McMaster Leadership Competencies

Following the final schedule for 'Core Competencies', two programs are now in place to support training of McMaster's leadership competencies and provide new and existing managers with valuable information on the University.

  • New Manager Orientation Program (NMOP) has become the primary method to provide new McMaster managers with the training that enables them to quickly adapt to and succeed at McMaster.
  • Certificate in Advanced Leadership and Management (CALM) provides experienced managers with a unique cohort-based learning opportunity that combines diverse classroom-based learning, dialogue with University leaders, one-on-one coaching and the opportunity to apply learning via a strategic and innovative group project.

 

Communicating

Clearly, frequently and consistently exchanges the organizational knowledge, plans and decisions which are necessary for meaningful participation and optimal work by team members; listens actively - with insight and respect - to others’ perspectives, and perceives and reacts sensitively to others’ non verbal cues; builds relationships and attracts support; gives recognition to groups and individuals who contribute to the University’s achievement of its goals.

  • Models and supports a communication system that keeps everyone informed on a timely basis, and which maintains confidentiality when appropriate
  • Builds and leverages relationships and understands different audiences
  • Freely listens; easily asks, clarifies and interprets; responds respectfully and on time
  • Creates clear and effective oral, written and electronic communications for articulating job responsibilities, task objectives, priorities, deadlines, and performance expectations, or for attracting resources and support to positions, decisions or preferred directions
  • Chooses the best communication medium(a) for the message(s)
  • Able to be a trusted advisor or advocate in sensitive or emotionally charged circumstance

Developing People

Advocates and enables continuous learning opportunities for all employees; encourages employee involvement in decision-making as an integral part of the developmental process; active in self development.

  • Passionate about developing and supporting employees
    Structures roles and assignments with employee growth and development in mind
  • Allocates time and financial resources to training and development opportunities
  • Seeks a ‘return’ from new learning: that it is adding value to work
  • When appropriate, empowers people and enables them to make their own decisions
  • Provides candid, frequent feedback on performance and development
  • Solicits feedback for personal growth and development
  • Understands group development, fosters team-building, and celebrates diversity

Leading

Known for achievement; recognizes that achievement requires the leading of others, and therefore: recruits the right people; engages them in the vision of McMaster; solves problems that arise; evaluates progress towards goals and objectives; negotiates resolutions to conflicts; protects and heals the organization during times of change, and; integrates stakeholders to achieve synergies.

  • Demonstrates commitment to the advancement of the Mission and financial viability of the University while maintaining the highest standards of integrity
  • Primarily utilizes a participative and collaborative management style but able to adapt management style contingent upon the situation
  • Embraces, fosters, adapts and is open to change
  • Sets measurable goals with deadlines, measures progress, celebrates success, corrects for variances when required, and accepts responsibility and accountability for success or failure
  • Recruits, motivates and retains the best talent available
  • Facilitates the continuous improvement of processes, services and outcomes
  • Actively recognizes groups and individuals for superior achievement
  • Adds value to the University every year

Embracing Change

Exhibits a passion for building a creative, innovative and excellent university. Works effectively with ambiguity and complex issues while searching for innovations and improvements to make tomorrow’s workplace better than today’s.

  • Inspires self and others to think outside a traditional mindset, with an ‘open-systems’ perspective
  • Demonstrates adaptability and flexibility in getting the job done
  • Looks for opportunities for beneficial change
  • Acts as a change agent and removes barriers to change
  • Supports initiatives for change coming from others
  • Takes sensible risks using good judgment
  • Identifies local and global trends to anticipate where change may be necessary
  • Sets in place the mechanisms necessary for the achievement of positive change/outcomes

Optimizing Service Relationships

Identifies, builds and manages relationships which are service-oriented, student-centred, and will systematically create positive current and future benefits for the University.

  • Knows the primary customers or stakeholders and understands what is important to them
  • Seeks and analyses feedback from internal and external customers or stakeholders, and makes improvements accordingly
  • Is able to treat everyone as a customer, treat every client situation as unique, and follow-up every customer request
  • Recognizes that students are the life-blood of the University and adopts a student-centred focus

Employing University Acumen

Understands McMaster’s strategic plans and directions as well as the various roles and services inherent in the university. Understands the operational structure, the workings, and culture of the institution as well as the political, social and economic climate in which the University operates.

  • Consults for, and gathers, the information necessary to understand strategic directions, plans and priorities, and to weigh competing interests in planning
  • Effectively utilizes both formal and informal channels, including ‘networking’, in order to acquire information and assistance for accomplishing work goals
  • Anticipates issues, challenges and outcomes so as to achieve the best positioning for the unit(s) as well as the University
  • Seeks and builds internal and external alliances, collaborations and services with or for individuals and groups, which will advance McMaster University’s mission