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Leadership and Performance Pipeline

Staff across MSAMHS are committed to exceptional patient care. To continue to deliver this, we need to attract, develop and retain exceptional people … people are our greatest asset.

To support our people, we are focusing on leadership, clarity and consistency.

Leadership...exists at every layer of our organisation not just at ‘the top”. We value the different contribution of each layer of leadership.

Clarity … to enable our leaders to succeed, we need to provide clarity around expectations of performance.

Consistency … we’ve created a new performance coaching process to support individual learning and development.

The Leadership and Performance Pipeline* was chosen as an evidence based framework that helps us to understand performance as including both our clinical/technical expertise and our leadership capability.

When the Leadership and Performance Pipeline is defined and functioning well, the organisation has leaders at all layers that empower their people and are aligned to the strategic direction … in other words, we are heading in the same direction together!

The Leadership and Performance Pipeline offers:

  • a consistent and well-structured way for organisations to define what effective leadership and performance looks like
  • Performance Standards that clearly articulate what is expected of all staff within MSAMHS
  • a system of regular performance and development conversations called  Performance Coaching Sessions

By implementing the Leadership and Performance Pipeline, MSAMHS will:

  • develop and support a culture that values and understands leadership
  • provide greater clarity about how our leaders can develop and succeed
  • increase the workforce’s understanding and appreciation of leadership and performance
  • be better equipped to attract, develop and retain staff who provide great care for every person every day

*Drotter, Stephen (2011) “The Performance Pipeline – getting the right performance at every level of  leadership” Jossey-Bass

Last updated 26 September 2017
Last reviewed 9 November 2016