‘‘WWhhaatt aarree tthhee lliittttllee tthhiinnggss aanndd wwhhyy ddoo tthheeyy

mmaatttteerr??’’ frontline leadership in child protection from

an ethicalleadership perspective

Presenter: Susan GillDepartment Child Safety

Current challenges

Societal challenges - increased pressure, lack of family support, rapid change.

Workforce challenges – Attracting and retaining motivated people who can work with family complexity, and face the daily realities of working with children who have been abused.

What makes people stay?

CULTURE- a supportive culture based on shared values where behaviours are consistent with words, is understood as the most powerful determinant in the retention of staff.

Defining culture

The personality of a group or organisation

Created by written and unwritten rules, values, beliefs and behaviors of the group

Leading to messages given and received about ‘what is really valued’

Messages come fromBehaviour- what is expected around hereSymbols- what is important around hereSystems- what are the priorities around here

What can it achieve?

Commitment to achieving a visionIdentification and alignment of valuesFoundation that supports strategyHigher levels of performanceRetention of staffHigher levels of satisfactionEffort above and beyond that required to meet basic job requirements

Ethics and values

Key concepts from ethical, authentic and value- driven leadership

Leaders demonstrate high level of awareness of self and others

Personal and organisational values are aligned

Values form the foundation of an open, supportive, and accountable culture

Cont’dCore organisational values form the basis of a values statement

Local values and behaviours operationalise these

Values need to be evident in behaviour

Rewarding commitment to the values will embed them into the culture

What do we have - what do we want?

Cultural diagnosis: Mt Gravatt CSSC1. Are the vision and values of the

organisation evident in our workplace?

2. Do I have an awareness of my key values?

3. Is there good fit between the two?4. Does my behaviour reflect my

values?5. What type of culture do we have?6. What do we want to create for the

future?

Building the culture-beginning with values

Organisational vision ‘Safe confident children who are valued by society’Organisational values Children- commitment to the safety of children and YP with a focus on their best interestsAccountability- taking responsibility for actionsRespect- valuing self and othersExcellence- commitment to quality outcomes for children and their families through continuous improvement

Building the culture- local values

Local valuesService - Developing a strong customer service modelSafety - quality practice (child focus), safe workplace (worker focus)Personal responsibility - accountability for actionsLearning- creating a learning environmentTeamwork - working together to achieve outcomes

Building the Culture - connecting behaviours

Service Valuing clients Positive attitude Returning phone calls Being punctual for meetings Meeting our deadlines

Safety WH&S focus Thorough induction system Mentoring Training

Connecting behaviours- cont’d

Personal leadershipReward programDelegation

LearningReflectionTraining, mentoringSupervision

TeamworkFortnightly team meeting timeLanguage consistent with team ownershipFocus on providing seamless service

Embedding behaviours

Behaviour- Communicating, modeling, feedback and encouragementSymbols – Rewards, physical environment, resourcing and supporting healthy lifestyle choicesSystems- Buddy, delegation of tasks, administration

So how does it work?

Culture wins over strategy.

Culture aligned with strategy achieves vision.

The day to day benefits

PeopleReduced staff turnover =Higher levels of experience 3-5 yrs and 5-10yrsLow absenteeismPracticeChild focused practicePositive and supportive cultureCreativity and innovation - Ideas SummitAward - quality practiceFinalist in the Customer Service Award

CULTURE

Vision

STRATEGY

Culture

Strategy (Commitment)

( Execution )

When times are tough- our true character

Commitment to team valuesCourage to face the situation togetherFocus on safetyOpenness to resolving issuesAbility to integrate experience – resilienceQuick return to trustNo loss of staff

So what are the little things?

They are the values and beliefs that inform and guide the actions taken every day to support best outcomes for children.

Why do they matter?

…because our actions determine our culture and our culture will support and guide the quality of our service. The children we serve deserve our finest efforts towards their safety, confidence, and acceptance.

fromfrom little little things things – –

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