NORTHERN SYDNEY LOCAL HEALTH DISTRICT LEADERSHIP CHARTER
NORTHERN SYDNEY LOCAL HEALTH DISTRICT LEADERSHIP CHARTER
Our strategic intent
Our staff are confident, capable and committed to the support and delivery of good care every day.
Our expected outcomes
• Our Leaders effectively change our organisation, to deliver improvements and innovation to our patients/consumers and families/carers, • Our Leaders role-model our Values, and establish teams that demonstrate our Values with colleagues, patients/consumers and families/carers. We develop our future leaders.
As Leaders we:
show Collaboration by: • Holding regular team meetings
show Openness by: • Being clear about expectations and responsibilities • Being honest & transparent • Keeping staff informed and sharing information • Avoiding jumping to conclusions and checking things out first • Making time to seek out and discussing different views and ideas • Encouraging constructive criticism • Displaying organisational performance indicators publically • Keeping calm • Admitting mistakes 5. Manage Reform and Change 6. Commit to Customer Service 7. Work Collaboratively 8. Influence and Negotiate 9. Manage and Develop People 10. Demonstrate Accountability
show Respect by: • Listening to understand the whole person, their challenges, aspirations and needs • Acknowledging efforts, recognises achievements and encouraging to keep going • Considering flexible working arrangements where possible • Avoiding bias or favouritism • Appreciating and encouraging the diversity of the team • Welcoming new team members, visitors and other colleagues • Being polite and saying Thank You • Having zero tolerance for bullying
show Empowerment by: • Providing growth opportunities through formal development, projects, stretch assignments and secondments • Trusting and delegating - avoiding micro management • Helping to plan career development • Providing resources, budget and working technology • Fostering ideas/solutions from the team • Being comfortable that others may have a better solution • Recognising the expertise of others
• Being visible and available • Listening to staff “on the ground” • Including the team in goal setting and change decisions • Agreeing on goals together in PRIDE • Providing regular performance coaching and two way feedback • Creating a safe place to discuss mistakes, learning and continuous improvements • Encouraging and role modelling teamwork • Asking “how are you going?” 1. Display Resilience and Courage 2. Manage Self 3. Think and Solve Problems 4. Inspire Direction and Purpose
Our Prioritised Leadership Capabilities
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