One Council – One Culture – Manager Feedback

Challenge the norm

Won’t avoid difficult decisions

Do things differently

Do things in secret

Make difficult decisions

Ignore everybody else

Keep one step ahead

Work in a silo

Be creative

Be an ostrich

Be visibly available

Hope that someone else is doing it

Take people with us

Procrastinate

Take responsibility

Hold people back

Review and understand the services

Be risk averse

Allow time to manage and lead people

Blame each other

Offer clear direction

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Be inspirational

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Take responsibility to manage upwards and downwards

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How will we behave?

What will we expect of our manager?

Maturely

Good communication

Honourably

Developmental mentoring

Enthusiastically

Leadership

Openly

Encourage innovation

Inclusiveness

Honesty/integrity

Being professional

Inspirational/positive

Be tolerant

Informed and informative

Lead by example

Accessible/visible

Focus on problem

Open

People focussed

Trustworthy

Listen to others

Decisive

Support people through change

Committed to developing staff/team

Trust people

A risk taker

Delegate to appropriate level

Receptive to new ideas

Promote equality and diversity

A good listener

Develop and grow our staff

A good example/role model

Be receptive to new ideas

Consistent

Create a climate for change

Can be anywhere in the organisation

Willingness to take risks

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Take ownership

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Have the eyes to see what’s going on –a heart to be passionate and people focused – a brain to make the right decisions and do the right thing – a spine and backbone to make the tough decisions – the guts to challenge when things aren’t right and the energy to make things happen!

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What we will be like?                                                                                                                                                                                       

What we won’t be like?

Ask (responsibly)

Pay lip service

Listen

Duplicate questions and interpretations

Interpret

Use jargon

Be honest about what we do

“pass customers around”

Timely services/responses

Promises we can’t keep

Give choices/options

Make assumptions

Innovate “around the rules”

Consult/ask for input

Treat with respect

Pass the buck

Keep our promises

Exclude customers in shaping

Manage expectations

Stereotype/group i.e. all as one

Listen and act on feedback

Be inaccessible

Services designed around informed (customer) needs

Work in silos

Involve customers in shaping

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Be responsive and proactive

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Joined up thinking/services

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Deal effectively with complaints/issues

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Access to service at relevant points/hours

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equality

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How will we behave?

What will we expect of our manager?

Professional

Lead by example

Courteous

Open door

Genuine

Clear goals and objectives

Positive

Delegate/empower

Ambitious/exceed expectations

Trust us to deliver

Ambassador for authority

Praise

Fair, open and honest (realistic)

Act corporately/collectively

Open and receptive to positive challenge

Support – encourage innovation

Lead by example

No blame – learn and develop.

What we will be like?

What we won’t be like?

Visible

Won’t micro manage (we should empower people and mean it)

Listen to staff – give opportunities for staff to be involved in discussions and decisions

Carry out unnecessary post mortems

Act on suggestions – explain when we don’t or can’t

Overload with written information

Set out the vision and what they can expect to be involved in

Restrict the involvement of staff to just ‘special projects’

Make sure people have a good understanding about what the council is trying to do

Make assumptions

We need to take ‘involvement’ beyond ‘consultation’ staff need to take ownership of the transition and the change, be a part of it not just be informed of it.  

Be negative, dishonest

Be clear about lines of accountability and where there is space to make decisions – what are the parameters for involvement

Be secretive –withhold information

Respect expertise and knowledge of those who do the job as well as those of us that manage

Create silos

Be open to challenge

Stay in the past

Be open to innovation, suggestions and ideas

Hide behind bureaucracy

Set out to say yes first

Communicate only via electronic communications

Carry out team briefs/meetings (up and down communications)

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Provide information in the right place at the right time

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How will we behave?

What will we expect of our manager?

With honesty and integrity

We expect our managers to lead with all the good practice described above.

In a way that promotes openness and transparency

Keep us informed

Be pro-active

Be open, honest, transparent

Promote and deliver the culture, vision, values.

Open door policy

Use plain English

Good listener

Look to the future

Hold regular team briefings

Listen & respond/learn

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What we will be like?                                                                                                                                                           

What we won’t be like?

Walk and talk the floor

Won’t use inappropriate media

Make decisions (right and good quality)

Won’t moan

Clear communication – listening

Won’t allow a blame culture

Face to face communicators

Pass the problem

Have empathy and be consistent

Avoid difficult issues

Agree and promote clearly defined outcomes

Hide behind our PC

Respect customers

Micro manage

Inspire

Have false/unrealistic expectations

Be honest/own up

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How will we behave?

What will we expect of our manager?

Corporate thinking ‘us’ not ‘me’

Be open and invite feedback

Be accountable

What is important and let us get on with it

Take responsibility

Prioritise

Constructive change

Support and develop

Personable

Get out and explain

Enjoy yourself

Be available / be fair

Take calculated risks

Motivate and inspire

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Trust – do what we say

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Give up your office

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Hold us to account