Our management and leadership are decisive factors for the success of the Çï¿ûÊÓƵ (UoG). This is why we want to develop our managers and leaders, as well as identifying and preparing the next generation of leaders for their roles.
The Greenwich Leadership Framework guide has been developed with the aim to provide a shared understanding of what leadership means for us as members of the Çï¿ûÊÓƵ and what is expected at every level. This supports our priority for excellence in leadership and management. The framework is referenced through our contextualised development programmes beginning with our mandatory line manager induction, through to our senior leader’s development offers.
The Greenwich Leadership Development guide is made up of four leadership pillars and eight competencies – Collaborate, Aspire, Realise Results and Empower. This forms the basis of our Leaders CARE model for Greenwich.
Recruitment and selection:
Line managers can ask interview questions or design selection activities which should test the leadership competencies for the purpose of recruitment when employing Greenwich line managers or those with a responsibility to lead people.
Development:
Employees can complete the self-evaluation tool in the Greenwich Leadership Framework Guide for assessing their career support needs, and as part of the appraisal development planning process. Line managers can assess their employees’ leadership competencies through the evaluation tool for line managers and discuss their leadership potential during appraisal and at 1-1s, as well as implementing measures to develop employees for future leadership roles. Development needs can be captured as goals on the Horizon Career and Performance area.
Academic promotion:
When evidencing leadership as part of a promotion application, employees should use the competencies for illustrating how they have led themselves and others to deliver with impact for their discipline and the university. This will be especially important to reference when a promotion will involve taking responsibility for managing others.