Introduction Strategy and Leadership Development Program · The Strategy and Leadership Development Program is linked to the further operational challenges within the Center. The

Strategy and Leadership

Development Program

National Center for Statistics and Information

16th July 2014

1

Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section

Strategy & Leadership Development Program

Why to initiate the program?

The Center wants to be the leading Statistic Office within the GCC-States. In order

to reach that objective, the Center needs to establish managers, which are able

and motivated to develop the Center to it´s next level.

• Defining the Centers Strategy for 2020

• Producing statistics and information

on international standards via e-based

processes

• Framework-concepts for each directory

• Qualified directors and head section

for content- and people-management

• Proactive leadership behavior

NCSI objectives

Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section

2


Link to other activities

The Strategy and Leadership Development Program is linked to further activities

in order to enhance the Centers capacity regarding mature statistical work and

proper information. Important further activities are:

linking the program with further activities

Organizational

Concept

Information

Technology

Training &

Qualification

Program

Management

CI and

communication

3

• A definition of

tasks / unit &

• required staff

per unit

for job-

descriptions

and organiza-

tional chart

• e-government

strategy and

• professional

databases

for advanced

key-processes

in framework

concepts

• Fundamental

Skill Develop-

ment Program

and

• Training Center

Plans

to train

employees

• A Program

Management

unit

to organize

Projects, HR-

Resources

and time-

allocations

• New Corporate

Identity and

• advanced

internal

communication

to improve the

identification

with NCSI

Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section

The Strategy and Leadership Development Program is linked to the further

operational challenges within the Center. The development of the upcoming

strategy and the therefore relevant tasks are playing a crucial role in the program.


How to initiate the program?

• Framework-Concepts for General Directorates

• Directors to support the framework-concepts

through individual concepts, which are to be

summarized through General directorates

• International experts to support directors in

working out the documents

• Process to be prepared via DG-workshop and

Strategy Workshop

• NCSI-Management-team to lead and guide the

process

NCSI objectives

Strategy

2020

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Introduction

Framework

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Leadership

Development

• Directors

• Head

Section

The bottom-up approach of framework-concepts in directorates will ensure the

proper understanding through NCSI-responsible. External experts can support

directors and DG´s in the development process..


Bottom-up-approach

Bottom up-approach

Framework-

concepts

for

directorates

Harmonized

Framework-

concepts

in DG´s

Stakeholder

communi-

cation-

concept

Development-

Concept

Strategy

2020

external individual support

for directors and DG´s

5

Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section

The Centers Top-Management will have a crucial role from the initiation of the

program until the final review. Development will be created via the framework

concepts and the leadership program.


Main elements of the program

Strategy and Leadership Development Program

* framework-concepts should be in line with the e-government strategy

6

Overall-

Management

• DG-Workshop

• DG-Preparation

• Strategy-

Workshop

• Follow-up-

Workshops

Framework-

Concepts*

• Initiated by

NCSI and DG

• Guidelines

• Expert-support

• Mid-Review

• Final Review

Leadership Development Training

for directors and head sections

• 10 / 8 modules by 3 days

• open to all directors / head sections

• Final Assessment

• Including a selection-process for new

appointed directors / head sections

• Recommendation for acting staff

Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section


Strategic impact of the program

Strategy & Leadership

Development Program

Mobilizing idea

• `Best Stat-Office in the region

`enhancing knowledge´

Abilities

• Leadership

• Strategic orientation

• Stakeholder and internal

communication

• Pro-activity

• Operational maturity

• Monitoring

Change-Organization

• CEO to agree on proposals

• Director for HR & Strategy as

focal point

• DG´s as focal-group

• HR & Strategy team to support

Motivation

• Less trouble-shooting

• Internationally competitive

• Improved Data-Collection and

professional databases

• Qualified Staff and Managers

• Active Information-Mgmt.

Communication

• between directors

• between management in units

• between DG´s

• with networks through expert

support

• with all staff via director and

heads of section

Master plan

• Merge with daily business

• Motto: Plan – Build - Run

• Influencing key-tasks – no test

Goal

Qualifying existing and

new managers regarding

upcoming challenges

Fields of activity

• Strategy 2020

• Recruitment

• Leadership

Development

Activities

• Framework-concepts

• Selection of new

managers

• Developing managers

• English course

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Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section

The Development Program is based on a common strategic view from the Top-Management. All (acting) DG´s are involved from the definition of the program tothe final review. The program will allow them to make a final decision regardingtheir readiness for an approved director-position.


General time-table

Overall

Management

Framework-

Concepts

Director

Development

Program

Head of Section

Development

Program

Jun. … Jun. Jul. Sep.Nov. Aug.Dec. Jan. Feb. Mar. Apr. May

DG-

Meeting

Strategy-

Workshop

DG-

Prep.

Selection

Selection

Sta

rt-W

ork

sh

op

wit

h a

ll D

G´s

an

d d

irecto

rsLeadership-Development-Program

Framework-Concepts in directorates

11 modules by 3 days – open for all directors – DG-involvement

Concept-AdjustmentConcept-Development

Planning Review Final Approbation

Leadership-Development-Program

8 modules by 3 days – open for all head section

Follow-up

Workshop

Review-

Workshop

Preparation

Regular group / single-meeting to review the process

Director

Appoint-

ment

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Introduction

Framework

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Leadership

Development

• Directors

• Head

Section

General directors will balance the process between the framework concept and

the operational tasks. Furthermore it is to lead the communication between the

directors, when it comes to overlaps in the concepts (e.g. common stakeholders

or databases) and to review the ongoing process.


Crucial role for General Directors

DG

Director 3 Director 4Director 1 Director 2

DG-tasks

• Initiating the framework-

concepts

• Balancing with

operational tasks

• Harmonizing common

topics between directors

• Reviewing results

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Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section


Framework-

Concepts

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Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section


Development of framework concepts

Framework-concepts will define the overall concept on how the directory shouldfunction regarding the Vision 2020. The additional GAP-Analysis will beafterwards the basis for the Development-Plan in order to reach the strategicobjective.

Framework-Concept

• Customer and

products

• Stakeholder-

Communication

• Key-Performance-

Indicators

• Key-Processes

• Data-Management-

Concept

• Monitoring-Concept

Development-Plan

• GAP-Analysis

• To Do's

• Development-Plan

• HR- and financial

impact

• Mid-term Project-plan

(proposal)

• Full Concepts requested from:

- Economic Statistics

- Population & Social Statistics

- Information

- Dir. for Tourism and Travel

• Adjusted Concepts are

requested from all other Units

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Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section


Elements of framework concepts

Stakeholder-communication

• Expected Output from

Stakeholder and Citizen

• Relevant Input to produce

results

• Strategic communication

Customer and products

• data-producers and users

(including stakeholder and

citizen)

• Products in terms of type,

format and design

Key-Performance-Indicators

• Indicators for result, process

and invest in time & money

• App. 15 for each section

(to be summarized regarding

the hierarchical structure)

Key-processes

• Key-task definition

• Main processes regarding

regular and projects tasks

• RACI-matrix regarding

(e)-Business-Processes

Data-Management-Concept

• Definition of Standards on

how to receive, process and

provide data (e-based )

• Data-security and filing

standards

Monitoring Concept

• Internal Review by process

and result (Risk-Review)

• QA-documents

• Objective review via

stakeholder communication

Today

´As-Is´

2020

`Should-Be´

GAP-

Analysis

Development Concept

• Vision 2020

• Definition on To Do´s

• Mid-term Development-Plan

• Founding the Development-Group

• Project-plan for 2 years

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Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section


Support through external experts (first estimation)

Directors and DG´s can be supported* through external experts during the

development of the framework-concepts. Relevant support can be defined in

different stages of the Development program.

DG´s

directors

Strategy-Workshop

Preparation

Development of

Framework-Concepts

Adjustments of

Framework-concepts

• Developing a Vision

• Preparing main-tasks

• Reflecting impact

• (3-5 days / 3-4 DG´s)

• 15-20 days

• 5 DG´s by 6 days

• 30 days

• 5 DG´s by 10 days

• 50 days

• no need • 14 directors with full

concepts (5 day each)

• 7 directors with adjusted


• 21 x 5 days

• 105 days

• 14 directors with full


• 21 x 5 days

• 70 days

* Support means that an expert will provide consultancy through knowledge-transfer, not through writing the concept

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Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section


Trainings to support Framework Concepts

Strategy-

Workshop

Review 1 + 2

on concepts (2-4

hrs.)

Start-workshop

Vision-preview,

In-depth view*

(2 days)

Practical

Exercise-

Training

(2 day)

Quality

Assurance-

Training

(3 days)

Customer

Orientation-

Training

(3 days)

… on request for

concept element

(x day)

… on request for

further topics

(x day)

January October

Framework-concepts are facilitated after the Strategy-Workshop through a

common Start-Workshop. Further training-offers will support participants in

technical terms. The final result will be evaluated via a reviews.

ongoing controlling with support of external experts

* demo-version

of a detailed

strategy

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Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section


Risk Review on framework concepts

The Risk-Review on framework concepts will prove the provided frameworkconcepts by content. Each framework concept will be analyzed by content inadvance and further on be presented and reviewed through an expert-team.

Each framework-concept will be pre-

checked from

- 2 international experts by content,

- Strategy by methodology

- IT by IT & (e)-compatibility

Analysis of the

framework

concept

• Content-check

• Methodology check

• IT-/(e)-check

• Stakeholder-check

DGDG-IT*

HR

StrategyDirector 1

Director 3

Director 2

Exp. 1*** Int. Exp. 2

Director• Presentation and review

• 2-4 hrs.

DG-Inf.**

* DG for IT is responsible to ensure that individual strategies are in line with the e-government strategy

** DG for Information will overview the strategies regarding the stakeholder communication

*** expert who is consulting the respective DG

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Introduction

Framework

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Leadership-

Development- Directors -

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Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section


Today´s challenges and risks regarding applicants

In June / July 2014 a selection committee realized 36 interviews with applicants

for 17 different director positions. During the interviews the committee realized

that participants need further support, especially on the following topics:

Strategic impact

• Strategic thinking and acting

• Stakeholder management

and communication

• Ownership on tasks within

shared responsibility

• Pro-active initiation of

improved work-processes

• Self-Definition within the

new position (manager vs.

team-member)

Operational impact

• Professional documentation

and project management

• Follow-up-monitoring (e.g.

Risk Review and Lesson

Learned)

• Handling of difficult

employee behavior

• Controlling own teams

• Managing efficient meetings

Additional Topics

• English (certificate)

• Self & Time-Management,

Self-Presentation

• Presentation Skills

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Introduction

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Development

• Directors

• Head

Section


How to train life-experienced participants?

The average-age for participants within the training program is app. 40 years, so

they have already plenty of life-experience. The training therefore should be

based clearly on reflections, feedbacks and practical exercises.

Participants

approach

Reflections on:

• Success-stories

• NCSI-today

• Framework-

concepts

Knowledge

• NCSI-strategy

• Management-

concepts

• Tools &Tips

Exercises

• Presentations

• Own presentation

• Outdoor-Training

• Group-work

Feedbacks

from

• Participants

• DG´s and CEO

• Trainers

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Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section


Leadership-Training - overview

LS-Vision &

pro-activity

Own role &

To Do´s

Final

Assessment

Strategic

Leadership

Day by day

ManagementDifficult

employee

Developing

team

Leading

Managers

Providing

solutions

Team-

building

Self- & time-

management

Leadership

Development Program

for existing and acting

directors

19

Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section


Leadership-Training - content

LS-Vision &

pro-activity

Own role &

To Do´s

Strategic

Leadership

Day by day

Management

Difficult

employee

Developing

team

Leading

Managers

Providing

solutionsTeam-building

Self- & Time-

management

• Vision from CEO

• DG´s Strategy

• Modern

Leadership

• Framework-

Concepts

• Performance

Evaluation

• Feedback

• Training

• Practices

• Promotion

• Difficult

Individuals

• Difficult teams

• Personal

Interventions

• Support

• Quality of life

• Personal

Objectives

• Time-thief's

• Workload &

difficult situations

• Own role today

• Outdoor training

• Personality test

• Needs to act

• Personal Plan

• Defining

responsibilities

• Tasking and

Monitoring

• Communication

• Team-Play

• From Vision to

KPI

• HR-Risk-Review

and solutions

• Mgmt.-Team

• Applied Strategy

• Customer

orientation

• Prioritization

• Realistic

Timelines

• The final step

• Plan and steer

daily tasks

• Monitoring tasks

and staff

• Efficient Meeting

• Trouble-Mgmt.

• Common

objective

• Roles and tasks

• Responsibilities

• Communication

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Introduction

Framework

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Leadership

Development

• Directors

• Head

Section


Who can participate?

The training program is open to all existing and via the interview established

(acting) directors. A full participation helps to create a team-spirit between

directors. Nevertheless minor missing times are acceptable.

Approved Directors

• Internal Audit Department

• Availability of Information

• Applications

• Education, Health and Culture

Statistics

• Social Surveys

• Strategy, HR & QA

• Tech. Dir. Of Economic Stat.

Acting Directors

• Stat. Analysis & Inform. Report

• National & Internat. Information

• Public Opinion

• Price Statistics

• Macroeconomics & Sector Stat.

• National Account

• Population & Labour Statistics

• Community Statistics

• Tourism and Travel

• Infrastructure of Information

• (Personnel Affairs)

• Financial Affairs

• Documentation

• Security

• Public Relation

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Introduction

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Leadership

Development

• Directors

• Head

Section


Top-Management Involvement

The Top-Management will support the development program in different

occasions. They communicate their vision and strategy, provide feedback to their

directors and reflect on training-outcomes.

CEO and DG-

Influences NCSI-Vision

Strategy to

improve the

Center

e-Government-

Strategy

Feedback to

participants

Reflecting topics

on Center-Impact

Open

Discussion-

rounds

Importance of

Stakeholder-

communication

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Introduction

Framework

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Leadership

Development

• Directors

• Head

Section

- from February 2015 to September 2015

- 10 modules by 3 days

- final evaluation for acting directors

- external and internal trainers


Program duration & Trainers

The program will start in October and finish by March / April. It contains 10

modules by 3 days and will be hold outside of Muscat. Some modules can be

extended regarding further support on framework-concepts.

Leadership-Development-Program

Internal Co-Trainers

Feb. Mar. Apr. May. Jun. Jul. Sep.

Strategic

Leadership

Suliman Al-Zadjali

Day by day

Management

Ya'aqub Al-Zadjali

Difficult

Employee

Habeb AL-Lawati

Own role & To

Do´s

Sausan Al-Iawati

Developing

Team

Yousuf Al-Riyami

Leading

Managers

Hassan Al-Gazali

Providing

solutions

Khalid Al-Mdhafar

Team-

Building

Salem Awlad-Thani

Self- & time-

management

Mohab AL-Nabhani

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Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section


Leadership-

Development- Head Section -

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Introduction

Framework

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Leadership

Development

• Directors

• Head

Section


Difference to the director-position

Currently there are working 261 person in the NCSI, while there are 27 approved

/ acting directors and DG´s are in management positions. The management-level

after app. 10% should be in charge to manage teams technical wise. Head Section

needs therefore advanced technical skills and some leadership skills.

CEO

General

Director

Director

Head

Section

1

6

21

…

Apr. 10% of existing staff

with full focus on Management

Need of advanced technical skills

and additional leadership skills

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Introduction

Framework

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Leadership

Development

• Directors

• Head

Section


Time-Planning

The start of the Development-Program for Head Section is linked to the directors-

program. The acting directors will get involved into the selection-process and the

training program will start after the decision regarding the new Head Section.

Selection Leadership-Development-Program

8 modules by 3 days – open for all head section

Preparation

Nov. Dec. Jan. Feb. Mar. Apr. May

Directors to settle down in

new position

26

Jun. Jul. Aug. Sep.Oct.

Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section


Selection of Head Section

The selection process for section-heads will be based on mandatory documents,

which include a performance-evaluation from the superior as well. As (acting)

directors are involved into the interviews, they will be trained in advance. The

interviews will contain in addition a technical evaluation as well.

Interview

• 2 main-interviewer

(HR and director)

• Duration app. 1 hr.

• for personal skills, leadership

skills and technical skills 20

min. each

• Interview-summary by end of

day

Application

• Standardized CV

• Certificate of Degree

• Motivation-letter

• Performance Evaluation

through superior and co-

evaluation

• Summarized work-time report

• Additional Certificates

Interview-Preparation

• Interview-Training for directors

• Standardized evaluation of

Technical Skills

• Reliable Time-plan for

interviews, 6 interviews a day

max.

• Applicants which are not

present are to be excluded

• No int. program for 2 years

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Introduction

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Leadership

Development

• Directors

• Head

Section


Leadership-Training for Head Section - overview

LS-Vision & pro-

activity

Own role & To

Do´s

Day by day

Management

Self- & time-

management

Leadership

Development Program

for existing and acting

Head Section

Presentation-

Skills

Effective

Communication

Leading Teams

Project-

Management

28

Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section



Internal Co-Trainers

Day by day

Management

Ya'aqub Al-Zadjali

Presentation

Skills (M1)

Naser Al-Musalami

Own role

& To Do´s

Sausan Al-Iawati

Effective

Communication (M2)

Yousuf Al-Riyami

Leading

Teams (M3)

Hashem AL-Hashmi

Project

Management (M4)

Ahmed Al-Mufrji

Self- & time-

management

Mohab AL-Nabhani

The training-program will include trainings the Management-Trainings (M1 – M4)

from the Training-Tender `Fundamental Skills Development Program´ and will

work also with internal Co-Trainers.

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Introduction

Framework

Concepts

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Leadership

Development

• Directors

• Head

Section



LS-Vision &

pro-activity

Own role &

To Do´s

Day by day

Management

Presentation

Skills

Effective

Communication

Leading

Teams

Project

Management

Self- & Time-

management

• Vision from CEO

• DG´s Strategy

• Modern Leadership

• Framework-Concepts

• Quality of life

• Personal Objectives

• Time-thief's

• Workload & difficult

situations

• Own role today

• Outdoor training

• Personality test

• Needs to act

• Personal Plan

• Plan and steer daily

tasks

• Monitoring tasks and

staff

• Efficient Meeting

• Trouble-Mgmt.

• Preparing

presentations

• public speaking, body

language,

• Handle questions

• Managing anxiety

• Responsibilities

• Design and Initiation

• Helpful tools

• Project Documentation

• Monitoring

• effectiveness in

communication

• behavioural diversity

• non-verbal

communication

• Communication cycle

• requirements to

contribute to a team

• effective structure and

team process

• Staff motivation

• Problem solving

30

Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section


Resume

• The Strategy & Leadership Development Program is a

significant step regarding

- the implementation of an applied NCSI-Strategy and

- the establishment of a qualified leadership-level

• High management support from the CEO and General

Directors are crucial for success

• Quality within the delivery should be kept high, while time-

lines can be extended in certain limits

31

Introduction

Framework

Concepts

Resume

Leadership

Development

• Directors

• Head

Section

Documents

Introduction Strategy and Leadership Development Program · The Strategy and Leadership Development Program is linked to the further operational challenges within the Center. The