The ACSA Leadership Development Program is ideal for new and emerging leaders who want to grow their professional leadership capacity quickly, simply, and practically. It’s also a great way for seasoned professionals to refresh their understanding and update their leadership toolkit. The program is designed to cultivate key leadership criteria and skills outlined in the Australian Aged Care Leadership Capability Framework. The series is just as suitable for those in operational and clinical roles who may be supervising others for the first time, as well as those in corporate role who have more experience. Each module is delivered as a 2-hour interactive workshop. Participants will also have access to a toolkit of supporting materials and resources for ongoing personal reflection and development. A ‘community of practice’ site via ACSA’s Aged Services Workforce Hub will enable participants to share and collaborate during the program. The program references the CILCA 360 tool, which ACSA is a licensed provider and is available as an ‘add-on’ purchase from ACSA Consulting, prior and/or at the conclusion of the ACSA Leadership Series, or anytime throughout the program, suitable to both parties. Contact ACSA Consultancy Services – consultancy@acsa.asn.au for more information regarding the CILCA 360 which has been specifically developed for the Aged Care Services sector. Whole Program Learning Outcomes:

• Recognise and honour your natural leadership style
• Understand key elements of personality and how they affect communication
• Play to your strengths as well as adapt and stretch with other styles
• Respond more effectively to routine complaints and misunderstandings
• Create more pathways for team success
• Support and encourage other developing leaders in your team
• ‘Manage up’ and ‘manage sideways’ more effectively
• Work better with colleagues with alternate leadership styles
• Boost your leadership capacity and elevate your career growth

14th September 2021 – Module 4: Confident Conversations

Great leaders know how to have courageous conversations. They know that open, transparent dialogue is a powerful problem-solving resource and a great way to grow confident, high-performing teams. Given high levels of volatility, uncertainty and ambiguity in the Aged Care sector, the need for confident, positive and practical communication has never been more vital. In this module you’ll discover how courageous conversations save you time, money and energy, and help you build trust through genuine, open communication. You’ll find simple ways to master the art and heart of authentic feedback and grow your circle of influence. You will walk away with practical tips and tools about how to:

• Confront complex issues and confidence and skill
• Maintain psychological safety and open up space for important conversations
• Enrich relationships through honest, respectful discussion
• Use a simple framework for feedback conversations
• Know when to course-correct, when to coach and when to cheer people on
• Encourage people to discover and take ownership for their own development path
• Conclude feedback conversations with accountable action plans
• Reduce stress and stay calm under pressure
• Use curiosity to adapt and find new solutions
• Use creativity and humour to maintain perspective, flexibility and wellbeing

The ACSA Leadership Development Program is a proactive response to key criteria and issues identified in the Australian Aged Care Leadership Capability Framework (ACLCF). Alignment with the ACLCF will ensure that learning outcomes and implementation can be measured through self-assessments, line manager assessments or 360-degree assessments.

The  Australian Aged Care Leadership Capability Framework identifies three broad levels of leadership (see below). The ACSA Leadership Development Program is specifically designed to meet the needs of current and aspiring leaders in levels three and two. Level one leaders may also find the series a valuable refresher. Level 3 Often referred to as ‘front line’ or ‘first line’ managers, Level 3 Leaders are likely to be responsible for the activities of a team on a part-time or full-time basis. In an Aged Care context, depending on the size of the organisation and the services provided, these people may often be Care Co-ordinators, Service Co-ordinators, Registered Nurses or Team Managers. Level 2 As mid-level leaders or ‘middle management’, Level 2 Leaders are commonly responsible for multiple teams or an entire service/function. According to organisational size and function, these leaders are likely to occupy positions as Director of Nursing, Care Manager, Facility Manager, Hotel Services Manager, Quality Manager, Human Resources Manager and so on. Level 1 Level 1 Leaders are those with strategic and cultural responsibility for an entire organisation or division. Level 1 Leaders will often play a role in influencing community and/or stakeholders beyond their organisation. In small to medium-sized organisations this is likely to be the CEO. In medium to large-sized organisations Level 1 leaders may include general/executive/senior managers and department heads.   Disclaimer: CHSP Ticket price subsided by SA and NSW Sector Support and Development (SSD) funded by the Australian Department of Health. Although funding for this session has been provided by the Australian Government, the material contained herein does not necessarily represent the views or policies of the Australian Government.