP World Class People Management
Tony Stephens | Director, Client Engagement
Matt Williams | Director, Investment Attraction
Peter Scott | Director, Defence NSW
15 November 2019
Project Goals:
• Develop World Class people managers
• Raise people leadership as a core enabler to deliver One
Treasury outcomes
Sponsor:
Kim Curtain
TTIP People Management
o Recognition of poor performance
o Having the right people in the right role
o Lack of delivery recognition
o Senior Managers putting the interests of the team first
o Increase people leader capabilities and skills
o Clarity of team priorities to increase collaboration
PMES Survey – example verbatims
Industry, Trade & Investment and Jobs for NSW
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Outcomes:
An engaged organisation with a common language,
methodologies and behaviour
Metrics:
Pulse and PMES surveys demonstrate improved
perception of leadership by the TTIP team
TTIP People Management
Next Steps
Consult across and within the organisation to obtain deeper
understanding of issues (data & verbatims)1
2
3
Identify phased TTIP Leadership Development Plan
Pilot, refine and update all of TTIP on progress and experiences
NSW Treasury 40
Process improvement
Process improvement
Policy & Budget (P&B)
OUR PEOPLE: “How we Engage with Our People”
Our Strategic Pillars: building on our foundations
P&B Group PMES Scores 2017-2019: Snapshot
59%69% 69%
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2017 2018 2019
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P&B Group PMES Overall Engagement Score 2017-2019
P&B Overall employee engagement score
Key engagement focus:• CRM• Onboarding • Prime
2017 2018 Key engagement focus:
• People / career development• Recruitment• Innovation• Social and cultural engagement
2019
Key engagement focus:• People / career development• Diversity and inclusion• Future proofing / managers
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Make it EasierCoordinated Recruitment:
• PMES pressure point• Transparency for staff• Organisational responsiveness
Jan 2017 Jul 2017 Jan 2018
P&B restructures
Key engagement milestones
Timeline key:
Offsites / other
Jan 2019 Jan 2020
Engagement initiatives: We’ve come a long way (but plenty more to do…)
Jul 2018 Jul 2019
Budget Strategy joins P&B
Sector Outcomes & Performance team established
FRM joins P&B
Cluster Finance & Analytics Team established
Banking team joins P&B
P&B People Week
P&B Open Day
P&B Recruitment Handbook launched
Offsite / Innovation Incubator launched
Offsite / Gallup Strengths Test implementedP&B Planning Day
at Taronga Zoo
Dep Sec monthly newsletter commences
Quarterly P&B Jam commences
‘P&B Answers’ launched
P&B x’maspicnic
P&B x’maspicnic
P&B x’maspicnic
P2P Learning commences People Committee
established
P&B Strategy (Stage 1) launched
OwnershipPeople Committee:
• Engagement Focus• Diversity of thought• Dedicated workstreams
ListenInnovation Incubator:
• Encourage WorkSmart• Dedicated resources• Social and cultural engagement
P&B PEOPLE WEEK• Investigate needs
• Diversity (topics, presenters)
• Inclusiveness
• Awareness
• Feedback & Learnings
Suite of options
Inspire
Read the Mood
WorkSmart
Support growth and development
Identify & Champion Innovation
TAKE THE LEAD
Learnings and Opportunities for Future: Active Ongoing Leadership
Using Slido
Hearing from you on ELT Engagement
Your feedback: Question 1
oHow often would you like to come together as an Extended
Leadership Team ?
A. Bi-monthly
B. Quarterly
C. Six monthly
Your feedback: Question 2
o The duration of these sessions should be …….
A. One hour
B. 2 hours
C. Half day
D. Full day
Your feedback: Question 3
oWhat would you find most beneficial to develop as a leader?
A. Business updates
B. Thought leadership
C. Professional development
D. Informal / Social events
Your feedback: Question 4
oWhat would you find second most beneficial to develop as a leader?
A. Business updates
B. Thought leadership
C. Professional development
D. Informal / Social events
Michael Pratt AM
Thank you!
