Canada: A New Perspective On Public Sector Leadership Competency

Last Updated: July 23 2014
Article by Jason Ducharme

Recently MNP proudly contributed to the development of an important new publication by Canada's Public Policy Forum entitled, "Flat, Flexible, and Forward-Thinking: Public Service Next." To support this initiative, Canada's Public Policy Forum convened roundtables across the country with a cross section of Canada's most respected private and public sector leaders, as well as groups of emerging leaders. The purpose of these roundtables was to get a better understanding of the challenges and opportunities facing the sector.

This report is a follow-up on research arising from "Ten Tough Jobs", a report produced in 2010 by the Public Policy Forum, shedding light on the critical importance of effective public sector leadership.

During the roundtable discussions it was particularly impressive to see participants' strong views regarding the need to build public service capacity by focusing not only on boosting current leadership capabilities, but also investing in the future by attracting and developing top leadership talent. In Canada, we are fortunate to have strong leaders who have effectively steered our governments through times of economic and social turmoil – but what is missing is a clear articulation of the competencies and skills that these leaders must demonstrate in order to succeed. It helps us to better understand what an "ideal leader" looks like, thus setting the groundwork for more effective succession planning, pipeline management, and leadership development programs.

I. THE ANSWER IS NOT WHAT YOU'D EXPECT

There are countless articles and research on public sector leadership, most of which include typical lists of competencies such as courageous, compassionate, smart, innovative, cost saving, collaborative, etc. What is refreshing and innovative about this analysis is that the list of required skills includes a much more thoughtful, layered and bold list of competencies, as listed below.

Persuasive Entrepreneur

Shrewd Diplomat

Fearless Advisor

Passionate Talent Scout

Inspirational Team Captain

Astute Strategist

Empathetic Facilitator

Pragmatic Technophile

Catalyzing Agent

Prudent Manager

Suffice it to say the report shows how important it is for modern public service leaders to adapt their leadership traits to succeed within a context of growing complexity, increasing risk aversion, resource constraints, and hyper scrutiny by multiple stakeholders. Modern leaders leverage these skills to transform their cultures and modernize their practices in order to nurture the flat, flexible, and forward-looking organizations that are required to remain relevant and resilient in today's society.

II. YOUNGER, PASSIONATE AND TRANSFORMATIVE LEADERS

This research makes a welcome departure from simply interviewing "the old boys club." It was valuable to hear the voices of passionate, diverse, hyper-smart and savvy Gen-Xers from across the country. Their views are novel and provide hope that the future of public sector leadership is not as bleak as many doomsayers are predicting.

Future leaders will emerge from a younger generation that possesses quite different career and work expectations. As we bid adieu to the baby boom cohort, tomorrow's Gen X / Y leaders are maturing in a global, interconnected world where change is the norm. Therefore developing these future chiefs will not be a seamless process within the public service. During their careers, they will likely transition to and from numerous organizations in the public, private, and non-profit sectors. Leadership development processes will have to adjust to accommodate these habits and preferences. Succession plans also need to clear away some of the institutional barriers to rapid career advancement that can lurk within many public sector organizations. Governments will benefit from the diverse experience and insights that these passionate young individuals will contribute during their journey to the top.

Flat, Flexible, and Forward-Thinking also underscores the need to effectively manage change. I believe that one of the identified leadership profiles in particular, "catalyzing agent", is a critical skill that will help to deftly balance "changing the business" with "running the business".

III. A USEFUL TOOL TO CULTIVATE TALENT AND MANAGE SUCCESSION

Flat, Flexible, and Forward-Thinking shows us what successful leaders can look like, measured in terms of a clearly articulated competency model. The leadership profiles described in the report can contribute to more effective pipeline planning processes, leadership assessment, recruitment, and the compensation programs needed to drive strategic leadership development. If we want to build a high performing public service for the future, we must first develop thoughtful talent management strategies necessary to attract, develop, and retain the right type of leaders.

As the pool of experienced leaders diminishes (due to the rapidly increasing retirement of baby boomers), organizations urgently need to create a robust pipeline of potential leaders. Competition is intensifying for these highly qualified individuals, so today's public sector leaders must create the culture, processes, and succession plans to attract, nurture, and cultivate the most promising candidates. The competencies listed in Flat, Flexible, and Forward-Thinking will help public sector leaders maintain direction while weathering the storm.

IV. HOPE FOR THE FUTURE

My hope is that today's public service leaders will learn from the valuable insights, the 10 competencies, and the suggested strategies for building future capacity that are portrayed in this report. Flat, Flexible, and Forward-Thinking sets the competency bar very high – an inspiring persona who will address tomorrow's challenges with astuteness, empathy, catalysis, prudence, persuasiveness, shrewdness, fearlessness, pragmatism, passion, and inspiration. Where will these super heroes be found? It will not be easy, but Flat, Flexible, and Forward-Thinking provides the foundational competency model needed to inform effective succession planning and leadership development.

This article was previously published in Public Sector Digest.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on Mondaq.com.

Click to Login as an existing user or Register so you can print this article.

Authors
 
In association with
Related Topics
 
Related Articles
 
Up-coming Events Search
Tools
Print
Font Size:
Translation
Channels
Mondaq on Twitter
 
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
 
Email Address
Company Name
Password
Confirm Password
Position
Mondaq Topics -- Select your Interests
 Accounting
 Anti-trust
 Commercial
 Compliance
 Consumer
 Criminal
 Employment
 Energy
 Environment
 Family
 Finance
 Government
 Healthcare
 Immigration
 Insolvency
 Insurance
 International
 IP
 Law Performance
 Law Practice
 Litigation
 Media & IT
 Privacy
 Real Estate
 Strategy
 Tax
 Technology
 Transport
 Wealth Mgt
Regions
Africa
Asia
Asia Pacific
Australasia
Canada
Caribbean
Europe
European Union
Latin America
Middle East
U.K.
United States
Worldwide Updates
Registration (you must scroll down to set your data preferences)

Mondaq Ltd requires you to register and provide information that personally identifies you, including your content preferences, for three primary purposes (full details of Mondaq’s use of your personal data can be found in our Privacy and Cookies Notice):

  • To allow you to personalize the Mondaq websites you are visiting to show content ("Content") relevant to your interests.
  • To enable features such as password reminder, news alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our content providers ("Contributors") who contribute Content for free for your use.

Mondaq hopes that our registered users will support us in maintaining our free to view business model by consenting to our use of your personal data as described below.

Mondaq has a "free to view" business model. Our services are paid for by Contributors in exchange for Mondaq providing them with access to information about who accesses their content. Once personal data is transferred to our Contributors they become a data controller of this personal data. They use it to measure the response that their articles are receiving, as a form of market research. They may also use it to provide Mondaq users with information about their products and services.

Details of each Contributor to which your personal data will be transferred is clearly stated within the Content that you access. For full details of how this Contributor will use your personal data, you should review the Contributor’s own Privacy Notice.

Please indicate your preference below:

Yes, I am happy to support Mondaq in maintaining its free to view business model by agreeing to allow Mondaq to share my personal data with Contributors whose Content I access
No, I do not want Mondaq to share my personal data with Contributors

Also please let us know whether you are happy to receive communications promoting products and services offered by Mondaq:

Yes, I am happy to received promotional communications from Mondaq
No, please do not send me promotional communications from Mondaq
Terms & Conditions

Mondaq.com (the Website) is owned and managed by Mondaq Ltd (Mondaq). Mondaq grants you a non-exclusive, revocable licence to access the Website and associated services, such as the Mondaq News Alerts (Services), subject to and in consideration of your compliance with the following terms and conditions of use (Terms). Your use of the Website and/or Services constitutes your agreement to the Terms. Mondaq may terminate your use of the Website and Services if you are in breach of these Terms or if Mondaq decides to terminate the licence granted hereunder for any reason whatsoever.

Use of www.mondaq.com

To Use Mondaq.com you must be: eighteen (18) years old or over; legally capable of entering into binding contracts; and not in any way prohibited by the applicable law to enter into these Terms in the jurisdiction which you are currently located.

You may use the Website as an unregistered user, however, you are required to register as a user if you wish to read the full text of the Content or to receive the Services.

You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these Terms or with the prior written consent of Mondaq. You may not use electronic or other means to extract details or information from the Content. Nor shall you extract information about users or Contributors in order to offer them any services or products.

In your use of the Website and/or Services you shall: comply with all applicable laws, regulations, directives and legislations which apply to your Use of the Website and/or Services in whatever country you are physically located including without limitation any and all consumer law, export control laws and regulations; provide to us true, correct and accurate information and promptly inform us in the event that any information that you have provided to us changes or becomes inaccurate; notify Mondaq immediately of any circumstances where you have reason to believe that any Intellectual Property Rights or any other rights of any third party may have been infringed; co-operate with reasonable security or other checks or requests for information made by Mondaq from time to time; and at all times be fully liable for the breach of any of these Terms by a third party using your login details to access the Website and/or Services

however, you shall not: do anything likely to impair, interfere with or damage or cause harm or distress to any persons, or the network; do anything that will infringe any Intellectual Property Rights or other rights of Mondaq or any third party; or use the Website, Services and/or Content otherwise than in accordance with these Terms; use any trade marks or service marks of Mondaq or the Contributors, or do anything which may be seen to take unfair advantage of the reputation and goodwill of Mondaq or the Contributors, or the Website, Services and/or Content.

Mondaq reserves the right, in its sole discretion, to take any action that it deems necessary and appropriate in the event it considers that there is a breach or threatened breach of the Terms.

Mondaq’s Rights and Obligations

Unless otherwise expressly set out to the contrary, nothing in these Terms shall serve to transfer from Mondaq to you, any Intellectual Property Rights owned by and/or licensed to Mondaq and all rights, title and interest in and to such Intellectual Property Rights will remain exclusively with Mondaq and/or its licensors.

Mondaq shall use its reasonable endeavours to make the Website and Services available to you at all times, but we cannot guarantee an uninterrupted and fault free service.

Mondaq reserves the right to make changes to the services and/or the Website or part thereof, from time to time, and we may add, remove, modify and/or vary any elements of features and functionalities of the Website or the services.

Mondaq also reserves the right from time to time to monitor your Use of the Website and/or services.

Disclaimer

The Content is general information only. It is not intended to constitute legal advice or seek to be the complete and comprehensive statement of the law, nor is it intended to address your specific requirements or provide advice on which reliance should be placed. Mondaq and/or its Contributors and other suppliers make no representations about the suitability of the information contained in the Content for any purpose. All Content provided "as is" without warranty of any kind. Mondaq and/or its Contributors and other suppliers hereby exclude and disclaim all representations, warranties or guarantees with regard to the Content, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. To the maximum extent permitted by law, Mondaq expressly excludes all representations, warranties, obligations, and liabilities arising out of or in connection with all Content. In no event shall Mondaq and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use of the Content or performance of Mondaq’s Services.

General

Mondaq may alter or amend these Terms by amending them on the Website. By continuing to Use the Services and/or the Website after such amendment, you will be deemed to have accepted any amendment to these Terms.

These Terms shall be governed by and construed in accordance with the laws of England and Wales and you irrevocably submit to the exclusive jurisdiction of the courts of England and Wales to settle any dispute which may arise out of or in connection with these Terms. If you live outside the United Kingdom, English law shall apply only to the extent that English law shall not deprive you of any legal protection accorded in accordance with the law of the place where you are habitually resident ("Local Law"). In the event English law deprives you of any legal protection which is accorded to you under Local Law, then these terms shall be governed by Local Law and any dispute or claim arising out of or in connection with these Terms shall be subject to the non-exclusive jurisdiction of the courts where you are habitually resident.

You may print and keep a copy of these Terms, which form the entire agreement between you and Mondaq and supersede any other communications or advertising in respect of the Service and/or the Website.

No delay in exercising or non-exercise by you and/or Mondaq of any of its rights under or in connection with these Terms shall operate as a waiver or release of each of your or Mondaq’s right. Rather, any such waiver or release must be specifically granted in writing signed by the party granting it.

If any part of these Terms is held unenforceable, that part shall be enforced to the maximum extent permissible so as to give effect to the intent of the parties, and the Terms shall continue in full force and effect.

Mondaq shall not incur any liability to you on account of any loss or damage resulting from any delay or failure to perform all or any part of these Terms if such delay or failure is caused, in whole or in part, by events, occurrences, or causes beyond the control of Mondaq. Such events, occurrences or causes will include, without limitation, acts of God, strikes, lockouts, server and network failure, riots, acts of war, earthquakes, fire and explosions.

By clicking Register you state you have read and agree to our Terms and Conditions