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Leadership competencies for Queensland

Use the Queensland Government’s leadership competencies (PDF, 254 KB) to help identify and develop the skills and behaviours you need to be a leader.

Use the competencies to grow leadership capability in your team and throughout your agency.

Match your role and responsibilities to 1 of 5 leadership streams outlined in the leadership competencies (PDF, 254 KB) guide:

  • individual contributor
  • team leader
  • program manager
  • executive
  • chief executive.

Read the stream’s behavioural indicators for each leadership competency. Note the leadership skills and behaviours you currently demonstrate. Identify the skills and behaviours you need to prioritise and develop. These might be in your current leadership stream or in the leadership stream you would like to achieve next.

Use the Competency compass, our leadership competencies self-evaluation tool, to understand:

  • what skills and behaviours you currently demonstrate
  • how your skills and behaviours might change as your career progresses
  • how your skills and behaviours compare with your peers
  • what skills and behaviours you need to prioritise and develop.

It takes about 10 minutes and won’t identify or capture any personal data.

After you complete your self-evaluation

You’ll receive a unique leadership profile report based on your responses. Use this in your development conversations with your supervisor.

Use the Queensland Government’s leadership competencies (PDF, 254 KB) to attract and develop leadership capability in your team and throughout your agency.

Recruitment

Embed the competencies into your role descriptions. Have your candidates address skills and behaviours relevant to the leadership stream and competencies required.

Use the relevant competencies in your interviews to assess your candidates.

Onboarding and induction

Discuss the competencies with new employees and how they align to their role, tasks and team. Get them to identify their leadership stream, complete the competencies self-assessment, and discuss their leadership goals and development actions in your performance conversations.

Performance and development

Use your employee’s leadership profile report to discuss their leadership goals and development actions. Get them to complete a Career conversations guide (PDF, 183 KB) . Create a short-term action plan and identify learning and development priorities. Embed these into their Performance and development agreement.

Agency initiatives

Use the competencies to design leadership development programs based on your agency’s goals and objectives. Design and implement fit-for-purpose development activities for each leadership stream.

Embed the leadership competencies into your workplace procedures.

Competencies are clusters of knowledge, skills and attitudes that:

  • affects a major part of a person’s job
  • correlates with performance on the job
  • can be measured against well-accepted standards
  • can be improved through development.

We have 11 leadership competencies, grouped into three areas. Each competency has a set of behaviours that describes what success looks like when a person demonstrates these behaviours effectively.

Vision (Leading in context)

  • Leads strategically—Thinks critically and acts on the broader purpose of the system.
  • Stimulates ideas and innovation—Gathers insights and embraces new ideas and innovation to inform future practice.
  • Leads change in complex environments—Embraces change and leads with focus and optimism in an environment of complexity and ambiguity.
  • Makes insightful decisions—Makes considered, ethical and courageous decisions based on insight into the broader context.
  • Develops and mobilises talent—Strengthens and mobilises the unique talents and capabilities of the workforce.
  • Builds enduring relationships—Builds and sustains relationships to enable the collaborative delivery of customer-focused outcomes.
  • Inspires others—Inspires others by driving clarity, engagement and a sense of purpose.
  • Drives accountability and outcomes—Demonstrates accountability for the execution and quality of results through professionalism, persistence and transparency.
  • Fosters healthy and inclusive workplaces—Fosters an inclusive workplace where health, safety and wellbeing is promoted and prioritized.
  • Pursues continuous growth—Pursues opportunities for growth through agile learning, and development of self-awareness.
  • Demonstrates sound governance—Maintains a high standard of practice through governance and risk management.

Results (Leading teams)

  • Develops and mobilises talent—Strengthens and mobilises the unique talents and capabilities of the workforce.
  • Builds enduring relationships—Builds and sustains relationships to enable the collaborative delivery of customer-focused outcomes.
  • Inspires others—Inspires others by driving clarity, engagement and a sense of purpose.
  • Drives accountability and outcomes—Demonstrates accountability for the execution and quality of results through professionalism, persistence and transparency.

Accountability (Leading yourself)

  • Fosters healthy and inclusive workplaces—Fosters an inclusive   workplace where health, safety and wellbeing is promoted and prioritized.
  • Pursues continuous growth—Pursues opportunities for growth through   agile learning, and development of self-awareness.
  • Demonstrates sound governance—Maintains a high standard of practice through governance and risk management.

For help using the Leadership competencies for Queensland, speak to your manager, you agency’s HR team, or email the Public Service Commission at development@psc.qld.gov.au.

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