The Leading Others context is about motivating and enabling others to deliver high quality work that contributes to the agency.
This information is relevant for individuals working in the Leading Others context.
If you are looking at this for the first time, watch this 4 minute video and read Leadership Expectations - Overview to understand the expectations for how people show up and approach their work in the public sector.
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Understand the Leading Others context
Show moreYour leadership context describes how and where you add value through your work. Understanding the expectations of your leadership context is the first step to enhancing your leadership impact.
Read Leadership Expectations - Leading Others to understand the expected behaviours and mindsets for this context.
Drive your own development and growth
Show moreYou are responsible for your own development and growth. Your manager and organisation will support you, but your growth must begin with your desire to be better, and to be open and willing to change.
Read Taking responsibility for my development and growth for suggestions on how to get started.
Complete a self assessment
Show moreStart driving your development and growth by building self awareness through reflection and self assessment.
Complete a behaviour self assessment to:
- understand the expected behaviours of your context
- reflect on and assess your performance
- identify your strengths and development areas.
Have performance and development conversations
Show morePerformance and development conversations are essential for your development and growth.
Read Including Leadership Expectations in my performance and development to learn ways to include Leadership Expectations in performance and development conversations with your manager.
Engage in learning opportunities
Show moreExplore and engage in learning opportunities for the Leading Others context:
- Personal Leadership Suite – A flexible suite of interactive courses that explores the fundamentals of leadership behaviour change. Available from your agency learning management system.
- Development Maps - Curated learning and development experiences with reflection activities, quizzes and practical tools. Available from your agency learning management system.
- Leadership Conversations - Local and global experts bringing new ideas and perspectives, challenging mindsets and inspiring excellence in the public sector.
- Propel - Shaping managers into leaders.
- Elev8 - Stretching the minds and actions of Level 8 high performers.
- Aboriginal Cultural Awareness Training - Aboriginal and Torres Strait Islander cultural awareness training available for all public sector employees.
- Induction to the Western Australian public sector - Understanding your commitment in delivering services for the people of WA.
You can also review all learning and development opportunities provided by the Public Sector Commission.
Progress your career
Show moreAre you aspiring to move into a role that sits in a new leadership context? Or have you recently been appointed to a role in a new leadership context?
Leadership Expectations can set you up for success as you progress your career.
Read Transitioning to the next context to understand what you need to have a successful transition.
Use the Transition shifts, challenges and support matrix to learn how the focus of work shifts from the Leading Others text to Leading Leaders.
Information for managers
Show moreIf your role involves formally managing people, use the information below to understand how to use Leadership Expectations to support you as a manager.
Have performance and development conversations with your staff
Leadership Expectations supports you to have productive performance and development conversations with your staff by providing an objective, shared language to use as feedback and discussion points.
Read Including Leadership Expectations in staff performance and development to learn how to use Leadership Expectations for performance and development conversations with your staff.
Complete a behaviour assessment of your staff
Measuring expected behaviours provides you with objective discussion points and feedback for your staff when completing performance agreements and reviews, development plans, mentoring, coaching and project or task reviews.
Read Measuring expected behaviours of my staff for more information on how you can use behaviour assessments to support you to develop your staff.
Complete a behaviour assessment of your staff aligned to their leadership context:
Support your staff to progress their career
As a manager, you play an important role in helping your staff progress their careers.
If you have staff who are aspiring to progress and transition to the next context, use Supporting my staff to transition to the next context and Transition shifts, challenges and support matrix for insights on how you can support them.
