The Greenwich Leadership CARE Model has been developed with the aim to provide a shared understanding of what leadership means for us as members of the Çï¿ûÊÓƵ and what is expected at every level. It is made up of four leadership pillars and eight competencies – Collaborate, Aspire, Realise Results and Empower.
The CARE Model is the basis of our Greenwich Leadership Development Framework Guide , which supports our priority for excellence in leadership and management. It is referenced through our contextualised development programmes beginning with our mandatory line manager induction, through to our senior leader’s development offers.
Recruitment and selection:
Line managers can ask interview questions or design selection activities which should test the leadership competencies for the purpose of recruitment when employing Greenwich line managers or those with a responsibility to lead people.
Development:
Employees can complete the self assessment tool in the Greenwich Leadership Framework Guide for assessing their career support needs, and as part of the appraisal development planning process. Line managers can assess their employees’ leadership competencies through the evaluation tool for line managers and discuss their leadership potential during appraisal and at 1-1s, as well as implementing measures to develop employees for future leadership roles. Development needs can be captured as goals on the Horizon Career and Performance area.
Academic promotion:
When evidencing leadership as part of a promotion application, employees should use the competencies for illustrating how they have led themselves and others to deliver with impact for their discipline and the university. This will be especially important to reference when a promotion will involve taking responsibility for managing others.