Communicating a compelling vision throughout the organisation to encourage a culture of innovation, allowing people to consider and make improvements that really make an impact.
Developing Leader
- I respond effectively to change.
- I promote the positive side of change to those around me.
- I keep key stakeholders informed of change and any possible impact on project delivery.
- I seek new ways to solve existing problems and challenges.
Accomplished Leader
- I involve the appropriate stakeholders when planning, implementing and reporting on change.
- I encourage a culture of innovation focused on providing solutions that make a difference to our customers.
- I actively support others through organisational change.
- I speak up against unnecessary resistance to change in my business area.
Inspiring Leader
- I encourage consultation at all levels and take account of feedback when considering change.
- I clearly communicate the vision and rationale for change, and engage and facilitate others to work
collaboratively to achieve change. - I empower others to lead and use change as a tool to improve organisational performance.
- I constructively challenge change proposals that don’t support the Robertson Way.
Development Indicators
› I pass the buck rather than deliver negative news myself.
› I respond emotionally to change.
› I don’t properly assess or plan for potential risks associated with change.
› I focus on launching change rather than ensuring it is controlled and well thought through.
