The differences between management and leadership, and the relationship between them, have been the subject of ongoing discussion and esoteric argument. Opinion and theory abound, but for those of us that want to manage effectively, how to we go about developing the knowledge and skill base required?
To their credit, the South Australian Public Sector (SAPS), through the Office of Public Employment (OPE), have identified a range of middle management and executive leadership competencies that are considered essential to the effective operation of government departments and services. For those of us who are mere mortals, these competencies provide some useful directions for our own personal and professional development.
The definition of competencies adopted by SAPS originates from the Australian National Training Authority (ANTA), which states, “a competency is the specific knowledge, skills, abilities and behaviour applied within an occupation or industry to the standard required in employment”.
SAPS Middle Manager Competencies
OPE have identified 9 “Core Competencies” for all public sector middle managers, these being:
Maintain and enhance confidence in public service
Apply government systems
Manage compliance with legislation in the public sector
Manage policy implementation
Manage resources
Manage quality client service
Influence workforce effectiveness
Establish and maintain strategic networks
Manage personal work priorities and professional development
This foundation is ideally supplemented by other generic middle manager competencies, which are identified as:
Formulate business strategies
Undertake research and analysis
Recruit, select and induct staff
Facilitate people management
Manage budgets and financial plans
Procure goods and services
Develop a business case
Manage risk
Manage innovation and continuous improvement
Provide strategic direction
It is interesting to see that the competencies address a range of administrative, planning and leadership elements within the role of middle manager. Not every middle manager will utilise each of these generic competencies in any given role. However, if you have an eye to becoming more “job ready” as a manager, it would be wise to look for opportunities to build and consolidate these competencies. The competencies could provide a basis of discussion and/or negotiation with your manager, with a view to your development as a professional. If your employer has an established performance management system in place, this is an ideal forum in which to explore opportunities for learning and growth.
SAPS Executive Leadership Competencies
There is an obvious increased emphasis on leadership, self-knowledge and self-development at the executive level in the SAPS. The SAPS has identified 6 Executive Leadership Competencies, described as:
Creates Vision and Gives Direction
Develops People
Manages Resources and Risk
Promotes and Achieves Quality Outcomes
Understands Relationships
Manages and Develops Self
The Executive Leadership Competencies are firmly premised on having a sound strategic overview of the environment and utilising available resources (including human resources) to achieve the goals of the organisation.
So What?
The competencies identified by SAPS are but one way of describing the requirements of effective leaders and managers. However, they are a very useful indication of the kind of personal and professional capacities that you will need if you are to pursue a career in middle management or high-level leadership. For more information on SAPS Middle Manager Competencies visit the relevant pages at the OPE website. More information about the SAPS Executive Leadership Competencies can be found here.
Other Resources
Are you interested in more information on First Line Management Competencies? This section of the OPE website will be of assistance to you.
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