b'HIGH VALUE CREATING TEAM QUESTIONNAIREPRE AND POST CHIEF AND DEPUTIES GROUP DATAPre [June 2020] Post [May 2021]Number of Respondents: 4Clear commission andmandate from org Team goals are recognized above individual goals Team has a good range of complementary skills Team can articulateand own overall purpose Team is working effectivelytowards goals Team commits to actions and follows through Clear and shared ways of working Team members areaccountable for collective goals Team maintains highmorale and commitment Everyone is engaged;teams makes use of diversity Outcomes are better than any individual could do alone Team feels focused, supported, and energized after meetings Team can engage staff at all levels Team relates wellto stakeholders Team attends to changingstakeholder needs and perceptions Team regularly attends to its own development Team attends todeveloping each member Team gives feedback and support, andchallenges each otherCOMMISSIONING CLARIFYING CO-CREATING CONNECTING CORELEARNINGanaccessibleleadershipdevelop- Ensure Top Leaders Arepracticingskillsandstrategies.The ment plan that could take membersAuthentically Engaging number of leaders that noticed and fromhiretoretire.Theysoughtin the Work. cited this as a compelling reason for tobuildinternalcapacity,creatingtheir own work was significant. The This leadership work required buy-ingraph above highlights growth over coach-like leaders. Engaging leadersandlearningatthehighestlevels.year one in key areas related to high acrosstheorganizationalsohelpedThe chief and deputies at PRP par- value and teams. Due the pandemic, to uncover gemsnew leaders whoticipated in one-on-one and systemicengagementwithstakeholders had potential, talent and who alignedteam coaching, sharing their insights,waschallengingandisafocusfor with the leadership vision.learningtogetherandopenlyyear two.24 H.Q. Winter 2021/22'