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Civil ServiceLeadershipStatementPocket guideInspiringabout our workand its futureConfidentin our engagementEmpoweringour teams to deliver

ContentsOverview of the Statement 1Why do we need a Leadership Statement?2What does good leadership look like?3What does it mean for me?4How can I improve my leadership capability?6Leadership Development opportunities8Tear-off Leadership Statement 9

Overview of the StatementThe 2014 Civil Service Reform Progress Report and Talent Action Plancommitted us to developing a Leadership Statement that explicitlysets out the behaviour that is expected from all leaders across theCivil Service. It was envisaged that such a Statement would explainthe difference people wanted to see and provide the first step towardsfurther cultural change.Civil Servants across the country were consulted and a clearStatement was produced that reflects their comments about thepositive attributes they want to see in their leaders and in their ownapproach to leadership.Civil Service Leadership StatementAs Civil Service leaders, we take responsibility for the effective delivery of the Government’sprogramme and Ministers’ priorities, living the Civil Service’s values and serving the public.Inspiringabout our work and its futurey We will show our pride in andpassion for public service,communicating purpose anddirection with clarity andenthusiasmy We will value and modelprofessional excellenceand expertisey We will reward innovation andinitiative, ensuring we learn fromwhat has not worked as well aswhat hasConfidentin our engagementy We will be straightforward,truthful and candid in ourcommunications, surfacingtensions and resolving ambiguitiesy We will give clear, honestfeedback, supporting our teamsto succeedy We will be team players, andwill not tolerate uncollaborativebehaviour which protects silosand departmentalismTOP TIP - Raise awareness download the Statement anduse as a poster / postcard1Empoweringour teams to delivery We will give our teams the spaceand authority to deliver theirclearly set objectivesy We will be visible, approachable,and welcome challenge, howeveruncomfortabley We will champion both differenceand external experience,recognising the value they bringy We will invest in the capabilitiesof our people, to be effective nowand in the futureFind out more, Googlesearch Civil ServiceLeadership Statementor email [email protected]

Why do we need a LeadershipStatement?Empirical evidence, independent reports and best practice from theprivate sector show that strong leadership is critical to the culture ofhigh-performing organisations. The Cabinet Secretary made a clearcommitment in the Progress Report on Civil Service Reform (Oct 2014),to set out the behaviour that is expected of all leaders across CivilService grades to exemplify, and ensure that reality matches rhetoric.The publication of the statement is a signal to leaders at alllevels to hold up as a mirror to their own behaviours in achallenging and constructive way, and to be honest aboutwhere they are falling short and take appropriate action toaddress it. Sir Jeremy Heywood, Cabinet Secretary, February 2015The statement of intent takes as its starting point the responsibility of theCivil Service for the effective delivery of the Government’s programmeand Ministers’ priorities, living its values and serving the public. It thenhighlights the three key characteristics that Civil Servants have indicatedthey expect from effective leaders, and that Civil Service leaders promiseto live up to. They are:yy inspiring - about their work and its futureyy confident - in their engagementyy empowering - their teams to deliverTOP TIP: Understandthe context: read theCabinet Secretary’sfull blog launching theStatementFind out more, Googlesearch Civil ServiceLeadership Statementor email [email protected]

What does good leadership look like?The thousands of Civil Servants who contributed to the Statementsaid they wanted to hear about examples of what ‘good’ looks like.To recognise and share practical tips and experiences a number of’60 second interviews’ and blogs with celebrated leaders havebeen completed and are available on the website. A snapshot ofthese is below:Inspiringabout our workand its futureConfidentin our engagementEmpoweringour teams to deliver3Ian Marson, Home Office(Shortlisted for CS LeadershipAward 2014)“I think the question every leadershould ask themselves, and I askmyself is: ‘would you follow you?’Leaders who inspire are those whotalk with you, messages delivered inperson are more effective.”Jackie Heron, HMRC (Winner ofHMRC People Award 2011)“When asking people to dochallenging and stretching things,personal relationships with them allowtrust. I learn by listening to seniorpeople how they phrase sentencesand contextualise situations.”Debbie Cropanese, HMCTS(Winner HMCTS RegionalInspirational Leadership Award)“I deal with [challenges] by alwaysreflecting on my own behaviour. Iseek and give feedback in all sortsof ways at virtually every meetingor event”

What tips could you share about leading?Learning from others has been a key theme from all of thecommunications around the Statement. Taking time to reflect on whatyou do well, and what you find challenging will help identify where youcan develop.Every employee of the Civil Service is a leader – some lead front lineservices to members of the public, some manage large teams, but wecan all make time to reflect on what we do, how we do it, and how itaffects others.TOP TIP: Get goodideas from our top tips‘Be’ cards on GOV.UKFind out more, Googlesearch Civil ServiceLeadership Statementor email [email protected] does it mean for me?Every Civil Servant - a leaderAll Civil Servants, regardless of grade, role or organisation are expectedto reflect the Leadership Statement. They should display the behavioursin all aspects of the work they do to fulfill their objectives.As a result, the Civil Service competencyframework has now been aligned toreflect the Statement. In addition, keyHR processes including recruitment,talent management and performancemanagement are also being alignedto the Statement. All Civil Servants areexpected to reflect the Statement in theirperformance management objectives.4

This approach encouragesall Civil Servants to committo taking positive action toimprove their leadershipcapability. It also sets a clearstandard for which new,developing and ambitious CivilServants can aim.Seeing a positive change in your leadersThe Cabinet Secretary noted in his first blog about the Statement, “Weexpect you to follow closely how the Statement translates into realand observable behaviour change in your leaders.”Many senior leaders have already taken the opportunity to lead visiblyby hosting sessions in regions, reflecting on their own capabilities,and making pledges to improve their leadership; but you can continueto expect to see changes which you can feed back to them on. Wewill also monitor the overall impact of the Statement with the use ofvarious data measures.TOP TIP: Read the CivilService competencyframework and ensurethe Statement is reflectedin your performanceobjectives5Find out more, Googlesearch Civil ServiceLeadership Statementor email [email protected]

How can I improve myleadership capability?There is a wide range of learning and development available tosupport you in expanding your leadership capability:Classroom and online learningCivil Service Learning (CSL) offers a range of opportunities to improveyour leadership capability regardless of your grade. These include:yy Leadership development programmes - for those taking on newleadership roles (HEO to Directors level)yy Leadership masterclasses and management developmentworkshops – highly interactive and practical courses available forpeople at all levelsyy Access to a wealth of leadership articles, exercises and learningmaterials from Ashridge Business School and Good Practice.Whitehall and Industry Group and Windsor Leadership Trust, alsoprovide the opportunity for more experienced leaders to learnalongside people from the private sector. See the summary overleaf ofthe face to face and e-learning available via the CSL website.Coaching and mentoringCSL can offer experienced coaches and mentors to provide apersonalised learning experience. Coaching provides a confidentialspace to explore issues of leadership or personal development, whilea mentor shares their experience and knowledge to help addressleadership issues. Find out more by visiting the coaching andmentoring pages on the CSL website.6

Giving and seeking feedbackThe SCS 360 degree tool, designed around the Leadership Statement,will be compulsory for all SCS in the 2015/16 performance year.Everyone can use the self-assessment tool and 360 development toolon CSL, which incorporates the Leadership Statement, to inform theirmid and end of year development discussions.On a more informal basis, everyone can develop themself by givingand seeking feedback, and acting on it wherever possible.Civil Service Live 2015This year’s Civil Service Live has a ‘Leadership and People’ theme,with numerous seminars and workshops linked to the themes ofthe Leadership Statement. This is a great opportunity to hearfrom inspirational speakers, as well as to pick up practical tipsabout leadership.TOP TIP: Downloadthe team discussion kitwhich includes a shortslide-pack, top tips andpledge cards7Find out more, Googlesearch Civil ServiceLeadership Statementor email [email protected]