Great companies focus on selecting and developing great leaders and great leaders create a great place to work for our employees. Together they deliver great results.
It is an important role to supervise and lead others and with that in mind, BC Assessment has identified six leadership behaviours we believe will help create the desired culture needed to deliver our vision and goals.
Defining these behaviours helps our employees, and potential BC Assessment leaders during the hiring process, understand what is expected of a leader at BC Assessment. The behaviours also help our people to prepare development and career plans to achieve both personal and professional goals while also creating a welcoming, flexible, hardworking and efficient workplace culture.
Our six leadership behaviours include:
- Be Strategic - Think and act to shape our future
- Innovate & Improve - Generate and implement improvements that will realize strategy
- Drive High Performance - Inspire and deliver outstanding results
- Lead Change - Identify, prioritize and lead change successfully
- Foster Talent - Develop people to reach their full potential and address our talent needs.
- Build Trusted Relationships - Collaborate broadly to deliver on shared goals
Our leadership compass
A map is a good management tool while a compass is a great leadership tool. You need both to navigate in the right direction at BC Assessment.
At BC Assessment, no matter where you are or what situation you step into, the compass is one tool you can rely on to choose your course of action, make decisions reflective of our BC Assessment values and apply the key behaviours most essential for our leaders.
Drive high performance
Inspire and deliver outstanding results.
The ability to create the conditions that enable teams to function effectively, aligned to a decisive course of action that will ensure that BC Assessment goals and customer needs are met with a high standard of excellence. Leaders who demonstrate this competency remain focused in the face of ambiguity, building on past experiences and expertise, while remaining open to new approaches, to consistently achieve results and improve performance. They model BC Assessment values and set the standard for all employees, encouraging others to make the right decisions and act in the best interests of the organization. These leaders engage and enable others to perform at their best, effectively and appropriately confronting conflicts, performance issues, resource constraints and other obstacles. They ultimately establish an environment where every employee feels accountable, delivers on their commitments and is motivated around a clear vision and goal.
Think and act to shape our future.
The ability to shape organizational direction in response to prevailing and anticipated business realities. It means consideration of organizational issues in a broad and systemic sense, and linking long-range visions and concepts to daily work. These leaders have developed strong business acumen and industry insight and a sharp awareness of the impact of internal and external factors on the organization. They integrate that insight into decisions and future plans, acting in the best interests of BCA. Leaders who demonstrate this competency have the ability to identify priorities and opportunities for the organization; ensure long term plans become reality; are bold in sharing opinions; and make strategic decisions where there is often a degree of uncertainty and risk.
Innovate & improve
Generate and implement improvements that will realize strategy.
The ability to take a new approach to organization problems; and stimulate new ideas and approaches. Leaders who demonstrate this competency consistently challenge the status quo and encourage others to continually re-conceptualize parts of their business. They are open to new and different ideas, and are driven by an underlying curiosity and desire to know more about things, people, and situations for the purpose of innovating and improving. They value action, and look for ways to be proactive in implementing new or unique approaches and technology in order to have a clear impact. It also includes taking the lead to move the organization forward, taking calculated risks when trying something new, doing things differently and continuing to improve.
Identify, prioritize and lead change successfully.
The ability to identify, prioritize appropriately and articulate a vision for change that will enable engagement, responsiveness and a successful transformation. Leaders who demonstrate this competency actively engage others and are diligent to ensure change is executed from start to finish. They enable people and organizations to understand why change needs to happen, formulate how individuals will respond, and then work through that change – all while providing ongoing guidance and support. They are agile, optimistic and resilient in response to change, adapting to meet changes and willingly embrace and champion change. This involves using a wide diversity of methods to communicate the vision, and working actively to ensure the change message is straightforward and transparent, but also translated into relevant and specific behaviours.
Develop people to reach their full potential and address our talent needs.
The ability to build capability, developing one's self while supporting others to achieve their maximum potential in line with the needs of the organization. Leaders who demonstrate this competency work to ensure that others have the capability to perform at their best. It includes ensuring the right people are in the right roles and actively coaching to foster learning, development, and retention of key talent for the organization. This means people are given opportunities for self-assessment and learning as well as given regular, timely and specific feedback. They help others to see challenges or mistakes as an opportunity to learn and grow. It requires openness to learning with an ability to reflect on one's own experience, as well as helping others – and ultimately the organization – to reach its full potential.
Build trusted relationships
Collaborate broadly to deliver on shared goals.
The ability to collaborate with others building strong, lasting relationships that will support the achievement of goals and meet the needs customers and stakeholders, both internal and external. Leaders who demonstrate this competency are able to "tune-in", demonstrating an understanding of their impact on others, as well as apply their insight and understanding of situations in order to work effectively together. It includes reconciling conflicting interests or goals in order to foster a genuine mutual concern for and investment in each other's success. This means listening well using underlying cues or knowledge of others to influence and create a desirable impression. It requires an understanding that relationships are built on mutual trust, as well as a commitment to maintaining close and careful contact with others in order to deliver BC Assessment's quality products and services.