1.2 Values-Based Leadership
Driver: 1.2
Dimension: Cause
Supporting aspiration: Leaders model values, set direction, and build trust.
Why it matters
Leadership behaviour determines whether organisational values feel real. Trust is built when leaders communicate clearly, act consistently and help people understand the future.
What great looks like
Senior and local leaders communicate direction, model values, follow through on commitments and create confidence through visible, respectful leadership behaviour.
Employee Survey alignment
| Item | Survey question |
|---|---|
| Q1 | I trust senior leaders to consistently role-model our values and act in the best interest of our community |
| Q2 | I am treated fairly and with respect at work |
| Q3 | My manager helps me see the future and feel positive about it |
| Q4 | I feel I have a good working relationship with my manager |
How to interpret a weak result
A weak result for this driver should prompt a practical diagnosis, not an immediate solution. Ask:
- Is the issue whole-of-council, concentrated in particular work areas or linked to specific employee groups?
- Which question-level result is driving the pattern?
- Do comments or leader perspectives explain the issue?
- Is this mainly a system/process issue, a leadership issue, a resourcing issue or a communication issue?
- What would employees reasonably expect Council to do next?
Possible actions and interventions
- Clarify the leadership expectations linked to Council values
- Use consistent leader briefing rhythms during major decisions and changes
- Build manager capability in feedback, coaching and expectation-setting
- Use leadership 360s or pulse feedback to test whether values are being experienced
Evidence to review alongside the survey
- Employee Survey question-level results and comments
- Relevant people metrics such as turnover, absenteeism, vacancy, overtime, grievances, safety or EAP themes
- Leadership and SME perspectives
- Relevant workforce, service, budget or risk data