1. ‘What are the little thingsand why do theymatter?’‘What are the little thingsand why do theymatter?’‘What are the little thingsand why do theymatter?’‘What are the little thingsand why do theymatter?’ frontline leadership in child protection from an ethical leadership perspective Presenter: Susan Gill Department Child Safety

2. Current challenges Societal challenges - increased pressure, lack of family support, rapid change. Workforce challenges – Attracting and retaining motivated people who can work with family complexity, and face the daily realities of working with children who have been abused.

3. What makes people stay? CULTURE- a supportive culture based on shared values where behaviours are consistent with words, is understood as the most powerful determinant in the retention of staff.

4. Defining culture The personality of a group or organisation Created by written and unwritten rules, values, beliefs and behaviors of the group Leading to messages given and received about ‘what is really valued’ Messages come from Behaviour- what is expected around here Symbols- what is important around here Systems- what are the priorities around here

5. What can it achieve? Commitment to achieving a vision Identification and alignment of values Foundation that supports strategy Higher levels of performance Retention of staff Higher levels of satisfaction Effort above and beyond that required to meet basic job requirements

6. Ethics and values Key concepts from ethical, authentic and value- driven leadership Leaders demonstrate high level of awareness of self and others Personal and organisational values are aligned Values form the foundation of an open, supportive, and accountable culture

7. Cont’d Core organisational values form the basis of a values statement Local values and behaviours operationalise these Values need to be evident in behaviour Rewarding commitment to the values will embed them into the culture

8. What do we have - what do we want? Cultural diagnosis: Mt Gravatt CSSC  Are the vision and values of the organisation evident in our workplace?  Do I have an awareness of my key values?  Is there good fit between the two?  Does my behaviour reflect my values?  What type of culture do we have?  What do we want to create for the future?

9. Building the culture-beginning with values Organisational vision ‘Safe confident children who are valued by society’ Organisational values Children- commitment to the safety of children and YP with a focus on their best interests Accountability- taking responsibility for actions Respect- valuing self and others Excellence- commitment to quality outcomes for children and their families through continuous improvement

10. Building the culture- local values Local values Service - Developing a strong customer service model Safety - quality practice (child focus), safe workplace (worker focus) Personal responsibility - accountability for actions Learning- creating a learning environment Teamwork - working together to achieve outcomes

11. Building the Culture - connecting behaviours Service Valuing clients Positive attitude Returning phone calls Being punctual for meetings Meeting our deadlines Safety WH&S focus Thorough induction system Mentoring Training

12. Connecting behaviours- cont’d Personal leadership Reward program Delegation Learning Reflection Training, mentoring Supervision Teamwork Fortnightly team meeting time Language consistent with team ownership Focus on providing seamless service

13. Embedding behaviours Behaviour- Communicating, modeling, feedback and encouragement Symbols – Rewards, physical environment, resourcing and supporting healthy lifestyle choices Systems- Buddy, delegation of tasks, administration

14. So how does it work? Culture wins over strategy. Culture aligned with strategy achieves vision.

15. The day to day benefits People Reduced staff turnover = Higher levels of experience 3-5 yrs and 5-10yrs Low absenteeism Practice Child focused practice Positive and supportive culture Creativity and innovation - Ideas Summit Award - quality practice Finalist in the Customer Service Award

17. When times are tough- our true character Commitment to team values Courage to face the situation together Focus on safety Openness to resolving issues Ability to integrate experience – resilience Quick return to trust No loss of staff

18. So what are the little things? They are the values and beliefs that inform and guide the actions taken every day to support best outcomes for children.

19. Why do they matter? …because our actions determine our culture and our culture will support and guide the quality of our service. The children we serve deserve our finest efforts towards their safety, confidence, and acceptance. from little things – BIGThingsGROW