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RCMP Leadership Initiative

RCMP Leadership Initiative. Purpose, Progress and Direction. Police Sector Council. Presentation Agenda. Challenges Response – Leadership Continuum Implications for leadership identification, development and HR policies and practices New Directions in Leadership Development

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RCMP Leadership Initiative

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  1. RCMP Leadership Initiative Purpose, Progress and Direction. Police Sector Council

  2. Presentation Agenda • Challenges • Response – • Leadership Continuum • Implications for leadership identification, development and HR policies and practices • New Directions in Leadership Development • New delivery models

  3. Challenges • Operational – growing complexity of policing, expanded mandate • Organizational - limits of bureaucracy for dealing with change, accountability & higher expectations for service within limited resources • Demographics– new leaders with less experience • Restraint – No a-base for executive leadership development • Morale – confusion on expectations & growing cynicism

  4. Leadership • Not about having the job, but about: • getting the job done, • through and with others, • ethically, productively and sustainably.

  5. The Goal • Results for Canadians achieved: • ethically, • collaboratively • productively and • sustainably

  6. Achieving the Goal • Leadership is a large part of the solution • Our mission and mandate can only be realized with competent and confident leadership

  7. RCMP Refocus • Values and results • Developing others not only self • Collaboration not competition • Targeted approaches not one size fits all • Progress toward networked practices within a bureaucratic structure

  8. Short-term Objectives • Identify potential early • Distinguish supervisors, managers, senior managers and executives demonstrating: • increasing complexity and corporate responsibility • Increasing scope, reach and time horizons • Target limited resources in about to take on high impact positions or to individuals with potential.

  9. Response • Framework: • greater coherence and consistency • Rollout of Talent Segmentation and Succession Planning Tools. • Filling Gaps • new courses • revised programs • Support on-the-job • New Delivery Models • increased reach • lower costs • better training

  10. RCMP Continuum of Leadership Nov 30, 2010 GOAL: results for Canadians achieved ethically, productively and sustainably.  FOCUS DEVELOPMENT PROGRAM Setting the vision & agenda for now & the future (strategic leadership) SEDP Strategic Leadership EDP Corporate Leadership Achieving common direction (corporate leadership) (targeted, fast-tracked development) FPP Action management & implementing the corporate agenda (mediated leadership) Management for Execution MDP Building high-performance teams & benchstrength to achieve the mission (direct leadership) SDP Supervision & Development of Others FCP Delivering on the mission & core values (leadership in performance) Application of Leadership Behaviors EOP CTP Development of Leadership Behaviors

  11. Leadership Expectations • For the first time competencies linked to accountabilities, responsibilities & individual & broader organizational success measures

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