This article is the first in a three-part series written by Amanda Bernardo, Transformation Leader in the government of Canada, inspired by the government of Canada’s Key Leadership Competencies.

Over the last two years, I’ve worked at the executive level over the course of three actings, totalling over 16 months of experience (and ongoing). As part of this experience, I have grown my leadership competencies in ways that expand upon my past experiences. These competencies refer to:

1: Creating vision and strategy

2: Mobilising people

3: Promoting innovation and guiding change

4: Upholding integrity and respect

5: Collaborating with partners and stakeholders

6: Achieving results

In an effort to share what I’ve learned with other aspirating leaders, I developed the following series to go over what these competencies can look like in action. In this first article, I focus on the first two points: creating vision and strategy and mobilising people.

1. Creating vision and strategy

As a director, you're not managing day-to-day tasks, you're charting the course for the entire ship. Setting strategic direction involves envisioning long-term goals, defining the path to success and aligning all efforts toward a common vision. It's about navigating the big picture and making tough decisions that shape the future.

What does this look like in action?

Directors orchestrate resources, empower teams and foster innovation. But to do so effectively requires a horizontal view that must be maintained and well understood. A horizontal view allows leaders to consider various factors, perspectives and stakeholders across the organisation. This broader outlook ensures that the vision and strategy are inclusive and address the diverse needs and concerns of different teams and stakeholders. This view can ensure that the vision and strategy align with the overall goals and mission of the organisation, but also the priorities for your branch and the career goals of your staff. It further prevents isolated efforts that might divert resources away from the main objectives. Finally, it allows for strategies to be adaptable to ever-shifting landscapes, which you can mitigate better when maintaining such a view.

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Experience in setting strategic direction is essential as it directly impacts results and team management. A well-crafted strategy provides clarity, boosts motivation and guides the team's collective efforts. So, while as a director, you’re not necessarily involved in the day-to-day, how you create the vision and related strategies for your team directly impacts this.

Leading by example in the goals you set for yourself, you can demonstrate dedication and drive, setting the tone across your team.

A director also needs to then be able to transform abstract implementation strategies into tangible, actionable objectives. A skilled leader does so by communicating with crystal-clear clarity and unwavering conviction. They ensure that every team member, from the top of the hierarchy to the newest recruit, comprehends the vision. This shared understanding fosters a unity of purpose that can propel your team forward.

Creating vision and strategy is not limited to leadership. In your career, you’ll gain experience doing so at various levels. This will serve you well long term.

2. Mobilising people

To mobilise people involves rallying and coordinating individuals within an organisation to work towards a common goal. It involves inspiring, motivating and aligning employees, teams and stakeholders to take action, collaborate effectively and contribute their skills and efforts to achieve strategic initiatives. This involves clear communication, delegation, empowerment and providing the necessary resources and support to ensure successful execution.

What does this look like in action?

Earlier in this article, I talked about leaders charting the course for the entire ship, but truth be told, our role goes well beyond that. As leaders, we’re also responsible for cultivating a culture of collective purpose and direction.

Creating vision is important but if we can’t mobilise people around that vision, we won’t be able to achieve results, nor will we be able to foster collaboration or innovation. See how all these competencies are interrelated?

Setting transparent expectations plays a crucial role in mobilising people by ensuring that everyone understands their roles, responsibilities and the overall goals of the organisation. When expectations are clearly communicated, it creates a shared understanding of what needs to be achieved and how each individual’s contribution fits into the bigger picture.

If, as a leader or manager, your team has ever asked “why”, it means they’re craving this transparency. Transparent expectations are therefore pivotal in fostering engagement, motivation and a sense of purpose.

So, your team has the “why”, but what about the “how”? The “how” is something that can be supported with a continued investment in learning. Growth should never stop. When we invest time and resources in continuous learning, we provide our teams with the tools they need to adapt, thrive and excel in how they work.

Growth is also supported by constructive feedback, which drives improvement. This also includes your employees’ feedback and ideas. By engaging your team and encouraging input, we build teams that are not only cohesive but also innovative and ready to tackle any challenge.

Finally, to grow we must set ambitious goals that inspire our teams to push their limits. Leading by example in the goals you set for yourself, you can demonstrate dedication and drive, setting the tone across your team.

You must lead by example.

Demonstrate unwavering dedication, integrity and a strong work ethic. Communicate a clear vision and purpose, while actively involving and valuing your team's input. Provide continuous feedback, recognise their efforts and set challenging yet attainable goals. Foster a culture of learning, adaptability and accountability.

Your commitment and authenticity will inspire others to rally together, united by a shared mission, and drive success at all levels.

In part 2 of this series, I will explore points 3 and 4: promoting innovation and guiding change, and upholding integrity and respect.

Done reading? Make sure to share your own tips by leaving a comment below ⬇️

(Image credit: Unsplash)