- Maintains a positive attitude despite stress and frustration
- Efficiently balances multiple personal, work and life priorities
- Bounces back from unfulfilled expectations and other setbacks
- Processes negative feedback in a positive and constructive manner
- Regulates emotional response to difficult or challenging work conditions
- Remains calm under pressure
- Confronts difficulties and adverse decisions or situations
- Maintains a positive outlook even when dealing with unrelenting difficulties
- Appreciates reality and the negative factors impacting personal and team performance
- Perseveres when confronted with difficult situations
- Identifies and manages personal levels of stress
- Maintains calm when faced with stressful situations or events
- Displays a high-performance work ethic and enduring commitment to attainment of allocated responsibilities
- Maintains calm when confronted by the unexpected
- Keeps negative emotions and disruptive impulses in check
- Demonstrates self-control, transparency, optimism and confidence that influences and builds positive relationships
- Identifies strategies to ensure team performance and quality of work is maintained when confronted with changing goals or priorities
- Defines priorities and rebalances operational resources in an efficient and effective manner
- Adjusts management style and approach to optimise outcomes
- Senses and responds appropriately to factors influencing individual or group responses to a decision or activity
- Reflects on experience and is open to new ways to improve practice
- Appreciates the wider context and emotional drivers influencing how others respond to new or challenging situations
- Plays a stabilising influence in even the most challenging situations
- Possesses the sophisticated self-awareness necessary to make appropriate evaluative judgements about people, events, organisations and processes
- Persists and overcomes obstacles to reach ambitious personal and organisational goals
- Understands own character
- Identifies and correctly determines one’s own underlying emotional and motivational drivers
- Acknowledges the impact that personal feelings and emotions on others
- Assesses the situation by viewing it from the other person’s perspective
- Shows sensitivity and respects the perspectives of other people and groups
- Examines the impact emotions have in the workplace
- Seeks to identify emotional state and feelings of others by identifying verbal and non-verbal cues
- Listens and displays concern, understanding and compassion for others
- Perceives and responds appropriately to the feelings and motivations of others
- Expresses emotion appropriately within a workplace under pressure
- Assesses the impact emotions have in a team
- Provides opportunities for others to freely express and share emotions
- Models and consistently maintains empathy and respect for others in everyday activities
- Builds rapport with others based on open regard for their needs and requirements
- Remains open and approachable when resolving highly sensitive and complex issues
- Promotes sensitivity in the handling of operational-level disagreements with stakeholders
- Builds and maintains a workplace culture of empathy and respect for others
- Considers the implications that organisational strategy and decisions may have on others
- Gathers and reviews ideas and preferences of stakeholder to improve understanding of their feelings towards the organisation and its behaviour
- Presents professional or strategic views in a sensitive manner to audiences inside and outside the organisation
- Identifies key internal and external stakeholders
- Develops personal networks to achieve work and professional outcomes
- Builds strong relationships for short- and long-term benefit
- Navigates organisational politics
- Establishes relationships based on mutual goals and purpose
- Manages key stakeholder relationships
- Develops a stakeholder communication plan
- Takes action to show stakeholders how their support can achieve mutually beneficial outcomes
- Leverages internal and external relationships to secure support for specific actions or outcomes
- Acts proactively to build mutually positive relationships and outcomes
- Communicates effectively to promote collaboration between stakeholder groups
- Contributes to the expert body of knowledge possessed by the organisation and the profession
- Acts as a reliable bridge between operational/business level and strategic level
- Forges consensus across the organisation and select business partners to achieve agreed goals and objectives
- Possesses legitimacy and support from the executive and/or board
- Articulates and wins stakeholder support for the vision and strategic direction
- Builds and leverages mutually beneficial relationships and networks across external bodies
- Establishes profile with peers as a trustworthy source of the high-level professional and/or strategic knowledge
- Advocates for the organisation in national and international forums
- Secures support from strategic stakeholders to advocate for the organisation
- Persuades national decision makers and stakeholders to actively pursue a course of action that supports the organisation’s vision and purpose
- Establishes enduring long-term strategic alliances and partnerships
- Nurtures high-level relationships through the open exchange of strategic ideas, information and cooperation
- Conveys a sense of confidence when interacting with strategic partners or key stakeholders
- Influences and gains commitment from senior executives or Board members for strategic decisions
- Builds positive relationships and national support for the organisation
- Provides a positive image that reinforces the organisation’s commitment to its strategic partners and the community
- Mobilise support and enthusiasm for the organisation from national policy makers and executives or board members of public and private organisations
- Forges direct linkages with important national and international level decision makers, regulators and organisations
- Maintains a persistent focus on the customer (internal or external) and their requirements
- Responds to customer requests promptly
- Actively seeks to engage with customers to monitor their expectations and satisfaction
- Thinks about customer’s needs rather than their own
- Measures customer experience for a product/service area
- Monitors the customer experience and seeks ways to add value to the customer relationship in the short term
- Identifies critical customer touch points that impact customer experience and satisfaction
- Analyses data and advises others on the customer experience targets and value proposition relating to a specific channel, product or service
- Ensures service encounters reinforces the brand and organisational values
- Manages the planning, evaluation, design and implementation of complex solutions for a customer
- Monitors and undertakes anticipatory action to enhance the customer experience
- Analyses and redesigns systems, processes, skills and technologies to enhance service capabilities at critical customer touch points
- Establishes technology and systems to identify, capture and report on customer experience across a function
- Initiates action to improve how the organisation addresses factors impinging upon the customer experience
- Monitors and reports on the service strategy and targets for improving the customer experience
- Analyses data on the customer experience and seeks ways to add value to the customer relationship in the medium- to long-term
- Researches and gathers intelligence related to customer experience needs and wants
- Establishes technology and systems to identify, capture and report on customer experience across the organisation
- Ensures the overall customer experience and value proposition reinforces the organisation’s brand and values
- Holds senior leaders accountable for improving the customer experience
- Incorporates balanced strategic targets for long-term customer relationship and value
- Overseas research into customer experience and future needs and plans accordingly
- Knowledge of relevant professional standards of conduct, values and ethics
- Behaves in a compliant and ethical manner
- Understands the fundamentals of professional ethics and relationship with values, social responsibility, legal compliance
- Leads and acts in an ethical manner consistent with the organisation’s values and beliefs
- Makes operational and professional decisions with an accurate awareness of the ethical implications
- Analyses and correctly identifies the ethical considerations impacting a decision or work context
- Clearly communicates to others the regulatory requirements, codes of conduct, rules and standards governing collective action
- Demonstrates knowledge of relevant regulatory bodies
- Applies knowledge of compliance requirements to advise and guide others on specific compliance issues
- Monitors compliance with internal policies and procedures and external regulatory requirements to identify actual and potential breaches
- Analyses and correctly identifies the ethical considerations impacting organisational decisions or choices
- Promotes effective operational compliance frameworks
- Continually monitors and prepares reports on organisational compliance
- Provides strategic advice on compliance matters including the effective management of risk at all levels
- Assesses effectiveness of controls and recommends changes to strengthen organisation compliance
- Leads an operational or business area with integrity
- Promotes a culture of professionalism and integrity across the organisation
- Builds and embeds a culture of compliance throughout the organisation
- Sponsors the development and implementation of a Code of Conduct with specific guidance on professional and ethical standards and required behaviours
- Establishes and maintains strategic relationships with key external stakeholders including regulatory bodies
- Promotes effective organisational governance and compliance management systems
- Seeks and actively responds to external review of organisational governance and compliance management audits
- Promotes compatible ethical practices and professional standards across the industry and with strategic partners
- Identifies opportunities to do things better
- Explores and evaluates innovative ideas and practices
- Understands different ways people think
- Creates a climate that fosters and encourages innovation
- Leads information sharing and innovation processes within and across projects or teams
- Challenges existing paradigms and ways of doing business/ working
- Encourages transformational thinking and breakthroughs in how the organisation and how its business partners function
- Supports and encourages leaders to foster innovation
- Establishes formal processes by which leaders can evaluate and assess innovations or ideas
- Establishes systematic approaches to the conduct of innovation and improvement
- Translates broad research and trends into ways the organisation can innovate
- Embeds the search for innovative solutions into the workplace culture
- Establishes processes and risk management tools for leaders to assess ideas or opportunities for innovation
- Establishes a process for capturing and managing commercially valuable innovations or ideas
- Acknowledges and rewards those achieving breakthrough thinking and innovations
- Translates successful innovations beyond the organisation for the benefit of all
- Establishes actions to capture and share successful innovation
- Champions the roll out of successful improvements and ideas across the organisation and beyond
- Cultivates the active exchange of ideas and research between the organisation and international experts or institutions
- Correctly identifies personal competencies, capacity and learning preferences
- Embraces the importance of lifelong learning
- Investigates and personally identifies team members who can provide appropriate skills instruction or expert knowledge
- Shares knowledge and skills with others
- Systematically identifies another individual/team competency need and plans to correct deficiencies
- Contributes to workforce planning to ensure the availability of required people capabilities
- Appreciates multiple learning styles individuals may possess
- Isolates the best learning mode (learn from others, learn from experience, learn off the job) for an individual’s development need
- Coaches others to address barriers to action that may derive from an individual’s lack of competence or motivation
- Analyses and assesses when to undertake coaching or mentoring for each individual/situation
- Pro-actively seeks opportunities to develop other people’s talent and career opportunities
- Assesses workforce learning and development needs at a functional, business or discipline/ professional level
- Can isolate and prioritise actions to address skill gaps that are essential for current performance
- Establishes frameworks to encourage and enable learning within and across disciplines and functions
- Collects and analyses data to help pinpoint cross-discipline or cross functional learning and development needs
- Ensures learning across disciplines develops the workforce for current and future needs
- Coordinates and monitors workforce planning
- Removes barriers to learning and knowledge transfer across functions and with other organisations
- Establishes the systems and processes to identify potential and manage talent
- Facilitates effective job rotations and exchanges across functions and locations
- Actively promotes learning between people within and outside the organisation
- Supports organisational learning that spans functions, locations and the value chain
- Stimulates and encourages a sustainable approach to leadership development
- Promotes the ability to learn and the speed of learning as an important organisational capability
- Promotes and stimulates viable career pathways across the organisation and beyond
- Analyses responds to qualitative and quantitative data on organisational development and learning needs
- Actively promotes learning and development as a major reason to work at the organisation
- Builds trust and instils confidence through mutually respectful, two-way communication
- Remains in control and stays calm in often challenging situations
- Identifies and proactively considers the range of cultural differences in a given situation
- Delegates and empowers other people to achieve agreed outcomes
- Understands the individual motivations and drivers that may cause conflict or prevent team members working towards agreed goals
- Listens to and actions feedback from others
- Respects information exchanged in confidence and is recognised as a trustworthy source of valuable information
- Understands the range of different perspectives, values, beliefs and behaviours and their impact on internal and external interactions
- Engages with social, economic and professional groups to enhance understanding of particular environments and situations
- Displays confidence and trustworthiness to stakeholders and strategic partners
- Acknowledges and rewards contributions from others
- Keeps commitments and deals honestly with stakeholders and external business partners
- Can accurately identify and consider the historical, cultural, community and political elements impacting functions
- Leads culture change within an organisation
- Can accurately identify the historical, cultural, community and political elements likely to have a long-term impact on strategy and direction
- Represents the organisation with sensitivity and a heightened awareness of global factors, elements and perspectives
- Promotes organisational-wide cultural awareness and behaviours
- Guides and mediates the alignment of the organisation’s culture and planning processes with the global environment
- Creates opportunities for different community, industry and professional groups communicate their values, beliefs and perspectives on the organisation’s culture and behaviour
- Establishes and reinforces the organisation’s culture and critical values with the senior leaders or decision makers
- Identifies environmental factors directly affecting business and society
- Contributes ideas and suggestions to improve work practices
- Maintains a positive outlook to change
- Identifies and deals with obstacles to change
- Anticipates and assesses how the future technology will impact the existing products and operations
- Adapts work methods or processes in response to new information, changing conditions, obstacles or uncertainty
- Analyses, plans and executes process-level change
- Coaches and provides feedback to others on change activities
- Reconciles conflicting priorities in order to achieve required change outcomes
- Reviews and adjust change plans, processes and responsibilities
- Researches technological and environmental trends and establishes plans and mechanisms to assure organisational readiness
- Promotes systems that enhance flexibility and organisational responsiveness to new opportunities
- Anticipates and effectively manages the impact of disruptive technologies on how products and services are delivered to customers
- Acts as a lead agent for change
- Sets clear change planning and reporting processes and tools for other leaders to use
- Sets and prioritises change plans across functions and/or locations or business area
- Removes strategic and organisational-level barriers to change
- Assesses the organisation’s readiness to change
- Leads the design of major organisational transformational plans
- Designs structures, processes and systems the enhance organisational responsiveness to immediate or emerging opportunities
- Champions agile practices and methods across the organisation
- Anticipates and adjusts strategic projects or plans to overcome operational problems and barriers
- Monitors, evaluates and reports on the progress and success of strategic change initiatives
- Encourages and leads the search for disruptive innovations and business models that enhance organisational success
- Approves and sponsors transformational change plans that fit the organisation's vision, strategy and objectives
- Monitors the external environment to diagnose where external factors will impact change planning
- Monitors the environment for political, economic, social and technical developments that may affect the organisation’s future
- Analyses and assesses data to reach a global view on relevant trends and environmental disruptions
- Mobilises support and creates a sense of enthusiasm for the organisation’s future
- Understands the importance of individual input into the shaping and development of a vision and values
- Ties the vision to a metaphor people can immediately translate into everyday work
- Displays resilience and tenacity in achieving planned work outcomes
- Leads processes to determine the medium-term priorities and goals
- Advocates for and seeks endorsement for medium-term plans and goals
- Communicates a vision of the future being targeted
- Takes broad vision and translates this into actions at a team or operational level
- Prioritises activities in terms of what will deliver greater medium-term organisational and customer benefit
- Sets aspirational goals that stretch performance
- Confirms and allocates resource requirements sufficient to achieve plans and budget targets
- Inspires team commitment to its core purpose
- Communicates with passion and conviction the long-term vision for the organisation
- Engages the motives, values, and goals of other leaders to achieve commitment to champion the organisation’s vision and purpose
- Maintains professional views even in the face of strident opposition
- Is prepared to promote and advocate for market or strategic opportunities
- Makes substantive contributions to strategic planning processes
- Monitors and consistently modifies strategy to respond to political, economic, market and social change in a timely manner
- Develops strategic reporting and evaluation methodologies
- Instils and reinforces a vision and positive leadership mindset while working across functional boundaries and all locations of the organisation
- Monitors and reports on strategy execution and progress
- Displays a deep appreciation for the strategic opportunities and challenges facing the organisation
- Conveys the organisational direction and values positively to high-level decision makers (e.g. Board, shareholders, government)
- Implements strategies that successfully deliver outcomes that achieve the organisation’s vision and purpose
- Advocates for organisation’s purpose in national forums and professional conferences
- Sponsors the construction and review of the long-term vision, values and purpose of the organisation
- Confirms and reports organisational progress against strategic targets
- Tests the alignment of organisational-wide plans and change initiatives against vision, values and purpose aspired to in the long-term
- Draws accurate conclusions from strategic data and other information to ensure the organisation is positioned to meet future challenges
- Assists communicate the organisation’s vision to the wider industry and national decision makers
Leadership 4.0 Capability Multirater Tool
Your Details
We'll use the information to customise the summary report and email you a copy of the report as you are rated by your nominated third party raters.
Invite Others to Rate You
Once you have completed rating yourself, we'll send an invitation to those nominated below containing a link to rate you.