People Management

Motivate and guide others to accomplish work objectives through performance management. Set clear performance expectations; use appropriate interpersonal skills to gain commitment from staff; monitor and guide progress; seek and give feedback; appraise performance outcomes; plan and support the development of others; facilitate relationships with others; advise staff to better navigate complexity in roles; allocate decision-making authority and task responsibilities to appropriate subordinates; utilise subordinate’s time, skills and potential effectively.

Proficiency Level


  • Display people management potential.
  • Demonstrate leadership fundamentals.
  • Demonstrate self-awareness and self-control.
  • Demonstrate growth mindset.


  • Take action to clarify goals and objectives for the team if there is uncertainty around performance expectations.
  • Continually examine own and team’s actions to assess whether they are in line with team objectives.
  • Monitor the progress of the team toward the accomplishment of performance expectations; give timely, constructive, actionable feedback.
  • Make plans to facilitate progress towards objectives.
  • Implement performance improvement process where necessary.
  • Define tasks and activities of team members.


  • Define roles and responsibilities of team members.
  • Set measurable and achievable performance expectations for team members that align with department and organisation objectives.
  • Delegate assignments and tasks appropriately, ensuring that the individual has the skills and competencies to get it done.
  • Provide appropriate guidance and support for delegated tasks.
  • Push responsibility back to team members (rather than taking charge) if they have the capability to accomplish something.
  • Conduct productive performance feedback discussions, giving team members necessary focus, guidance, and direction.
  • Hold team members responsible for the attainment of established performance expectations; deal effectively with poor performance.
  • Recognise and reward successful behaviours and results within policy.


  • Ensure that faculty/departmental goals and objectives are aligned with organisation’s strategy.
  • Focus own department on the accomplishment of key objectives.
  • Ensure commitment to and application of the performance feedback process throughout the department/organisation.