Facta™️ Behavioural Harmonics™️ Program: Recent Episodes
Todd Pavlou
Podcasts for Certificate IV in Leadership & Management program. Each podcast provides students with a detailed summary of each component of each Unit of Competency in the course. Students can consume the content at their leisure.
This unit describes the skills and knowledge required to monitor and obtain feedback on own work performance and access learning opportunities for professional development.
This unit applies to individuals who are required to design their own work schedules and work plans and to establish priorities for their work. They will typically hold some responsibilities for the work of others and have some autonomy in relation to their own role.
In this second of three podcasts on the topic we take a look at how we develop our own work priorities. Specifically:
- Monitor own work performance
2.1 Identify and analyse personal performance through self-assessment and feedback from others on the achievement of work objectives 2.2 Seek and evaluate feedback on performance from colleagues and clients in the context of individual and group requirements 2.3 Routinely identify and report on variations in the quality of service and performance in accordance with organisational requirements
This unit describes the skills and knowledge required to monitor and obtain feedback on own work performance and access learning opportunities for professional development.
This unit applies to individuals who are required to design their own work schedules and work plans and to establish priorities for their work. They will typically hold some responsibilities for the work of others and have some autonomy in relation to their own role.
In this first of three podcasts on the topic we take a look at how we develop our own work priorities. Specifically:
- Plan and complete own work schedule
1.1 Prepare workgroup plans which reflect consideration of resources, client needs and workgroup targets 1.2 Analyse and incorporate work objectives and priorities into personal schedules and responsibilities 1.3 Identify factors affecting the achievement of work objectives and establish contingencies and incorporate them into work plans 1.4 Efficiently and effectively use business technology to manage and monitor planning completion and scheduling of tasks
This unit describes the skills and knowledge required to implement the organisation’s continuous improvement systems and processes. It covers using systems and strategies to actively encourage the team to participate in the process, monitoring and reviewing performance, and identifying opportunities for further improvements.
It applies to managers who have an active role in implementing the continuous improvement process to achieve the organisation’s objectives. Their position is closely associated with the creation and delivery of products and services which means that they have an important role in influencing the ongoing development of the organisation.
In this third of three podcasts on the topic we take a look at how we implement continuous improvement. Specifically:
- Provide opportunities for further improvement
3.1 Implement processes to ensure that team members are informed of savings and productivity/service improvements in achieving the business plan 3.2 Document work performance to aid the identification of further opportunities for improvement 3.3 Manage records, reports and recommendations for improvement within the organisation’s systems and processes
This unit describes the skills and knowledge required to implement the organisation’s continuous improvement systems and processes. It covers using systems and strategies to actively encourage the team to participate in the process, monitoring and reviewing performance, and identifying opportunities for further improvements.
It applies to managers who have an active role in implementing the continuous improvement process to achieve the organisation’s objectives. Their position is closely associated with the creation and delivery of products and services which means that they have an important role in influencing the ongoing development of the organisation.
In this second of three podcasts on the topic we take a look at how we implement continuous improvement. Specifically:
- Monitor and review performance 2.1 Use the organisation’s systems and technology to monitor and review progress and to identify ways in which planning and operations could be improved 2.2 Improve customer service through continuous improvement techniques and processes 2.3 Formulate and communicate recommendations for adjustments to those who have a role in their development and implementation
This unit describes the skills and knowledge required to implement the organisation’s continuous improvement systems and processes. It covers using systems and strategies to actively encourage the team to participate in the process, monitoring and reviewing performance, and identifying opportunities for further improvements.
It applies to managers who have an active role in implementing the continuous improvement process to achieve the organisation’s objectives. Their position is closely associated with the creation and delivery of products and services which means that they have an important role in influencing the ongoing development of the organisation.
In this first of three podcasts on the topic we take a look at how we implement continuous improvement. Specifically:
- Implement continuous improvement systems and processes
1.1 Implement systems to ensure that individuals and teams are actively encouraged and supported to participate in decision making processes, assume responsibility and exercise initiative 1.2 Communicate the organisation’s continuous improvement processes to individuals and teams, and obtain feedback 1.3 Ensure effective mentoring and coaching allows individuals and teams to implement the organisation’s continuous improvement processes
This unit defines skills, knowledge and outcomes required to plan and supervise the performance of the team and develop team cohesion.
It applies team leaders, supervisors and new emerging managers who have an important leadership role in the development of efficient and effective work teams. Leaders at this level also provide leadership for the team and bridge the gap between the management of the organisation and the team members. As such they must ‘manage up’ as well as manage their team/s.
In this fourth of four podcasts on the topic we take a look at how we lead an effective team. Specifically:
- Liaise with management
4.1 Maintain open communication with line manager/management at all times 4.2 Communicate information from line manager/management to the team 4.3 Communicate unresolved issues, concerns and problems raised by the team/team members to line manager/management and ensure follow-up action is taken 4.4 Communicate unresolved issues, concerns and problems related to the team/team members raised by line managers/management to the team and ensure follow-up to action is taken
This unit defines skills, knowledge and outcomes required to plan and supervise the performance of the team and develop team cohesion.
It applies team leaders, supervisors and new emerging managers who have an important leadership role in the development of efficient and effective work teams. Leaders at this level also provide leadership for the team and bridge the gap between the management of the organisation and the team members. As such they must ‘manage up’ as well as manage their team/s.
In this third of four podcasts on the topic we take a look at how we lead an effective team. Specifically:
- Participate in and facilitate work team
3.1 Actively encourage team members to participate in and take responsibility for team activities and communication processes 3.2 Give the team support to identify and resolve problems which impede its performance 3.3 Ensure own contribution to work team serves as a role model for others and enhances the organisation’s image within the work team, the organisation and with clients/customers
This unit defines skills, knowledge and outcomes required to plan and supervise the performance of the team and develop team cohesion.
It applies team leaders, supervisors and new emerging managers who have an important leadership role in the development of efficient and effective work teams. Leaders at this level also provide leadership for the team and bridge the gap between the management of the organisation and the team members. As such they must ‘manage up’ as well as manage their team/s.
In this second of four podcasts on the topic we take a look at how we lead an effective team. Specifically:
- Lead team to develop cohesion
2.1 Provide opportunities for input of team members into planning, decision making and operational aspects of work team 2.2 Encourage and support team members to take responsibility for own work and to assist each other in undertaking required roles and responsibilities 2.3 Provide feedback to team members to encourage, value and reward individual and team efforts and contributions 2.4 Recognise and address issues, concerns and problems identified by team members or refer to relevant persons as required 2.5 Model expected behaviours and approaches
This unit defines skills, knowledge and outcomes required to plan and supervise the performance of the team and develop team cohesion.
It applies team leaders, supervisors and new emerging managers who have an important leadership role in the development of efficient and effective work teams.
Leaders at this level also provide leadership for the team and bridge the gap between the management of the organisation and the team members. As such they must ‘manage up’ as well as manage their team/s.
In this first of four podcasts on the topic we take a look at how we lead an effective team. Specifically:
- Plan to achieve team outcomes
1.1 Lead the team to identify, establish and document team purpose, roles, responsibilities, goals, plans and objectives in consultation with team members 1.2 Engage team members to incorporate innovation and productivity measures in work plans 1.3 Lead and support team members in meeting expected outcomes
This unit describes the skills and knowledge required to implement the operational plan by monitoring and adjusting operational performance, planning and acquiring resources and providing reports on performance as required.
It applies to individuals who plan activities to achieve the measurable, stated objectives of the team and the organisation. At this level work will normally be carried out within routine and non-routine methods and procedures which require planning, evaluation, leadership and guidance of others.
In this third of three podcasts on the topic we take a look at how we implement an Operational Plan.
Specifically: 3.1 Monitor performance systems and processes to assess progress in achieving profit/productivity plans and targets; 3.2 Analyse and use budget and actual financial information to monitor profit/productivity performance; 3.3 Identify unsatisfactory performance and take prompt action to rectify the situation according to organisational policies; 3.4 Provide mentoring, coaching and supervision to support individuals and teams to use resources effectively, economically and safely; 3.5 Present recommendations for variation to operational plans to the designated persons/groups and gain approval; 3.6 Implement systems, procedures and records associated with performance in accordance with organisation’s requirements.
This unit describes the skills and knowledge required to implement the operational plan by monitoring and adjusting operational performance, planning and acquiring resources and providing reports on performance as required.
It applies to individuals who plan activities to achieve the measurable, stated objectives of the team and the organisation. At this level work will normally be carried out within routine and non-routine methods and procedures which require planning, evaluation, leadership and guidance of others.
In this second of three podcasts on the topic take a look at how we implement an Operational Plan.
Specifically: 2.1 Recruit and induct employees within organisation’s policies, practices and procedures 2.2 Implement plans for acquisition of physical resources and services within organisation’s policies, practices and procedures and in consultation with relevant personnel
This unit describes the skills and knowledge required to implement the operational plan by monitoring and adjusting operational performance, planning and acquiring resources and providing reports on performance as required.
It applies to individuals who plan activities to achieve the measurable, stated objectives of the team and the organisation. At this level work will normally be carried out within routine and non-routine methods and procedures which require planning, evaluation, leadership and guidance of others.
In this first of three podcasts on the topic take a look at how we implement an Operational Plan.
Specifically: 1.1 Collate, analyse and organise details of resource requirements in consultation with relevant personnel, colleagues and specialist resource managers 1.2 Implement operational plans to contribute to the achievement of organisation’s performance/business plan 1.3 Identify and use key performance indicators (KPIs) to monitor operational performance 1.4 Manage contingencies by adjusting the implementation of the operational plan in consultation with others 1.5 Provide assistance in the development and presentation of proposals for resource requirements in line with operational planning processes