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Generic Ineffective Behaviours - FOR ALL LEVELS
VALUES AND ETHICS — Serving
through integrity and respect
- Attempts to cover up mistakes
- Avoids speaking truth to power
- Lays blame on individuals or previous regimes
- Shows little respect for diverse opinions or beliefs
- Mistreats others
- Abuses power
- Tolerates abusive behaviour by others
- Demotivates or offends others through cynicism or aggression
- Shows favouritism or bias
- Places personal or organizational goals ahead of Government of Canada objectives
- Allows emotions to sway ethical judgment
STRATEGIC THINKING — Innovating
through Analysis and Ideas
Analysis
- Depends on a narrow range of expertise and opinion
- Excludes other levels or partners in framing strategy
- Ignores new information or changing circumstances
- Demonstrates insensitivity to national, regional, or PS context
- Does not analyze own strengths and weaknesses or listen to feedback
Ideas
- Abdicates responsibility for guiding or contributing to the departmental vision
- Designs response to short-term pressure without consideration of long-term implications
- Designs long-term plans without consideration of short-term implications
- Provides a vision, strategy, or advice that is not in line with the mandate
- Ignores the impact of strategies on stakeholders, partners
- Develops or promotes strategies or plans that are too detail-oriented or too abstract
ENGAGEMENT — Mobilizing people, organizations, partners
- Acts as sole decision maker or stakeholder
- Hoards information
- Abdicates communication responsibilities to other levels
- Fails to work horizontally with key partners
- Fails to build behind-the-scenes support
- Alienates others through anger, aggression, over-confidence, or lack of self-awareness
- Refuses to consider and incorporate the views of others
- Avoids dealing with contentious issues
MANAGEMENT EXCELLENCE — Delivering through Action Management, People Management, Financial Management
Action Management — Design and Execution
- Develops an ineffective plan to achieve goals
- Retains ineffective structures, systems, or programs
- Hesitates to make decisions or take required action
- Provides insufficient, abstract, or sporadic direction
- Refuses to acknowledge poor results
- Deals ineffectively with own stress
- Focusses on one file or activity to the detriment of others
- Backs down in the face of obstacles or challenge
- Focusses solely on crisis management and the short term
- Acts impulsively
- Focusses on turf building rather than organizational stewardship
- Conducts superfluous consultation or analysis to avoid taking action or responsibility
- Micromanages
People Management — Individuals and Workforce
- Fails to provide staff with the tools they need to work and/or develop
- Fails to acknowledge contributions and successes
- Dwells on mistakes and failures
- Fails to deal with conflict
- Builds insufficient workforce capacity
- Abdicates responsibility for HR Planning
- Does not deliver the hard messages when giving feedback
- Fails to deal with ineffective staff
- Fails to ensure complementary strengths in teams, workforce
- Designs workforce exclusively for short-term needs
Financial Management — Budgets and Assets
- Continues to invest resources in an unsuccessful course of action
- Fails to integrate financial and management information
- Ignores audit or evaluation results
- Fails to ensure integrity of information, analysis, and reporting
- Fails to practice rigorous financial management
- Fails to ensure sufficient capacity for sound financial practices
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