Behaviour framework – reflection
The behaviour framework aligns closely with the organisation's strategic objectives. I understand that my role is to focus on what I will achieve, while the behaviour framework supports me with how I will deliver these objectives. As someone who is naturally self-reflective, I regularly consider whether I've approached tasks in the best way and actively seek feedback from others. Having a clear manual in the behaviour framework that outlines the behaviours the council values - and those it does not - has been incredibly helpful. It enables me to identify areas for improvement and serves as a valuable reflective tool.
This framework has been instrumental in shaping discussions with my manager, particularly during monthly one-to-ones, and will continue to support my mid-year review. It provides structure and focus for personal development.
Collaborate
Given the nature of my role in project management, where collaboration is key - especially in fast-paced, temporary project environments - I chose to focus on the collaborate and partner behaviour. Effective collaboration is essential from the outset of any project. I've noticed a shift in the organisation towards a 'One Council' approach, and the behaviour framework is supporting this cultural change.
Innovative
A growth mindset is critical in my role, as I am responsible for driving organisational change. The change and improve behaviour stood out to me as a priority area. The framework's clear definitions for 'below', 'meets', and 'exceeds expectations' helped me reflect on my current performance and identify opportunities to push myself further to be innovative in my approach.
Empowered
I enjoy coaching others in the team and recognise that much of our learning in project management happens on the job. We regularly come together as a team to share knowledge and support each other. Recently, we developed a team CPD plan, guided by the framework, which clearly outlines the behaviours we should be cultivating to support individual and team growth.
Accountable
I chose to focus on being customer and outcome focused, particularly around delivering clear outcomes. Our work enables other teams to implement change, and our success is measured against the achievement of predefined requirements. The behaviour framework has helped clarify these expectations and supports us in maintaining focus on delivering outcomes.
Advice to others
My advice would be to start by reviewing the behaviour framework in full, gaining a clear understanding of the 'below', 'meets', and 'exceeds expectations'. Use it as a tool for self-reflection and hold regular conversations with your manager and stakeholders. I recommend focusing on one behaviour at a time - perhaps starting with an area you feel is currently below expectations - and then identifying what actions are needed to meet expectations.
Revisit on a monthly basis, be open and take the opportunity to review, reflect and make any required changes.