Leadership Intervention
Project – analysis
Presented by Olivia Spencer V2R Ltd
on behalf of Denise Lavis, CyMAL for
the meeting of ALMA UK
4 November 2011
Leadership Project - origins
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Workforce development group, a snapshot
To provide information for decision makers
Sponsor - Helen Osborn of Libraries NI
Managed by - MLA & Katrina Thomson
SLIC; Museums & Galleries Scotland;
CyMAL; Libraries NI; MLA and LLUK
Leadership Project: Findings
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A varied picture of leadership development
More ‘reported’ examples in England
May be higher provision in other 3 nations
Very little evidence of provision in Archives
Larger organisations have better access
Smaller organisations are disadvantaged
Leadership Interventions - Findings
• Some have embedded leadership qualities
into their performance & HR frameworks
• Focus on innovation helps to create more
dynamic environment for new leaders
• Leadership development support is being
cut back as part of budget constraints
Leadership Intervention Challenges
• Formulating a strategy & framework
• Sufficient time, planning & resources
• Recognition that leadership development
improves effectiveness
• Ensuring that learning can be applied
• Co-ordinate external courses with internal
working practices and learning plans
• Offer flexibility in delivery and accreditation
LLUK – skills assessment
Library, archive & information employers
identified the following five key skills:
• Partnership working
• Community engagement and development
• Managing change, literacy and ICT skills
• Promoting and marketing the organisation
• Fund raising and bid writing
Four Nations – key information
overview snapshot
• Scotland – quality improvement tools
• England – MLA funded programmes
(10yrs), Clore Foundation, CLP
• Wales/CyMAL – accreditation, directory
Clore, WCVS, CyMAL & PSMW plus more
• N. Ireland – EFQM, managing people
– PRONI – civil service leadership development
Leadership development
interventions – analysis
• Hierarchical orgs holding back talent
• Strategy to support innovative leadership
• Diversify the talent base, where are
current leaders coming from & are they?
• Support smaller organisations
• Leadership qualifications and academia
• Private sector experience, work exchange
Leadership development
interventions – analysis
• Clear policy on succession planning
• Awareness, communication, collaboration
• Collaboration between organisations, providers
and staff to embed in work place
• Mixed menu of provision & online directory
• Political, professional & corporate context
• EFQM as a tool – development & quality
• Public Service Management Wales (PSMW)
Leadership development
interventions – analysis
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Key leaders database for mentoring
Link to accreditation & support SMEs
Reward innovation & share knowledge
Identify a common evaluation process
Encourage linking learning to appraisal
and performance framework in context
• Ensure pre-course diagnostic/follow up
Leadership development
interventions – analysis
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Look to the wider sector and examples
Help with funding initiatives and applying
Explore ways to support smaller orgs
Allow for constraints and flexible working
Learn from ten years of leadership
intervention and development research
Leadership development
interventions – current practice
• External leadership courses – national
or regional
• Internal leadership courses – bespoke
• Innovations – new approaches
External Programmes
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Clore Leadership Programme
Leading Archives and Museums
Leading Modern Public Libraries
Take the Lead
Corporate Change Fund Leadership
Wales – competency framework, courses,
PSMW, Executive leadership,
postgraduate certificate, living library etc
External Programmes
• Collection Skills Initiative – NI
• Innovators – East of England Museums
• Leading Change – W. Midlands Museums
• Next generation Leadership – Yorkshire
• V & A Leadership Development Courses
Internal Programmes
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Mentoring and coaching
Management approaches
Graduate traineeships
Bespoke leadership development courses
Whole organisation approach to
leadership development
• Examples of good practice
Benefits
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Gaining confidence and perspective
Making a link between learning & practice
Using leadership dev as an integrated tool
Weaving leadership dev in all aspects of working
at all levels
Developing a combination of approach
Bespoke opportunities
Broaden skills and experience
Developing new qualities e.g. philanthropy,
slimming down and financial sustainability
Framework for discussion
How might ALMA UK identify needs & the future?
• Agree a UK wide strategy for development
• Set out a process and criteria
• Identify key analytical tools e.g. 360
• Link to quality improvement & accreditation
• Encourage mentoring, coaching, shared learning
• Establish a collaborative agreement
• Offer support in accessing funding
Framework for discussion
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Link to career development
Encourage on the job placements
Ensure consistent coverage & approach
Commission innovative work
Support for business case and evaluation
CLP work on economic outcomes
Questions and action
• What leadership skills will be needed in the next
3-5 years?
• How will succession planning develop?
• How can leadership development be taken
forward in times of economic constraint?
• How can learning be integrated in work?
• What potential is there to work across borders?
• What next ?– action building on this report
Thank You
Olivia Spencer V2R Ltd for CyMAL
November 2011
olivia.spencer@btinternet.com