Action framework

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The cells of the Action framework below, at the intersection of the dimensions, values and criteria, identify the actions required to use a distributed leadership process to achieve change. For example, a context in which trust rather that regulation is emphasized requires people involved for the expertise they can offer to inform decisions. This in turn requires processes through which informal leadership is recognised. In turn this requires the provision of professional development to build leadership capacity. Finally, resources such as space, time and finance, to support collaboration need to be made available.

Criteria for
Distributed Leadership		 Dimensions and Values to enable development of Distributed Leadership
Context
Trust

Culture
Respect

 Change
Recognition		 Relationships
Collaboration
People are involved Expertise of individuals is used to inform decisions Individuals participate in decision making All levels and functions have input into policy development Expertise of individuals contributes to collective decision making
Processes are supportive Informal Leadership is recognised Decentralised groups engage in decision making All levels and functions have input into policy implementation Communities of Practice are modelled
Professional development
is provided		 Distributed Leadership is used to build leadership capacity Mentoring for distributed leadership is available Leaders at all levels proactively encourage distributed leadership Collaboration is facilitated
Resources are available Space, time and finance for collaboration are available Leadership contribution is recognised and rewarded Flexibility is built into infrastructure and systems Opportunities for regular networking are supported