Leadership Behaviours

[drb]

New Management Scheme For All Managers


We’ve reviewed our leadership behaviours to ensure they support the business strategy and priorities.
They will help you understand exactly how to support our goals, meet the challenges we face in an increasingly competitive market, and help you understand how to support your direct reports.
Until now, we’ve used different behaviours for different processes such as performance management, talent recruitment, and World Class Mail.

The new leadership behaviour framework is relevant to all processes, easy to understand, linked to our new values and aligned to what our customers want from Royal Mail Group.

The new leadership behaviours are:
• Leading by example
• Strategic and commercial perspective
• Problem-solving
• Delivering solutions
• Influence and collaboration
• Drive and resilience.
More information

What does this mean to me?
When you draft your personal development plan you will need to consider not just what goals you need to achieve but also how you will go about achieving them – in line with the new leadership behaviours.

At half-year and full year review you also need to demonstrate that you achieved your goals in the right way by demonstrating these leadership behaviours.

To give an indication of just how important leadership behaviours are, from this year onwards all managers’ bonuses will have a personal element based on their appraisal rating. This will take into account leadership behaviours as well as performance against goals.

Managing change and supporting people
By adopting these new leadership behaviours we will be able to address some of the issues highlighted in the recent employee survey.

These include needing to better manage change, providing people with more support and encouragement in their day-to-day work, and informing people about their local work area’s performance.

What happens next?
A performance management appraisals guide will be communicated to you in the near future. This will contain the leadership behaviour framework, a description of what each of the behaviours looks like for junior managers, middle managers, senior managers and SLP/REMCO and an explanation of how and why we have updated the behaviours.

This is designed to help you understand the behaviours you need to apply and demonstrate as a manager at Royal Mail. It will also help you to understand how to rate against the new behaviours for half year appraisal.

[General Mannerheim]

What a crock of shite!!

[drb]

What a crock of shite!!

LOL! I thought this post would gain interest!

[fishtank]

I'm very unhappy at the use of behaviour as a countable noun and lazily adding an s to form the plural.
Since behaviour relates to an already plural range of actions it has to be reverted to the singular first with the addition of a word like pattern which can then be used as a more acceptable plural like behaviour patterns.
Behaviours is such an ugly word.
I may email Moya....and it's a crock of shite as has already been mentioned.

[houseoflords]

What a load of Corporate Bull! Some Company lacky will believe it all. Where's that Sand I want to bury my Head.

[Stormproof]

That'll be all my managers out of job then. I doubt any of them would understand it

[IloveMYredTROLLEY!]

To give an indication of just how important leadership behaviours are, from this year onwards all managers’ bonuses will have a personal element based on their appraisal rating. This will take into account leadership behaviours as well as performance against goals.

Sounds like a licience to aim bullying and harassment against OPGs who want to rightfully cut off, if you succeed, you get the "leadership behaviour" element of your bonus.

Managers should not be getting wage related bonuses upon what happens to the mail at their depot, unless their is a counter-measure against pressuring OPGs into not foillowing delivery protocol and mangers have to enforce correct delivery methods, end of.

[clashcityrocker]

Behaviours is such an ugly word.

I'm just grateful they didn't remove the u.

[drb]

Such Beautiful words forthcoming from our comrades!

All is not lost,(I am glad to hear!)

Get stuck in to them! Utter w*****s they are!

[TrueBlueTerrier]

Well I do like the fact that they are thinking about Leadership because that's one thing missing in Royal Mail. Unfortunately all they have done is replace the word "Management" with "Leadership", and even then not completely in this memo.

Changing the style of Leadership is not just a change of words, its a change of attitude and style. This memo has the same attitude and style as all the other communications we get, I am guessing that the Leadership will suffer the same fate.

I really hope we are all wrong, and for once I really do.

[clashcityrocker]

Well I do like the fact that they are thinking about Leadership

They think about leadership.
They think about Health and Safety.
They think about engagement.
They DO very little.

[Lincox]

Hopefully it is a performance management tool to dramatically reduce their bonus.

[TrueBlueTerrier]

Hopefully it is a performance management tool to dramatically reduce their bonus.

I think it would be inappropriate for anyone to mention Mr Higson of the back of this post - so no-one should.

[ballee]

Who actually writes this crap, is there a special department in royal mail staffed with people that believe this.

[hampshireman]

Great stuff indeed.

I have worked under this Leadership and Appraisal type syetem.

It can and does work if applied correctly , honestly and transparently. If the Manager thinks about his/her job ; its Key Elements and areas for improvement (on an objective and personal level.... and is actually honest in their evaluation. Then it can work.

Where RM really falls down is the quality of Managers. I have met a couple of good DOMs ; but sadly never quality Line Managers.

Too often Managers are not Managing. They are tidying, prepping , sorting overtime out. At no point have i seen future planning ,or , people management skills, in evidence.