CRD - Victoria, BC (30+ days ago)

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Leaders at this level are generally recognized as fully qualified professionals who apply their in-depth knowledge and experience and best
practice in their own discipline to respond to a wide range of moderately-complex and complex problems and situations. They interpret and
respond to client needs and improve products or services in their own area. Working with minimal direction, they monitor and control costs
within their own work, explain difficult issues to establish consensus, and promote teamwork, potentially coaching and guiding others.

CRD Leadership Competencies:
While CRD Leaders are accountable to all Leadership Competencies, the following have particular relevance to this position:

Models Integrity

Inspires trust by maintaining high personal standards that align with the values and philosophy of the CRD, including:

  • Follows through on commitments and communicates progress
  • Invites input and displays a genuine interest in the ideas and concerns of others
  • Cultivates an open, respectful and transparent work environment
  • Demonstrates humility by admitting errors and learning from mistakes
Is Accountable for Results

Aligns the people, resources and systems necessary to deliver business results, including:

  • Takes personal accountability for actions and outcomes in own area of responsibility
  • Delegates appropriately to achieve results
  • Empowers others to be accountable by setting clear outcomes, checking-in regularly, and providing mentoring to ensure goals are met
  • Celebrates individuals/teams successfully delivering outcomes
Understands the Politics

Uses an understanding of the complexity and nuances of own political arena (internal and external) to gain stakeholder support, including:

  • Communicates relevant and timely information and alternatives to help stakeholders make decisions
  • Anticipates barriers and motivators for stakeholder support
  • Balances the nature of communication between informing and influencing
  • Uses an understanding of timing to take the right action at the right moment to gain stakeholder support
**note: internal stakeholders can include decision makers, those who allocate resources and/or superiors

Builds Partnerships

Pulls people together to accomplish goals that could not be reached individually, including:

  • Uses formal and informal networks to identify opportunities for collaboration
  • Invites participation from diverse groups with common interests
  • Balances consensus building skills with negotiation and influencing skills to achieve outcomes
  • Empowers team members to take joint ownership of outcomes
Creates a Common Vision for Change

Generates enthusiasm for change by creating a compelling vision for the future, including:

  • Involves others in creating a shared vision that achieves common goals
  • Inspires others with passion for and commitment to the change
  • Balances a sense of urgency for change with realistic, attainable outcomes
  • Communicates openly about the future explaining the reasons for and impact of decisions and changes made.