In an era where local governments face increasing complexity and rapid change, strong leadership is essential. At Leading Roles, we believe the foundation of effective leadership starts with a well-structured executive performance plan. This tool not only drives accountability but also fosters innovation, resilience, and alignment with strategic goals.
Why Executive Performance Planning Matters
Executive performance planning is more than an administrative process; it is a catalyst for transformative outcomes. Councils that invest in structured performance systems see tangible benefits, including:
Stronger Strategic Alignment: By linking CEO and executive goals with council priorities, decisions are made with clarity and purpose, enhancing the organisation’s ability to achieve long-term objectives.
Improved Accountability: Clearly defined metrics ensure leaders are accountable, which builds trust and transparency across all levels of governance.
Resilience and Adaptability: A robust performance framework encourages risk-taking and supports leaders in navigating challenges, leading to innovative solutions.
Continuous Improvement: Organisations with effective performance systems are twice as likely to innovate and engage their teams effectively.
Key Elements of a High-Impact Performance Plan
A comprehensive executive performance plan must be tailored to the unique needs of the organisation. However, there are five foundational elements every plan should include:
Council Values Alignment: Executives should embody the organisation’s values in all decision-making and leadership practices.
Statutory Responsibilities: Ensure the plan addresses all compliance and governance obligations.
Executive Competencies: Clearly define the leadership behaviours and skills required for success, such as strategic thinking, adaptability, and inspiring direction. Use frameworks like SHL UCF or McKinsey’s CEO Framework to tailor competencies to your unique circumstances.
Specific Deliverables: Align performance goals with council’s community priorities, strategic plans and operational objectives to drive measurable outcomes.
Development Actions: Incorporate opportunities for personal and professional growth to enhance leadership effectiveness.
Linking Plans to Reviews
Performance planning is only effective when it integrates with regular review processes. Goals should be SMART (Specific, Measurable, Achievable, Relevant, and Time-bound), with frequent check-ins to track progress. Feedback from stakeholders, council members, and team members provides a 360-degree perspective, ensuring the plan remains relevant and impactful.
Case Study: A Transformation Through Performance Planning
Leading Roles recently partnered with a New South Wales council whose General Manager performance plan lacked structure. By facilitating a collaborative workshop with the council and GM, we developed a tailored performance framework. Six months later, during the review process, stakeholders reported significant improvements in communication, trust, and clarity around priorities. The result was a more cohesive and effective leadership team.
Partnering for Success
At Leading Roles, we specialise in helping councils design and implement executive performance plans that drive meaningful results. A well-executed plan can transform leadership effectiveness, optimise organisational performance, and set your council on a path to success.
If you’re ready to elevate your council’s leadership capabilities, we’re here to help. Contact me directly at mark.ogston@leadingroles.com.au and let’s start the conversation today.
Deloitte’s See Deloitte’s Reinventing Performance Management for reference.