Leadership talent management strategy
The Leadership talent management strategy (LTMS) is an integrated approach to building our leadership at the individual and organisational levels.
The strategy has 4 key areas:
The LTMS ensures that we have a depth of leadership talent to lead current and future workforce challenges, and that leaders are supported to develop throughout their career.
LTMS outcomes are measured through:
- leaders' satisfaction with learning programs
- diversity of leaders' experience
- workforce perceptions of leadership.
Delivered in partnership with key stakeholders, the LTMS supports and complements agency and discipline led development strategies.
Download the Leadership talent management strategy
Workforce life cycle
Consistent expectations through integrated human resource practices provides leaders with consistent and integrated expectations throughout their career by:
Human capital planning
- Workforce strategic plans with a focus on future leadership capability and capacity
- Monitoring employee perceptions of workforce climate through the Working for Queensland survey to shape workforce interventions and build constructive workplaces
Attraction, recruitment, and retention
- Diversity among the workforce that better reflects the community we serve, fosters innovation and supports high performance
- Compelling employee value proposition that attracts quality candidates
- Recruiting quality graduates supports a strong pipeline of leadership talent
- Innovative recruitment strategies for best fit
Performance and development
- Onboarding leaders to accelerate their development
- Constructive performance and development conversations aligned to the government priorities
Initiatives
- Workforce strategic planning
- Inclusion and diversity strategy
- Gender equity strategy
- Working for Queensland survey
- Recruitment and selection practices
- Graduate Portal
- CEO onboarding—CE handbook and accountability guide
- CEO performance framework
- Executive performance framework
- Constructive workplace cultures
Lifelong learning
Shared commitment to development encourages leaders to prioritise learning and reflection by:
Learning through doing – 70%
- Regular on-the-job constructive feedback
- Leader Connect—intensive, practical experience through placements and exposure to other organisations
Learning through others – 20%
- 360° feedback processes
- Engagement forums and networks across the sector that support thought leadership
- Leadership development through peer learning and coaching
- Leader-led development
Learning through knowing – 10%
- Thought leadership offerings challenge thinking and support leaders to connect across the sector
- Providing access to expertise and advise through the Conduct and Performance Excellence (CaPE) service to build skills and manage conduct and performance
Initiatives
- Leader Connect
- Standing offer arrangements for 360° feedback
- Leadership development calendar
- CaPE service
Intentional leadership development
Provide a clear roadmap to guide leaders to build leadership capability at the individual, agency and sector levels through:
Individual roadmaps
- Highly capable leaders have a breadth of experience to draw on, are self-aware and have the conceptual knowledge to support their leadership
- The leadership roadmap provides a pathway to leadership development, from individual contributor to executive, to build enhanced leadership agility and perspective
Agency talent profiling
- Leadership talent portal brings together Executive Capability Assessment and Development (ECAD) and Leaders Capability Assessment and Development (LCAD) results to highlight the sector talent pipeline, and identify high potentials and high performers
- Informs agency and sector-wide talent management approaches
- Benchmarks agency results with the sector
Sector perspective
- Deep learning through quality development programs that build the knowledge of leadership practice
- Contracting providers to deliver high-quality sector-wide and agency leadership development programs for team leaders, program managers and executives
Initiatives
- Leadership roadmap
- Leadership Talent Portal
- Leadership development programs:
Building self-awareness
Foster the behaviours we value which support leaders to engage in meaningful development to enhance their leadership capability by:
Queensland public sector values
We have 5 public sector values which are the building blocks for our workplace culture.
Competencies and behaviours
The Workforce Capability Success Profile communicates leadership expectations:
- provides a shared language to describe leadership behaviours expected of all public sector employees
- outlines how leadership expectations evolve and progress in different leadership roles.
Self-awareness
- provide executives, program managers, and team leaders with an independent, valid, and reliable assessment of their leadership capability and preferences, and readiness for greater leadership challenges
- support a foundation for constructive dialogue between supervisors and staff about performance and development