Leadership Development Framework - Market Sounding Questionnaire

Descriptions

TfL's success is directly linked to the effort and skills of its 26,000+ colleagues in delivering for our millions of customers, as well meeting its future challenges. TfL's aim is to become an even better place to work, where everyone can thrive. Our leadership cadre is key to delivering this inclusive and supportive culture, helping to navigate and provide clarity within a highly complex organisation that is subject to a lot of external scrutiny. In addition to meeting the development needs of current(people?) leaders at all levels, we are looking at how we can support those looking for a leadership career or moving through to more senior roles. We have a long tradition of delivering quality leadership development. Our vision now is move to a more joined up and comprehensive coverage of support across leadership levels and entry points. We want to continue to provide experiential development and look to utilise your latest thinking and techniques while embedding learning in real business & team priorities. Reflecting on our changing culture and the requirements of managers, we have changed our language to describe line-managers as people leaders and established a set of people leadership expectations. This Our People Leader Framework (OPL) is embedded in performance, recruitment and development. The OPL states that to be effective People Leaders they must: 1.Connect the team's purpose with delivering TfL's vision and values 2.Drive and inspires good performance 3.Create a caring, inclusive, safe and sustainable working environment 4.Collaborate and support others to achieve 5.Continuously develop and adapt to improve (service, team and self) We also have a Senior Leadership Strengths model that outlines the key attributes of our most senior leaders to inform recruitment and development. Both these frameworks would underpin any development. In turn any development would help embed them further through personalised, engaging and interactive experiential development. Our Learning and Development team provide a suite of eLearning and short courses that leaders can access around specific leadership and management topics. We are looking to enhance this leadership development suite with a more experiential and deeper learning journey. Lot1 - Senior Leadership Development provision, including oExecutive 1:1 coaching, oSenior leadership development programmes oBeing an effective Sponsor development. oMoving into senior leadership development Lot2 - First and mid-level leadership development, including for operational leaders oGroup coaching oExperiential development programmes oMoving into a leadership role offering o1:1 performance coaching oIncludes strategies for integrating coaching into the business through the development of an in-house cadre of qualified coaches Lot 3 - 360 feedback tool and report administration, aligned to our leadership frameworks for leaders at all levels in the organisation