1. Leadership Intervention Project – analysis Presented by Olivia Spencer V2R Ltd on behalf of Denise Lavis, CyMAL for the meeting of ALMA UK 4 November 2011

2. Leadership Project - origins Workforce development group, a snapshot To provide information for decision makers Sponsor - Helen Osborn of Libraries NI Managed by - MLA & Katrina Thomson SLIC; Museums & Galleries Scotland; CyMAL; Libraries NI; MLA and LLUK

3. Leadership Project: Findings A varied picture of leadership development More ‘reported’ examples in England May be higher provision in other 3 nations Very little evidence of provision in Archives Larger organisations have better access Smaller organisations are disadvantaged

4. Leadership Interventions - Findings Some have embedded leadership qualities into their performance & HR frameworks Focus on innovation helps to create more dynamic environment for new leaders Leadership development support is being cut back as part of budget constraints

5. Leadership Intervention - Challenges Formulating a strategy & framework Sufficient time, planning & resources Recognition that leadership development improves effectiveness Ensuring that learning can be applied Co-ordinate external courses with internal working practices and learning plans Offer flexibility in delivery and accreditation

6. LLUK – skills assessment Library, archive & information employers identified the following five key skills: Partnership working Community engagement and development Managing change, literacy and ICT skills Promoting and marketing the organisation Fund raising and bid writing

7. Four Nations – key information overview snapshot Scotland – quality improvement tools England – MLA funded programmes (10yrs), Clore Foundation, CLP Wales/CyMAL – accreditation, directory Clore, WCVS, CyMAL & PSMW plus more N. Ireland – EFQM, managing people –PRONI – civil service leadership development

8. Leadership development interventions – analysis Hierarchical orgs holding back talent Strategy to support innovative leadership Diversify the talent base, where are current leaders coming from & are they? Support smaller organisations Leadership qualifications and academia Private sector experience, work exchange

9. Leadership development interventions – analysis Clear policy on succession planning Awareness, communication, collaboration Collaboration between organisations, providers and staff to embed in work place Mixed menu of provision & online directory Political, professional & corporate context EFQM as a tool – development & quality Public Service Management Wales (PSMW)

10. Leadership development interventions – analysis Key leaders database for mentoring Link to accreditation & support SMEs Reward innovation & share knowledge Identify a common evaluation process Encourage linking learning to appraisal and performance framework in context Ensure pre-course diagnostic/follow up

11. Leadership development interventions – analysis Look to the wider sector and examples Help with funding initiatives and applying Explore ways to support smaller orgs Allow for constraints and flexible working Learn from ten years of leadership intervention and development research

12. Leadership development interventions – current practice External leadership courses – national or regional Internal leadership courses – bespoke Innovations – new approaches

13. External Programmes Clore Leadership Programme Leading Archives and Museums Leading Modern Public Libraries Take the Lead Corporate Change Fund Leadership Wales – competency framework, courses, PSMW, Executive leadership, postgraduate certificate, living library etc

14. External Programmes Collection Skills Initiative – NI Innovators – East of England Museums Leading Change – W. Midlands Museums Next generation Leadership – Yorkshire V & A Leadership Development Courses

15. Internal Programmes Mentoring and coaching Management approaches Graduate traineeships Bespoke leadership development courses Whole organisation approach to leadership development Examples of good practice

16. Benefits Gaining confidence and perspective Making a link between learning & practice Using leadership dev as an integrated tool Weaving leadership dev in all aspects of working at all levels Developing a combination of approach Bespoke opportunities Broaden skills and experience Developing new qualities e.g. philanthropy, slimming down and financial sustainability

17. Framework for discussion How might ALMA UK identify needs & the future? Agree a UK wide strategy for development Set out a process and criteria Identify key analytical tools e.g. 360 Link to quality improvement & accreditation Encourage mentoring, coaching, shared learning Establish a collaborative agreement Offer support in accessing funding

18. Framework for discussion Link to career development Encourage on the job placements Ensure consistent coverage & approach Commission innovative work Support for business case and evaluation CLP work on economic outcomes

19. Questions and action What leadership skills will be needed in the next 3-5 years? How will succession planning develop? How can leadership development be taken forward in times of economic constraint? How can learning be integrated in work? What potential is there to work across borders? What next ?– action building on this report

20. Thank You Olivia Spencer V2R Ltd for CyMAL November 2011 olivia.spencer@btinternet.com