The Leadership Development process was implemented as a means of developing our current and future leaders across the division.
This process provides each leader with individualized feedback from two sources:
The Leadership Circle Profile is an instrument that measures the two primary leadership domains – Creative Competencies and Reactive Tendencies.
Creative Competencies are well researched competencies measuring how you achieve results, bring out the best in others, lead with vision, enhance your own development, act with integrity and courage, and improve organizational systems.
Reactive Tendencies are leadership styles emphasizing caution over creating results, self-protection over productive engagement, and aggression over building alignment. These self-limiting styles over emphasize the focus on gaining the approval of others, protecting yourself, and getting results through high control tactics.
The Leadership Circle Profile is unique in that it reveals a leader’s Operating System: Internal assumptions that run behaviour in both domains. This allows the participant to see how their inner world of thought translates into a productive or unproductive style of leadership. It increases the inner awareness that affects outward behaviour.
The Leadership Circle
The participant will receive an email invitation from The Leadership Circle website. They will be required to invite 15-20 participants from the following categories:
- Boss’ boss
- Boss
- Direct Reports
- Peers
- Others
Once their invitations have been sent, they will be required to complete the self assessment.
Participants are given three weeks to complete this process, during which time they will be contacted to schedule a debrief appointment with a certified practitioner.
Participants will receive a report outlining the results of their 360 assessment prior to the debrief appointment.
Following the TLC debrief are two parts to completion of the Leadership Profile document.
PART 1
Part 1 includes a self-assessment of overall leadership performance, including:
- Leadership Performance over the past 24 months (for new participants)
- Leadership Performance since your last leadership development assessment (for returning participants)
- What you believe to be your greatest strengths
- Specific focus areas where you could develop/strengthen your skills to be a more effective leader
The Leadership Profile is informed by the Leadership Circle Profile but uses the language of BC Corrections competencies. Participants are required to provide examples of observable leadership actions/behaviours using the Situation/Behaviour/Impact model for each of the leadership competencies.
The Leadership Profile is the document presented to the Leadership Panel, and as such, is a critical component of the Leadership Development Process. It requires a significant amount of time and thought to complete fully.
PART 2
Part 2 of the Leadership Profile is filled out by the participant’s supervisor, who is required to comment on their overall assessment of the participant’s leadership performance referencing the leadership competency framework using observable examples where possible.
The supervisor determines their initial assessment of the participant’s leadership performance:
- Not Performing
- Developing
- Achieving
- Exceeding
The supervisor and participant will meet to review the Leadership Profile once it is complete and sign in agreement prior to the panel presentation.
Following the TLC debrief are completion of two parts of the Leadership Profile document.
During the panel presentation the supervisor has ten minutes to present the following information about the participant:
- Position/Role, Time in Position, # of Direct/Indirect Reports
- Key Accomplishments: top 1 or 2 and identified key leadership competencies that the participant demonstrated within the initiative that were fundamental to their success
- Strengths: top 1-3, including suggestions for building/capitalizing on strengths
- Areas of focus: top 1-3, including suggestions for development opportunities
- Career aspirations
- Previous feedback: previous leadership development panel /review board/ myperformance; key development areas and efforts to address; previous ratings
- Competency area ratings
- Initial Overall Ratings (performance/potential)
Following the supervisor’s presentation there will be a ten-minute roundtable discussion where each panel member will provide their comments based on their experience of the participant.
Finally, a summary discussion occurs where ratings are determined. The panelists will make recommendations for development and will establish the performance and future potential ratings.
Once the supervisor receives the finalized report from panel, they will schedule a face to face debrief session with the participant.
The supervisor will work with the participant to incorporate the developmental and learning suggestions into the individual’s ongoing performance and development plans.
Once the report is signed off, the participant must upload the document to their MyPerformance account.