Why is it important? Leaders champion learning and capability development so that they and others gain the skills, knowledge and experience they need to meet the future needs of the service, develop their own potential, and learn from both success and failure.

A capability is the ability to perform or achieve certain actions or outcomes. As it applies to human capital, capability represents performing or achieving certain actions/outcomes in terms of the intersection of capacity and ability.

What is one highly effective capability building initiative that you have found successfully engages employees?

1. Give Opportunities for Involvement.
2. Collaborate Ahead of Any Final Decision.
3. Engagement Through Employee Betterment.
4. Make Employees Partners in the Business.
5. Implement Trust Building Programs.

How does Capability-Based Planning Work?

1. Identify its capabilities.
2. Assess the level of change required to each capability.
3. Prioritize the changes required.
4. Develop a plan for making the changes.

There are four main steps in the competency framework development process….Training and development.

1. Deliver training to junior staff.
2. Deliver training to senior staff.
3. Identify training needs.
4. Support personal development.
5. Develop training materials and methodology.

Here’s how it works:

1. STEP 1: Choose the capabilities and levels you want to consider. You can take these out of a role description for a NSW Government role you’d like to apply for.
2. STEP 2: Reflect on your capabilities.
3. STEP 3: Get other perspectives.
4. STEP 4: Download your report.

Put simply, a leadership capability framework describes what ‘good’ leadership looks like in your organisation. It articulates what capabilities the organisation needs in order to deliver on its key priorities.

But those are only the symptoms.

1. The causes.
2. 6 keys to building leadership capability.
3. Distinguish between management and leadership.
4. Move beyond ‘leader’ into ‘leadership’ development.
5. Use meta-competencies and focus on character development.
6. Focus on creativity and innovation.
7. Conduct impact evaluations.

Assessing leadership capability

1. Tailored 360 degree feedback through internet based questionnaires or telephone interviews.
2. Extended DISC profiling to give insight on behavioural style and motivation.
3. Values in Action to give insight on your personal character strengths.

There are many different leadership skills required in the workplace, but the most in-demand ones include:

• Active listening.
• Empathy.
• The ability to share clear messages and make complex ideas easy to understand for everyone.
• Strategic thinking skills.
• Creativity.
• The ability to inspire and convince others.
• Flexibility.

The best approach to measuring leadership is to evaluate a leader’s performance in the three areas in which all great leaders must excel: clarity of thought / communication, judgment about people, and personal integrity / commitment.

Here are three ways leaders can evaluate their performance:

1. Create opportunities for feedback. When leaders are open to feedback, it shows employees that the leaders are aware they are not perfect and there is always room for improvement.
2. Make time for self-reflection.
3. Check the clarity of your vision.

Assessing the effectiveness of a leader is often a difficult exercise for many organizations. This is usually because most assessment procedures are influenced by organizational politics, they are not standard based, and the items on which a leader is assessed are undefined or poorly defined.