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Professional Civil Servant – Responsible Decision Making– Prosperity in the Country. Lithuanian Institute of Public Administration ( LIVADIS ). Developing leadership: our experience and needed improvements. 2013-10 -24. Target group – civil servants of highest grades (18-20 ).

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Professional Civil Servant – Responsible Decision Making– Prosperity in the Country

Lithuanian Institute of Public Administration


Developing leadership: our experience and needed improvements


Target group – civil servants of highest grades (18-20)

Training Program for Leaders of Organizations - OLYMP



Why leadership skills are important?

  • Only leaders:

    • can inspire commitment of their followers for quality and for the benefit of public interest, not just their compliance

    • are able to work together with followers for finding solutions

    • are able to lead organisations during changes

    • can influence change of organisational culture


Leadership development concept

  • Our assumption is that all 4 groups of competence are important:

  • 1. Self Management

  • 2. Dealing with Staff of a team

  • 3. Managing entire Organization

  • 4. Managing External relations





OLYMP training modules

Managing an organization

External relations

Personality of a leader

Dealing with staff

OLYMP training forms and trainers

  • Assignments for job-place

  • Guest speakers

  • Involvement of participants during training:

    • Interactive presentations

    • Discussions in groups

    • Case analysis

    • Теsts

    • Group assignments

    • Individual assignments

  • Trainers: experience at highest levels of Public service, international experience, teaching/coaching skills

Comments of the course participants

  • “I’ve got theoretical approval for my intuitive decisions how to behave, how to make influence so that results of common job are most effective. “

  • “I had an opportunity to evaluate myself and to make conclusions how to communicate with subordinates and my bosses.”

  • “The program has given me more confidence in myself, broadened my views. A lot of discussed things can be implemented in future – now I have broader opportunities for maneuvering.”

  • “The program has supplemented my knowledge, enabled to re-think stereotypes in my mind.”


7 needed improvements

Needed improvement-1

  • To include evaluation of personality and training needs before training and after training (USA – FEI – MBTI)

    • What value? – Motivation for training and check of individual progress

    • Limitations of 360 degree evaluation

    • Facet5 advantages. Basis – personality priorities of Big Five:

      • WILL

      • EnergY

      • EmpatHY

      • Control

      • emotionalism

Needed improvement-2

  • To individualize training (Germany, Estonia, Sweden)

    Evaluation of personality and training needs before the training enables to define:

Needed improvement-3

  • To distinguish mandatory and optional parts of curricula

Needed improvement-4

  • To use the fast track approach and residential training (USA, UK, Lithuania – AMES, EKT)

    • to train 170-300persons in 1-2 years

    • for 1 person: 2 months where 6-12 days are spent in intensive residential training

Needed improvement-5

  • To provide a different training content profile for managers and advisers (UK, Central and Eastern Europe countries)

    • since2002 m. a standardized by NISPAcee training program for policy advisors

Needed improvement-6

  • To start evaluation of an added value of training to the outcomes of organisational performance and quality of delivered services

    • In other EU states the reaction level evaluation is dominating.

    • We propose to find correlations between number of managers of X organisation, who took part in the training, their individual progressand the outcomes of organizational performance and quality of delivered services.

      • The outcomes of organisationalperformance are already checked in organisations that are under the ministries.

      • In PMI program actions for 2013-2015: in the I-st quarter of 2015 the Ministry of Interior will define quality evaluation criteria for organizations that deliver services and will start annual evaluation and its publication.

Needed improvement-7

  • To relate training content with competences that are required during selection, performance evaluation and are used for promotion, carrier planning (USA, ECir 9 states: CY, IE, RO, HU, SI, EE, NL, UK, SE)

    • Because:

      • Not all competencies can be developed.

      • Training impact will be minimized if things that where encouraged by the training will have no link with things that are required from a manager.

    • Therefore it is essential that entire HRM for Top level civil servantsis based on competencies.


Training of Top level civil servants is:

  • Individualized and profiled

  • Having mandatory and optional parts

  • Based on competencies

  • Proving its added value

  • Stepped-up and residential

  • Continually updated

P.F.Drucker, 2001

  • Leadership has little to do with „leadership features“ and even less with „charisma". It is simple, everyday, not romantic and boring. Its essence is effectiveness of performance.

  • Leadership is not a good or desirable thing by itself. It is a mean. Therefore the essential question is for what purpose it will be used.

Thank youYour questions...

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