Welcome to this introductory post on the CLF leadership expectations. The aim is to give you an insight into why and from where they were created, what they include and how you can use them.
Why?
Having clear models of excellence or expectations is a great way to ensure that there is CLARITY and COHERENCE amongst staff. For us in the CLF the leadership expectations serve two key purposes:
Recruitment & Selection - The expectations form part of the recruitment packs that accompany any leadership role within the CLF and are used to assess suitability, shortlist candidates and support selection decisions.
Professional Development - The expectations form the framework upon which all CLF leadership development sits. The expectations, as you will read more about at the bottom of this post can be used to highlight strengths and areas for development through self and 360 degree assessments, drive self-study through the PD platform and also provide a stimulus for coaching.
From Where?
The expectations were carefully crafted from a range of different evidence bases and continue to evolve over time. The key stimuli include:
What?
There are 6 core expectations which are then broken down into smaller sub-competencies. These can be seen in the image below
How?
Assessment
Awareness and acknowledgement are the first steps in Professional Development and CLF leaders can use the following link to complete a self-assessment questionnaire that will capture their own reflections of which expectations are strong and which require development (LINK)
Self-Study
CLF leaders can also use the leadership expectations and their self-assessment data to drive their own self study. Each of the core 6 expectations has its own PD platform post which contains additional information. (LINKS BELOW)
Coaching
Through their academies / teams or the CLF institute, CLF leaders can engage in a programme of leadership coaching. The results of the self-assessment and self-study can be further explored and understood through the CLF responsive coaching model. Leaders should speak to the leader of PD in their Academy / Team in order to discuss this further.
