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© Andrew Huffer and Associates
July 2009
Four simple steps to develop your skills and build a career pathway.
A planning kit for NRM Executive staff
State Natural ResourceManagement (NRM) Office
The skill development planning toolkit for NRM executive staff
IntroductionThis toolkit has been designed to assist you to:
Further develop the skills needed for your role Identify the best method for developing these skills Build an ongoing career pathway over the next three years
It’s intended to be practical and useful. Not to take up shelf or hard-drive space. More information, case studies, interviews can be found on the State NRM Office website, www.nrm.wa.gov.au. This will also be a good site to check out if you’re trying to ‘source a course’ (see Appendix 1).
What’s in the toolkitThe kit includes a skills matrix. This identifies the priority areas for skill development of NRM executive staff. In partnership with your coach or mentor, you can use the matrix as a basis to map out your skill development pathway whilst in this role.
It also contains some planning templates to help you to identify skill gaps and which of the skills should be a priority for you. The templates will also assist in identifying how to develop these skills.
Why use it?The NRM sector needs to retain skilled staff. And you need to continually build your skills through a defined process. This will enable you to take on and deliver on more challenging roles. By using this toolkit you will also become a more ‘attractive employment option’ within your current organisation – or even with other organisations further down the track! How to use the toolkitThe toolkit should be used in collaboration with your coach, mentor or supervisor. It is reasonably straight forward, but will require an hour or two for you to review your current skill set and then develop an agreed way forward.
It would be useful to have your job description to refer to as you go through this process. It may also be worthwhile to discuss the skill needs of the role with the person previously in your position or other staff in your organisation.
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Step 1. Look at the skill requirements using the skills matrixTable 1 shows the skills matrix, which identifies the priority areas for skill development of NRM executive staff. These are not necessarily compulsory training requirements.
However, staff working at this level should be expected to have a strong demonstrated understanding of some of these skills.
Using ‘prioritisation’ as an example, you should be using your delegation skills to enable you to focus on ‘high return’ activities whilst simultaneously developing the skills of other staff. Your understanding of ‘change management’ should be at a strategic level enabling you to guide your organisation and staff through significant change. Your ability to build partnerships should move from a regional level through to a state and national level.
Tools for strengthening self-awareness will need to be more complex, such as the Myers-Briggs type indicator.
Still, it is not suggested that you should commence your role with these skills already in place. Think of it more as a skills pathway to perform the tasks associated with your role.
Table 1. Skills matrix - priority areas for skill developmentSkill & priority
Year 1 Year 2 Year 3
Governance (a)Change
management (a) Self awareness (a)Leadership (b) Partnership building (b)
Staff management (c)Communication and listening
(c)Prioritisation (d) Negotiation (d)
Knowledge management (e)
Step 2. Think about methods for skill developmentThe options for skill development are shown in Table 2. They’re based on the ‘Staged Self-directed Learners’ (SSDL) model developed by Gerald Grow. The SSDL model shows that learners advance through stages of increasing self-direction, from dependency (on others) through to self-direction. Whilst there will be an initial need to participate in workshops and courses as an effective option for skill development, the responsibility will largely rest with you to ensure you are increasingly self-directed in your skill development.
Self-direction will also increase as you allocate time to think and reflect on your work to identify areas for continual improvement.
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Table 2. Methods for skill developmentSkill development
optionDescription
Workshop Participative interactive workshop addressing all adult learning strategies & accessing experience of peers. This can also include training courses and to a lesser degree, seminars (which tend to focus on one-way communication)
Shadowing Staff member works with senior or more experienced staff member to observe how they approach specific tasks or projects
Mentoring Staff member uses mentoring process to address specific developmental issue
Peer forum Staff member attends (or logs into online) to further develop their understanding of specific issues or seek feedback on challenges that they’re dealing with
Self-sourced Staff member seeks out learning materials (books, CDs, DVDs, online courses etc) and allocates time to utilise & apply these
Note – it’s assumed that you’ll also continue to learn directly from your ‘on the job’ experience. Your effectiveness will increase if you incorporate some form of reflective practice including debriefs and journal of learning.
Step 3. Identify the skills needed in your roleIf you have a supervisor, coach or mentor you should involve them in this process. You should both separately fill in the skill requirement tables for the current year of your tenure (either Year 1; Year 2 or Year 3.) All you need to do is:
1. Select which year is most appropriate (Yr 1, 2, or 3)2. Identify the skills needed for your role during this year3. Identify and provide examples of skills that you already have and use4. Identify any gaps
Then meet for 90 minutes to: Compare answers Agree on skill development needs Map out a skill development program for the coming 12 months
If you can already demonstrate satisfactory abilities and practices in any of the skills listed it is recommended that you focus your developmental efforts on the next highest priority in the matrix.
The skill development program should be reviewed every four months.
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Year 1 skill requirements
SkillSkill req’d
(Y/N)Already trained and/or
using this skill (Y/N)Examples of this
Governance (a)
Leadership (b)
Staff management (c)
Prioritisation (d)Knowledge management (e)
Year 1 skill gaps
SkillPriority for
developmentReasons why
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Year 2 skill requirements
SkillSkill req’d
(Y/N)Already trained and/or
using this skill (Y/N))Examples of this
Change management (a)
Partnership building (b)
Communication and listening (c)
Negotiation (d)
Year 2 skill gaps
SkillPriority for
developmentReasons why
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Year 3 skill requirements
SkillSkill req’d
(Y/N)Already trained and/or
using this skill (Y/N)Examples of this
(a) Self awareness
Year 3 skill gaps (look at specific aspects of your self-awareness)
SkillPriority for
developmentReasons why
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Step 4. Develop options to address skill gaps Now that you’ve identified the skill gaps, you can work on identifying options to address them. An example is provided in Table 3 below.
The skill gap in this instance is ‘Governance’. You now need to identify the ‘what, who & when’ for each of the skill gaps that you’ve identified, using the templates on the following pages. Refer back to Table 2 for a description of each method.
Your completed templates can then be used as a calendar or action plan for your ongoing learning and development. Once these have been completed, fill in the summary template (Table 8) as a quick way to reference guide and a way to track your progress. An example is shown in Table 7.
Table 3. Example skill development template - Project managementWhat I will do Who will be
involvedPriority When
byWshop/course Identify courses coming up in Bunbury or
PerthGet course recommendations from networks Enrol
Me & mentor
Me
Me & Board
High 12/3
Mentoring Work with mentor to identify governance strengths & weaknessesDevelop strategies to improve specific aspects of my governance skills
Me & mentor
Me
High 30/6
Self sourced Buy, read & utilise ‘Governance for Dummies‘
Me High 30/7
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Table 4. Recommended methods for skill development - Year 1
Skills Avenue for developmentWshop/course Shadowing Mentor
Peer forum Self sourced
Governance √ √ √Leadership √ √ √Staff management √ √ √Prioritisation √ √ √Knowledge management √ √
Table 5. Recommended methods for skill development - Year 2
Skills Avenue for developmentWshop/course Shadowing Mentor
Peer forum Self sourced
Change management √ √ √Partnership building √ √ √Communication & listening √ √ √Negotiation √ √ √
Table 6. Recommended methods for skill development - Year 3
Skills Avenue for developmentWshop/course Shadowing Mentor
Peer forum Self sourced
Self awareness √ √ √
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Year 1 Skill development template - Governance What I will do Who will be involved Priority When by
Wshop/course
Mentoring
Self sourced
Year 1 Skill development template – LeadershipWhat I will do Who will be involved Priority When by
Wshop/course
Mentoring
Peer forum
Self sourced
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Year 1 Skill development template – Staff managementWhat I will do Who will be involved Priority When by
Wshop/course
Mentoring
Self sourced
Year 1 Skill development template - PrioritisationWhat I will do Who will be involved Priority When by
Wshop/course
Mentoring
Self sourced
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Year 1 Skill development template – Knowledge managementWhat I will do Who will be involved Priority When by
Wshop/course
Self sourced
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Year 2 Skill development template – Change managementWhat I will do Who will be involved Priority When by
Wshop/course
Mentoring
Peer forum
Year 2 Skill development template – Partnership buildingWhat I will do Who will be involved Priority When by
Wshop/course
Mentoring
Peer forum
Self sourced
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Year 2 Skill development template – Communication & listeningWhat I will do Who will be involved Priority When by
Wshop/course
Mentoring
Self sourced
Year 2 Skill development template – NegotiationWhat I will do Who will be involved Priority When by
Wshop/course
Shadowing
Mentoring
Self sourced
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Year 3 Skill development template – Self-awarenessWhat I will do Who will be involved Priority When by
Wshop/course
Mentoring
Self sourced
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Table 7. Example summary table
Skill Gap Methods for development (High priority)
Target date Review date Completed (Y/N)
Governance Course 12th March 30th March
Mentoring 30th June 15th JulySelf sourced 30th July 15th August
Leadership Workshop 14th April 30th AprilAttend leadership forum 1st October 15th October
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Table 8. Summary tableSkill Gap Methods for development
(High priority)Target date Review date Completed (Y/N)
1.
2.
3.
4.
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Appendix 1. Providers of training in core skill development areas for NRM staff
Skill development need Provider Contact Location NRM sector experience
Regional delivery
Adult learningAha! Consulting www.ahaconsulting.net.au Perth Yes Yes
ARID Groupwww.arid.com.au Perth Yes Yes
Change managementAha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesBJC Consulting [email protected] Perth Yes YesLeadership Management Australia –XL Partners
Perth Yes
Progressive Training www.progressivetraining.com.au Geraldton Yes Yes
Communication & listening skills
Aha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Perth Yes Yes
BJC Consulting [email protected] Perth Yes YesCombined Team Services www.ctsconsult.com.au Bunbury YesCVHR Learning, Leadership and HR Solutions
www.cvhr.com.au Perth Yes
Every Excellence www.everyexcellence.com.au Margaret River
Yes
Imagination Works [email protected] PerthInstitute of Public Administration Australia (WA)
www.wa.ipaa.org.au Perth Yes
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Leadership Management Australia –XL Partners
Perth
Progressive Training www.progressivetraining.com.au Geraldton Yes YesTAFE – Great Southern www.gstafe.wa.edu.au
WA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes YesCommunity engagement
Aha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesBJC Consulting [email protected] Perth Yes YesInstitute of Public Administration Australia (WA)
www.wa.ipaa.org.au Perth Yes
International Association of Public Participation (IAP2)
www.iap2.org.au Brisbane Yes
21st Century Dialogue www.21stcenturydialogue.com PerthCustomer service
Business Management and Training Services
www.busmgt.com.au Gelorup Yes
Every Excellence www.everyexcellence.com.au Margaret River
Yes
Leadership Management Australia –XL Partners
Perth
Progressive Training www.progressivetraining.com.au Geraldton Yes Yes
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FacilitationAgribusiness Training (Curtin University & DAFWA)
[email protected] Northam Yes Yes
Aha! Consulting www.ahaconsulting.net.au Perth Yes YesARID Group www.arid.com.au Perth Yes YesInstitute of Public Administration Australia (WA)
www.wa.ipaa.org.au Perth Yes
People Rich www.peoplerich.com Perth Yes YesWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes
LeadershipAha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Perth
MandurahDenmark
Yes Yes
Business Management and Training Services
www.busmgt.com.au Gelorup Yes
CVHR Learning, Leadership and HR Solutions
www.cvhr.com.au Perth Yes
Every Excellence www.everyexcellence.com.au Margaret River
Yes
Institute of Public Administration Australia (WA)
www.wa.ipaa.org.au Perth Yes
Leadership Management Australia –XL Partners
Perth Yes
Progressive Training www.progressivetraining.com.au Geraldton Yes YesWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes
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NegotiationAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Denmark Yes YesChatfeild-Clarke Consulting www.paulchat.com PerthCVHR Learning, Leadership and HR Solutions
www.cvhr.com.au Perth Yes
Green Skills [email protected] Denmark Yes YesIlluminare [email protected] Works [email protected] PerthWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes
Network developmentARID Group www.arid.com.au Perth
MandurahDenmark
Yes Yes
Institute of Public Administration Australia (WA)
www.wa.ipaa.org.au Perth Yes
Green Skills [email protected] Denmark Yes YesPartnership building
Aha! Consulting www.ahaconsulting.net.au Perth Yes YesARID Group www.arid.com.au Mandurah
DenmarkYes Yes
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Prioritisation skills
Professional writingARID Group www.arid.com.au Perth Yes YesChatfeild-Clarke Consulting www.paulchat.com PerthGrant Cottrell (Media Skills) [email protected] PerthIlluminare (Public relations) [email protected] PerthInstitute of Public Administration Australia (WA)(Report writing)
www.wa.ipaa.org.au Perth Yes
TAFE – Great Southern (Business writing etiquette)
www.gstafe.wa.edu.au Albany Yes
Project managementAustralian Institute of Management (AIM) www.aimwa.com Perth YesBJC Consulting [email protected] Perth Yes YesBusiness Management and Training Services
www.busmgt.com.au Gelorup Yes
Combined Team Services www.ctsconsult.com.au Bunbury YesInstitute of Public Administration Australia (WA)
www.wa.ipaa.org.au Perth Yes
Leadership Management Australia –XL Partners
Perth
People Rich www.peoplerich.com Perth Yes YesProgressive Training www.progressivetraining.com.au Geraldton Yes YesWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes
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Self awarenessAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Perth Yes YesLeadership Management Australia –XL Partners
Perth
Lotus Performance Management www.lotuspm.com.au PerthPeople Rich www.peoplerich.com Perth Yes Yes
Staff managementAha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Perth Yes YesBusiness Management and Training Services
www.busmgt.com.au Gelorup Yes
Combined Team Services www.ctsconsult.com.au Bunbury YesCVHR Learning, Leadership and HR Solutions
www.cvhr.com.au Perth Yes
Every Excellence www.everyexcellence.com.au Margaret River
Yes
Green Skills [email protected] Denmark Yes YesInstitute of Public Administration Australia (WA)
www.wa.ipaa.org.au Perth Yes
Leadership Management Australia –XL Partners
Perth
Lotus Performance Management www.lotuspm.com.au PerthProgressive Training www.progressivetraining.com.au Geraldton Yes YesWA Council of Social Services (WACOSS) www.wacoss.org.au Perth Yes Yes
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Time managementAha! Consulting www.ahaconsulting.net.au Perth Yes YesAustralian Institute of Management (AIM) www.aimwa.com Perth YesARID Group www.arid.com.au Denmark Yes YesBusiness Management and Training Services
www.busmgt.com.au Gelorup Yes
Chatfeild-Clarke Consulting www.paulchat.com PerthCombined Team Services www.ctsconsult.com.au Bunbury YesCVHR Learning, Leadership and HR Solutions (Using MS Outlook)
www.cvhr.com.au Perth Yes
Every Excellence www.everyexcellence.com.au Margaret River
Yes
Illuminare [email protected] Management Australia –XL Partners
Perth
Progressive Training www.progressivetraining.com.au Geraldton Yes Yes
Disclaimer.This document is the result of information compiled through meetings and surveys with stakeholders involved in the NRM sector of Western Australia, complemented by analysis of relevant publications. The skills matrix and planning tools have been provided on the basis of the information provided, aligned with the project requirements. No legal responsibility can be accepted by the authors for any other person acting on information contained in the document.
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