Cluster 5 – Working with others

1.1- Managing relationshipsy

Developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.

Competence

• LEARNING

  • Demonstrating and building rapport with persons at all levels and from diverse backgrounds
  • Pays attention to others and is open to their ideas
  • Recognises and resolves differences between self and others
  • Being positive and friendly to make others feel comfortable and respected
  • Work based transparency with colleagues within and outside own team

• EXECUTING

  • Build new relationships
  • Identifies differences and takes action
  • Creates an environment where people are respected

• MONITORING

  • Recognises the team contributions in prioritised delivering
  • Delivers objectives by holding together diverse team

• DIRECTING

  • Identifies and involves a diverse range of people
  • Sharing knowledge and insights to build mutually beneficial associations / alliances

DEFICIENCY

• LEARNING

  • Interacting awkwardly or inappropriately with others
  • Negative impact of own behaviour on others

• EXECUTING

  • Makes minimal effort to keep contact or relationships
  • Interacts only to a selected few

• MONITORING

  • Misses opportunities to open doors to new relationships or working in partnership

• DIRECTING

  • Builds relations out of limited contacts

1.2-Respect for others

Consulting and / or listening to and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others’ expectations.

Competence

• LEARNING

  • Clearly understand requirements and not make assumptions
  • Demonstrates enthusiasm and offer a ‘can do’ outlook to all requests
  • Provides precise and timely responses
  • Requests feedback to improve personal service to others

• EXECUTING

  • Understand the requirement by gathering and assessing information when the requests lack clarity
  • Interacting efficiently with stakeholders
  • Tailors services as per the stakeholder needs
  • Receives feedback from all corners to improve service

• MONITORING

  • Organise teams according to diverse stakeholder needs and tailors deliverables accordingly
  • Demonstrate self a role model to others
  • Manages stakeholder expectations where possible

• DIRECTING

  • Builds the reputation as an organisation
  • Introduces a culture that encourages staff to consider organisations’ needs first

DEFICIENCY

• LEARNING

  • Demonstrating unprofessional behaviour while interacting with stakeholders
  • Disregards issues identified until someone complains

• EXECUTING

  • Demonstrating lack of interest in receiving constructive feedback to improve interaction with stakeholders

• MONITORING

  • Minimal interaction with stakeholders resulting in a static environment
  • Accepts lowly service levels from team and does not encourage perfection

• DIRECTING

  • Demotivates the organisation to consider about the needs of stakeholders
  • Accepts deliverables that do not meet the requirements of stakeholders

1.3- Communicating and influencing

Ability to present information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us

Competence

• LEARNING

  • Positive representation of self and team
  • Communicate in a language that is easily understood by the target group
  • Communicates persuasively and confidently
  • Checks for understanding

• EXECUTING

  • Transparent communication with internal and external stakeholders
  • Delivering messages using evidence based knowledge and modified approaches
  • Challenges others views in an open and positive manner
  • Provides credibility and create a positive image both internally and externally

• MONITORING

  • Inspires and supports teams in having transparent communication
  • Understands complex viewpoints of others, recognises and compromises were necessary

• DIRECTING

  • Converses and negotiates efficiently with stakeholders on multifaceted matters which have future implications.
  • Influencing others by researching and using evidences while conversing

DEFICIENCY

• LEARNING

  • Unable to communicate in a comprehendible way to others
  • Presents views negatively or without conviction

• EXECUTING

  • Being partial and communicating only to a few

• MONITORING

  • The use of influencing people without integrity
  • Does not listen to staff views

• DIRECTING

  • Allows own views to be distorted or influenced inappropriately by others
  • Pushes through own agenda, rather than acting in line with the organisations’