Application
This unit describes the skills and knowledge required to develop respect and trust between individuals, teams, supervisors and management to develop a suitable culture for implementing and sustaining competitive systems and practices initiatives. This includes developing a ‘whole of value stream’ view so that there is not competition between individuals or teams, but rather cooperation to achieve organisation and value stream goals with competition being directed towards other organisations competing in the marketplace.
This unit applies to team leaders or managers with influence, authority and responsibility over teams and who have a role in assisting with implementing an organisation competitive systems and practices culture.
No licensing or certification requirements exist at the time of publication. Relevant legislation, industry standards and codes of practice within Australia must be applied.
Elements and Performance Criteria
Elements describe the essential outcomes. | Performance criteria describe the performance needed to demonstrate achievement of the element. | ||
1 | Identify organisational relationships | 1.1 | Map actual and intended process flows within and between teams |
1.2 | Map actual and intended communication, information and data flows within and between teams | ||
1.3 | Identify and map other interactions (actual and intended) within and between teams | ||
1.4 | Determine the consequences in terms of customer benefit of intended flows and interactions | ||
1.5 | Determine the consequences in terms of customer benefit of the actual flows and interactions | ||
2 | Foster cooperation within team | 2.1 | Present relationships information to team members |
2.2 | Discuss areas where greater cooperation would yield benefits | ||
2.3 | Agree on ways to achieve greater cooperation in these areas | ||
2.4 | Facilitate team implementation of agreed changes | ||
3 | Foster cooperation between teams | 3.1 | Present relationships information to teams and team representatives |
3.2 | Discuss areas where greater cooperation would yield benefits | ||
3.3 | Agree on ways to achieve greater cooperation in these areas | ||
3.4 | Obtain approvals for proposed changes | ||
3.5 | Facilitate implementation by teams of agreed changes | ||
4 | Identify sources of tension, conflict or competition | 4.1 | Examine team and individual key performance indicators (KPIs) for sources of conflict and competition |
4.2 | Examine flows and interactions for sources of conflict and competition | ||
4.3 | Observe interactions between team members and identify tensions, conflicts and competition | ||
4.4 | Observe interactions between teams and identify tensions, conflicts and competition | ||
4.5 | Observe response to change and resistance to change | ||
5 | Reduce causes of tension, conflict or competition | 5.1 | Draft modified KPIs to reduce causes of conflict and competition |
5.2 | Draft modified systems causing conflicting flows and interactions | ||
5.3 | Facilitate discussions within and between teams to identify causes of tensions, conflicts and competition | ||
5.4 | Facilitate discussions to develop a consensus solution to identified causes of tensions, conflicts and competition | ||
5.5 | Obtain any required approvals for suggested and drafted changes | ||
5.6 | Facilitate the implementation of the agreed solutions | ||
5.7 | Monitor implementation and take actions to ensure agreed changes become standard practice | ||
Foundation Skills
This section describes those language, literacy, numeracy and employment skills that are essential to performance.
Foundation skills essential to performance are explicit in the performance criteria of this unit of competency.
Sectors
Not applicable
Competency Field
Competitive systems and practices