Understanding and applying the behaviour framework has been a priority for me, both in terms of my own professional development and the growth of my team. We view the framework as fundamental to individual performance, team effectiveness, and the way we collaborate to achieve shared goals.
As a team, we are highly focused, proactive in utilising the tools available to us, and committed to action planning to drive performance. The behaviour framework has been instrumental in supporting these efforts. It has clarified which behaviours the council values, enabling us to direct our focus and establish clear, purposeful action plans. Importantly, it has given us the permission - and the encouragement - to take time for self-reflection and consider how we are demonstrating all 8 behaviours.
For example, one of the framework's key areas highlights the importance of leading and championing recognition. As a forward-thinking team, we have always been driven by what lies ahead. However, the framework has reminded us to balance this by celebrating our achievements - both as a team and individually. It has reinforced my responsibility as a leader to actively recognise others’ successes, whether within my team or across the council, and to promote and nominate colleagues for awards. This validation of practices I already value has motivated me to continue and strengthen them.
The behaviour framework has also reinforced the importance of seeking and responding to feedback. We already use data and insights from the employee survey to inform action planning. Building on this, we now intend to carry out reflective work focused on how we are aligning - both as individuals and as a team - to the council's values and behaviours. This will include self-assessment and feedback from stakeholders identified through stakeholder mapping.
Another area where the framework has had a positive impact is the behaviour - see the bigger picture. Previously, we created a showcase slide deck to regularly demonstrate our team's impact. Every team member contributes to this, which helps us reflect on our progress and consider how we might improve in the future. The framework has reaffirmed the value of this practice. It has also encouraged us to strengthen the link between our work, the Council Plan, and the behaviour expectations - something we now embed into our monthly team meetings.
Finally, I've found the framework to be an empowering tool when it comes to having challenging conversations. It provides a common language and clear expectations that can support difficult discussions, whether it's addressing behaviour that doesn't align with the framework or recognising and celebrating exemplary behaviour. This has helped me feel more confident in leading open, honest, and constructive conversations.