BSBLDR401, BSBLDR402, BSBLDR403: New Leader Assessment Kit - AIM

This document is a comprehensive New Leader Assessment Kit designed to evaluate leadership skills across three key units: BSBLDR401 (Communicate effectively as a workplace leader), BSBLDR402 (Lead effective workplace relationships), and BSBLDR403 (Lead team effectiveness). The kit includes assessment information, a progress checklist, and an assessment coversheet. It outlines the competencies being assessed, the assessment process, and the requirements, including knowledge questions and tasks. The knowledge questions delve into topics such as workplace legislation, communication methods, organizational processes for delegation and conflict resolution, techniques for developing positive work relationships, and strategies for communicating organizational values. The document provides detailed guidance and resources for students to complete the assessment successfully, along with information on submission, feedback, and potential resubmission opportunities. It also emphasizes the importance of leader/manager support and communication throughout the assessment process.

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NEW LEADER
Assessment Kit
BSBLDR401 Communicate effectively as a workplace
leader
BSBLDR402 Lead effective workplace relationships
BSBLDR403 Lead team effectiveness

Copyright 2019
 Australian Institute of Management Education and Training
All rights reserved
Version: 2.1
Date Modified: 16/12/2019
No part of this publication may be reproduced, stored in a retrieval system or
transmitted in any form or by any means, electronic, mechanical, photocopying,
recording or otherwise without the prior written permission of Australian Institute
of Management Education and Training.
Disclaimer:
AIM does not invite reliance upon, nor accept responsibility for, the information it
provides. AIM makes every effort to provide a high quality service. However,
neither AIM, nor the providers of data, gives any guarantees, undertakings or
warranties concerning the accuracy, completeness or up-to-date nature of the
information provided. Users should confirm information from another source if it
is of sufficient importance for them to do so.
www.aim.com.au
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New Leader: Assessment Kit
CONTENTS
ASSESSMENT INFORMATION.............................................................4
Competencies Being Assessed......................................................................4
Assessment Process...................................................................................... 5
Progress Checklist......................................................................................... 6
ASSESSMENT COVERSHEET..............................................................7
Leader/Manager Support and Communication..............................................8
ASSESSMENT REQUIREMENTS..........................................................9
Knowledge Questions.................................................................................... 9
Tasks........................................................................................................... 12
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New Leader: Assessment Kit
Assessment Information
Competencies Being Assessed
New Leader has been aligned against the following units of competency from the
Business Services Training Package:
BSBLDR401 Communicate effectively as a workplace leader
1. Identify context for communication
2. Clarify message and engage communication
3. Take follow-up actions
For a full view of this unit of competency please visit:
https://training.gov.au/Training/Details/BSBLDR401
BSBLDR402 Lead effective workplace relationships
1. Collect, analyse and communicate information and ideas
2. Develop trust and confidence as a leader
3. Develop and maintain networks and relationships
4. Manage difficulties into positive outcomes
For a full view of this unit of competency please visit:
https://training.gov.au/Training/Details/BSBLDR402
BSBLDR403 Lead team effectiveness
1. Plan to achieve team outcomes
2. Lead Team to develop team cohesion
3. Participate in and facilitate work team
4. Liaise with management
For a full view of this unit of competency please visit:
https://training.gov.au/Training/Details/BSBLDR403
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New Leader: Assessment Kit
Assessment Process
The assessment is designed to help you gather evidence of your competence
against the requirements of the unit of competency (as outlined above) while
applying your learning in the workplace. Your evidence may take a variety of
forms and must be:
 Authentic – your own work
 Valid – related to the competency
 Sufficient – appropriate quantity and quality
 Current – recent proof of your skills and knowledge
When should I submit this assessment?
The recommended timeframe for completing your assessment is within twelve
weeks of undertaking training. Please advise if you anticipate needing more time
so that your records can be updated.
Use this assessment kit to complete your responses to the assessment, attaching
additional evidence and documentation as appropriate. Please ensure all
additional documents are clearly labelled so that your assessor understands the
relevance to specific parts of the assessment.
Assessment Submission and Feedback
Submit your assessment online via myAIM. Once submitted, your assessment will
be assessed and feedback returned to you via myAIM.
Upon completion of all the assessment requirements you will receive an overall
assessment of ‘Competent’ or ‘Not Yet Competent’ for the unit of competency.
If further work is required to achieve an assessment of ‘Competent’, you will be
given one (1) opportunity to resubmit your work.
Upon successful completion and being deemed competent, you will be eligible for
a Statement of Attainment. If you are enrolled in a full qualification, you will be
issued with a Certificate and Transcript upon successful completion of all of your
units.
Video evidence
You may be required to submit video evidence for part of this assessment. Ideally
you will upload your video evidence to YouTube (as a private link) and supply the
link to your assessor.
Seek permission from any participants that are involved and ensure they are
aware of the purpose of the video, i.e. to assess your competence in a task.
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New Leader: Assessment Kit
Technical tools for completing this assessment
To complete this assessment you need access to a computer with internet and
word processing and spreadsheet software, plus other relevant programs to
develop documentation as required.
You will also need a smart phone or other audio/video recording device.
Progress Checklist
Complete? Item
Read and ensure you understand the AIM Student Handbook.
Particularly in terms of your rights and responsibilities. Access
the Student Handbook on the AIM website.
Read the assessment information, particularly the competency
being assessed
Complete the cover sheet
Plan your leader/manager support communications
Answer the knowledge questions within this assessment kit
Complete the tasks within this assessment kit
Compile your complete submission, ensuring that all additional
documents and attachments are appropriately labelled. Also
ensure any media submissions such as video and audio are
prepared.
Save this assessment document with the following
name:
Surname_firstname_AK_NewLeader
Save additional documents with the following name:
Surname_firstname_ AK_NewLeader_tasknumber_documenttype
For example:
Smith_Jane_ AK_NewLeader_Task2
Submit your assessment on myAIM
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New Leader: Assessment Kit
Assessment Coversheet
Program title: New Leader
Units of competency:
BSBLDR401 Communicate effectively as a workplace leader
BSBLDR402 Lead effective workplace relationships
BSBLDR403 Lead team effectiveness
Program date:
Name: Email:
Your Postal Address:
Telephone: Mobile:
Organisation:
A brief description of your organisation:
A brief description of your
team/department:
A brief description of your role:
Declaration:
o I have read and understand the information contained within the Student
Handbook
o All responses and evidence submitted here are my own work and contain no
material written by another person, except where due reference is made
o I understand that the Australian Institute of Management Education and Training
will retain information relating to my assessment and not disclose it to third
parties without my permission, with the exception of my employer on request
(where my employer is financing my course) and AIM service providers (such as
my assessor) acting in confidence on my behalf.
This declaration can be signed electronically by Candidates (your name typed in full).
Candidate Signature: Date:
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New Leader: Assessment Kit
Leader/Manager Support and Communication
Having the support of your leader/manager will assist you in completing your
assessment and applying your learning back into the workplace.
Communication with
your Leader/Manager
Candidate Comment Leader/Manager
Comment
Review your experience
of the training
Discuss the assessment
requirements and its
applicability to the
workplace
Identify the resources
and support needed to
complete the assessment
Agree a plan of action for
successful completion
within the timeframes
Discuss your satisfaction
with the training and
assessment process
Candidate
Name:
Date:
Leader/Manager
Name:
Date:
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New Leader: Assessment Kit
Assessment Requirements
Knowledge Questions
 Answer all parts of each question
 Use your own words and give examples wherever possible
 The quality of your answer is more important than how long it is
 Enter your answers in this document
Question 1
Describe two pieces of legislation, regulations and/or organisational policy and
explain how they have an impact on communication processes within your
organisation.
Every organization make their policy in order to build their image
and reputation in front of the consumers as well as the other
organization. Some organization made strict rules and regulations
and some organizations have friendly SOPs depending upon the
nature and the task of the organization. Communication is very
necessary in order enhance that factor organizations work to
develop relationship with top management and subordinates. By
adopting that factor goals can achieve with perfection. So for that
purpose they develop the habit of brain storming which help to
reduce the communication Gap and secondly they develop the
free environment in which everybody work not with pressure and
everybody can easily communicate with the superiors.
Question 2
Outline one legislative requirement relevant to workplace relationships (e.g.
Workplace or Industrial Relations, Equal Employment Opportunity, Anti-
Discrimination). Explain the impact it has on improving work performance in your
team.
For having an effective workplace legislation are very important.
Monitoring is one of those factors from which working ability of
every subordinate can be measure. Monitoring helps to evaluate
the organization performance to. Like it will help to create the
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New Leader: Assessment Kit
effective communication. Improve the work performance of the
team and also, they reduce the discrimination factor because
while monitoring the performance the result outcomes can help to
make the evaluation which reduces the discrimination. It is also
work as the anti-discriminator
Question 3
How does your organisation communicate electronically and non-electronically,
both internally and externally? List at least five methods, describe a situation
where each of these methods is the most effective choice and explain why.
There are various ways to engage with the subordinates
electronically. The first one is the mobile networking group.
Simply you have to call from cell phone and engage with the team
lead or other person. Second one is the social networking group.
For example WhatsApp groups, messenger groups etc. can help to
engage with the employees anywhere. Video conference call from
Skype or messenger which helps to make the communication
more effective. Email is another way to continuing communication
with the subordinates. The last one is the instant message tool
which reduces the gap between superiors and subordinates. The
other way to engage with the subordinates none electronically is
indoor and outdoor meetings, daily monitoring and
communication with the employees to resolve issues and many
other ways which fill out the gap in day to day operations.
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New Leader: Assessment Kit
Question 4
Describe the recommended processes within your organisation (or one you have
researched) for:
a. Delegation
b. Work allocation/workload management
c. Employee consultation
d. Managing underperformance and maintaining productivity
e. Resolving issues at the workplace
f. Understanding difference and its impact on behaviour
Resolving issues at the work place is very important and need to
be focused by superiors. There are several issues of the
employees at the workplace, like job description issues,
contradictions with the implementing ideas, stress, work load or
pressure and so many other issues which may affect the
operations. So for that purpose the issues should be resolve by
the head of the team. it is also a type of the monitoring and it will
also help to generate the effective communication which is
necessary for the workplace.
Question 5
List the characteristics of the following techniques for developing positive work
relationships and building trust and confidence within a team and provide one
example of each:
a. Adjusting your interpersonal style (e.g. communication style, conflict
resolution style)
b. Using effective communication (verbal and non-verbal)
c. Effective listening
d. Being sensitive to cultural and social diversity
e. Networking (internal and external)
f. Using a range of leadership styles
Note: Interpersonal styles are those used to communicate and interact with
people.
Characteristics of interpersonal skills involves the attitude of the
person, communication behaviour and the confidence of the
person. These characteristics are highly noticed and appreciated.
To be an effective leader listening skill are also important and it
involves the interpreting skills and the techniques which is
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New Leader: Assessment Kit
necessary to interpret the information or problems of the people.
A leader involves him or herself according to the situation. So, a
leader should develop different styles of the leaderships so that it
is easy engage with subordinates depending upon situation.
Question 6
Following is an example of an organisational value. “We want our people to be
accountable, proud and committed to delivering better outcomes for our
customers.”
a. Outline how you would communicate this value as a goal to your team.
b. Give one example of how workplace relations and the cultural environment
of your organisation support this goal and one example of how they may
hinder it.
a) In order to understand the accountably proud firstly the
team should able to know their Job and Job description. So
that after knowing their JDs they will able to perform well a d
achieve their goals effectively.
b) Google is one of the best example of understanding the
friendly culture of the organization. They have an
environment in which people love to work and also have a
time for enjoyment in their working hours. They also able to
complete their job and deliver best to the customer that’s
why google says that employees are accountably proud for
the organization. Secondly there are some organizations who
are very conscious about goal achievement due to which
they haven’t create the environment so friendly that their
employees are going in stress because of work load and lack
of relief.
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New Leader: Assessment Kit
Question 7
Describe two (2) types of feedback methods and explain key principles
to consider when providing feedback to your direct reports.
There are several methods for feedback but most of the
organizations usually used the manual and electronic methods of
feedback. Manual method of feedback is
usually a time taking firstly in filling by the people after that
matching all the response to get the result. Electronic system of
the feedback is usually beneficial like after filling the form by
people the system automatically generate the results within
minutes which helps to evaluate the performance of the
employees and also to know that what should be add to make the
operation more effective. Different organization conduct feedback
session in order to know the performance of the subordinates
from customer and also for suggestions regarding advancement in
operations from the employees.
Question 8
Leading an effective team requires a range of diverse skills. Research and explain
each of the following principles, then give an example of how you would translate
this into a team leader’s responsibilities.
a. Negotiation and team problem solving that focus on win-win outcomes
b. Team motivation
c. Group dynamics and team building processes
d. Workplace innovation
e. Treating internal and external contacts with integrity, respect and empathy
f. Being trustworthy (competent, reliable and honest)
In order to build a strong team diverse skills should be
needed. For that purpose team problem solving skills are
really important. There are some factors which are become
hurdle in team building one is the team problem solving.
Problem solving skills in a leader is very important. There are
a lot of problems a team member is facing. Like stress, work
load and other issues which should be solve by the leader.
Like google and its team leads they evaluate the
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New Leader: Assessment Kit
performance and able to judge the problem with the team
member.
Second one is the motivation of the team. This task is very
important for a leader. Motivation is done by providing
benefit, bonces, and benefits of achieving goals. In that way
a team member is motivated, attached and enjoy the job.
Third one is group dynamic and team building skills. Leader
should know that on which position his team is standing on.
So based on the qualities of the team member he should
accept the task so that it will easy to complete them.
Work environment needs innovations. These innovations are
usually technological in the environment and in the daily
operations which fascinate the team members.
It should be the responsibility of the team member to treat
the links and contacts with empathy. These links and contact
are usually those which help in day to day operation like
vendors supplier etc. so the interaction with these people
reflects the leader’s qualities and personality.
Leading a team with dignity, honesty are the good traits.
Being an effective leader helps to achieve the goals of the
organization effectively and also effect the reputation of the
leader.
List three (3) barriers to effective communication in the workplace. For each
barrier explain how you would overcome it.
· Language differences and the difficulty in understanding
unfamiliar accents.
· Expectations and prejudices which may lead to false
assumptions or stereotyping. People often hear what they expect
to hear rather than what is actually said and jump to incorrect
conclusions. Our page The Ladder of Inference explains this in
more detail.
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New Leader: Assessment Kit
· Cultural differences. The norms of social interaction vary greatly
in different cultures, as do the way in which emotions are
expressed. For example, the concept of personal space varies
between cultures and between different social settings. See our
page on Intercultural Awareness for more information.
In order to overcome this factor all is need a friendly environment
and having those people in the team which belong to the same
culture or there should be a small culture difference. Which help
the member of the team to adjust themselves with the culture of
the organization.
Question 10
Identify one (1) business network you are a part of and explain the actual or
potential benefits of networking to you as an individual and the organisation as a
whole.
. MacDonald is a food chain network. They have those legislations
which will have benefit to the employees. Also, they have very
friendly culture. People who are working with this network belongs
to different culture and adjust themselves with the environment of
the MacDonald.
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New Leader: Assessment Kit
Question 11
Explain at least two (2) activities that help to maintain open lines of
communication between management and team members in an
organisation.
. There are several methods of creating the path of effective
communication. If the superiors involves the subordinates in every
suggestion and implement the habit of brain storming and
speaking with confidence helps to create an effective path of
communication.
Tasks
Overview of tasks
 Task 1: Conduct a team evaluation
 Task 2: Develop a team work plan
 Task 3: Communicate the team work plan
 Task 4: Implement the plan
 Task 5: Respond to issues or concerns
Instructions
 These tasks should be based on your own organisation or one you have
researched. Note: If you do not have a current work team you may refer
to a team you have been involved in/observed in the past.
 Acknowledge any information you have used (websites, books etc.) by
referencing the original source. For more information about how to
reference, please refer to the AIM Harvard Referencing Guide.
 You will be asked to develop documents to demonstrate your competency.
The documents you develop should be included in the assessment
documentation you submit.
 Before you submit your work please ensure you have clearly named and
labelled your documents so that your assessor knows what submissions
relate to which questions and tasks. Refer to the Progress Checklist on
page 3 of this assessment kit for how to name your documents.
Important note: Please be aware that any workplace documents or templates you
use as part of your assessment will be treated as commercial-in-confidence.
Task 1: Conduct a team evaluation
Evaluate the way your work team functions by completing the attached Team
Evaluation Form.
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New Leader: Assessment Kit
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New Leader: Assessment Kit
Team Evaluation Form
What team does this evaluation apply to?
The organisational team are relevant for the evaluation.
1. Team goals and objectives
Do all team members clearly understand the purpose and goals of the team?
Yes, all the team members are clearly understand the purpose and goals of the
team.
How is this achieved?
A flexible working environment with an effective interpersonal communication
skill is played significant role in briefing the organisational objectives clearly
and the team members feel free enough to ventilate their interests and
understanding regarding the purpose and goals of the team ( Chaddha 2016, p.
12).
How are team members consulted to seek input and clarify objectives?
A group discussion is conducted where each of the team members has the right
to share problems in understanding the objectives and seek input properly.
What opportunities can you identify for improvement?
The communication development can be an opportunity for better
improvement. The communication strategy will help to make effective relation
between the leaders and the team members ( Dash and Mohanty 2019, p. 36).
2. Supporting your team
How are team members encouraged to participate in team activities?
The effective leadership practice of the team lead encourages the team
members to participate in the team activity.
What support is provided to enable them to achieve team outcomes? E.g.
coaching
Proper training and skill development of the team members will lead to achieve
the team outcomes.
How do team members support each other in undertaking required roles and
responsibilities?
A group session can be the helpful practice to support each other in
undertaking required roles and responsibilities effectively. As per the research
of Dyer (2017,p. 1342) the group session will create a strong bonding between
the employees and drives them to support each other.
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New Leader: Assessment Kit
How can team members be supported more effectively?
Frequent review of the works can help the team members to find out the gaps
in working and resolve those issue effectively to foster better organisational
practice.
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New Leader: Assessment Kit
3. Team member input
What opportunities are team members given to provide input into planning,
decision making and general operational aspects of the team?
Role play is the best opportunity for the team members because it will help
them to understand individual responsibility. A pro-active nature and innovative
brainstorming can also create opportunity in planning and decision making.
How do you encourage innovation within your team?
There are two pertinent aspects that can encourage innovation within team.
For instance, empowering team members to make decisions is definitely a
significant approach to make the team members innovation. On the other
hand, Jamal and Abu Bakar (2017, p. 381) highlighted that build up creative
time is also identified as an important practice as it creates an organisational
culture of thinking creatively.
What opportunities can you identify for improvement?
Process need can be an opportunity to identify improvement. It is very helpful
for the organisations to understand the need and check the efficacy of the
organisation to achieve the need. Moreover, skill development of the
employees is also relevant in this context where the organisation can improve
itself by providing training to the employees and keep a focus on their
effectiveness.
4. Accountability
How are team members assigned responsibility for tasks?
Integrate the interests of the employees with the organisational goals and
objectives is the best part to assign responsibility for tasks. The employees will
feel the tasks related to their personal aspirations. Moreover, encouraging and
boosting the confidences of the employees will help them to feel the
responsibility of the tasks.
What processes are in place to ensure team members are held accountable for
completing assigned tasks?
A performance evaluation plan will be set that can hold the employees
responsible for their tasks. It is important to note that the performance
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New Leader: Assessment Kit
appraisal will help them to motivate and push them to take the responsibilities.
In addition to this, a reward and recognition practice also boosts the employees
to take great care of completing the tasks so that they will be benefitted
financially.
What opportunities can you identify for improvement?
There are plenty of opportunities for improvement such as acquiring knowledge
and perception regarding new skills and practice is identified as an opportunity
of improvement. Furthermore, challenges in tasks can provide a brainstorming
practice for the employees to participate in improvement (Lin and Huang 2020,
p. 100).
5. Workload management
How are workloads managed for the team and individual team members?
Proper distribution of tasks can be the best way to manage workload.
Moreover, offering a balance between personal and professional life will provide
relaxation and ease out work pressure.
What processes are in place to review workloads if required?
There are five steps to review the workloads. It is known as workload planning.
The first step is associated with reviewing the current workload of the team.
Then it is pertinent to identify the over allocated staff. The next step is to
identify the under allocated staffs and evaluate the skills and absences for
allocation of workload. Finally, make a plan to distribute the workload
proportionately will be effective in this process.
What opportunities can you identify for improvement?
The process is easy to follow and feasible enough to implement. Moreover, the
vision and pro-active nature of the team lead can help to adjust the workloads
accordingly.
6. Team development
What learning and development activities are offered to individuals and teams?
Soft skill development, management skill development and the time
management are the best learning and development activities that are offered
to teams and individuals.
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New Leader: Assessment Kit
What documentation/records are kept?
Certificates are provided for each of the training and development practices.
Moreover, the team lead and management will look after the changes in the
performance of the employees by comparing their previous activities and post-
training activities.
How do you use evaluation of learning and development plans to inform future
practice?
It will be based on 4 step model or practice where the first step is associated
with reaction to the attitudes of employees regarding the training. Then
analysing the relevance and pragmatism in the chosen learning practice. After
that behaviour of the employees will be analysed to figure out what degree of
training they require and finally the analysis of the result will be commenced.
7. Evaluating team performance
How do you evaluate and reward the efforts and achievements of the team and
individual team members?
By setting up goals and targets for each of the team members will help to
evaluate their efforts and achievements. The goals and targets will be set as
per the abilities of the employees and the team members are also informed
about their individual targets.
How is feedback provided promptly to report outcomes, recognise
contributions and identify issues or concerns?
The feedback has to be specific but having deep insights into the performance
evaluation. Moreover, there needs to be a proposed solution to mitigate any
barriers or challenges.
How do you address underperformance?
The first step has to be set clear expectations and match the skills of the
employees accordingly. The second step is to conduct a performance review on
the previous performances. After that identifying the necessary training is
required. It is further associated with the monitoring program that help
individuals and team to proceed towards the right direction. Finally,
encouraging a sense of ownership will help to maintain effective organisational
practice.
What opportunities can you identify for improvement?
First of all, the employees can easily cope with the process as it is very user-
friendly. In fact, the employees can also find out their gaps in performance and
act in accordance with the situation. Furthermore, the process can create a
good understanding between the employees and the team leads.
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New Leader: Assessment Kit
8. Resolving issues
How are issues, problems or concerns that arise within the team discussed and
resolved?
Continuous conversation and keep a tab on the issue are considered to be the
most effective process to resolve any problem or risk. Moreover, set some rules
of professional activity is also identified as significant for risk mitigation. The
employees must know their roles and responsibilities and act as per the rules.
What opportunities can you identify for improvement?
A better understanding and cooperation between the employees and the
organisation is required to provide enough effectiveness into mitigating the
problems. In addition to this, the leadership style of the team leads also guides
to shape the organisational culture and enhances the ability to deal with the
problems in a collaboration.
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New Leader: Assessment Kit
9. Consultation
Identify who you consulted with when undertaking this evaluation and describe
how you consulted with them.
The senior management is going to be informed about the evaluation and it is
the responsibility of the team lead to keep posted the performance evaluation
of the employees to the senior management. In addition to this, a direct
communication with the HR department will also be maintained in order to
inform them about the progress in workforce performance.
How will you communicate this evaluation to your team?
Through emails and meetings the evaluation will be communicated to the team
members. The purpose of using emails is to make it official and meeting will
help to communicate with the employees directly through interpersonal
communication skills.
Summary of findings
What are the team’s strengths?
The team is well aware of its responsibility and roles.
The team members are focused enough to perform as per their abilities.
A cooperativeness among the employees is also a strength to handle any crisis
situation.
What opportunities for improvement exist in the team?
Skill development can be an effective practice for improvement.
An effective communication is required to make the team more effective.
Meet the goals and targets for all the employees can be compulsory.
How can the opportunities be addressed?
The increase in productivity can address the opportunities.
Moreover, the quality of work is also played pivotal role in this regard.
Summary of what to submit for Task 1
1. Completed team evaluation form.
2. Documentary evidence of your consultation, e.g. Meeting minutes/notes,
email correspondence, etc.
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New Leader: Assessment Kit
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New Leader: Assessment Kit
Task 2: Develop a team work plan
Develop a team work plan for a project or team activity you are currently
involved in, observing or one that is planned to commence within the next few
months.
Be sure to consult with team members and managers in the development of the
plan and take into account any strategies for team improvement you determined
in Task 1.
You may use the following template or one from your own workplace that covers
similar points.
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New Leader: Assessment Kit
Work Plan
Team Name:
Project or Team Activity:
Goals and objectives: Link to organisational objectives:
Continue the team improvement Health and safety
Increase productivity Maximise profitability
Improve the quality of production
and service
Develop high customer retention and
satisfaction.
Create a better organisational culture To restrict the rate of employee turnover
Prepare better communication within
team
To facilitate a sustainable business
practice
Responsibilities
Requirement Tasks Measures/KPI Relevant legislation/
policy etc.
e.g. comply
with WHS
legislation,
standards,
Safety
Management
System,
procedures
etc.
Participate in
consultation,
conduct
inspections,
follow
procedures
Safety audits, non-
conformance reports.
WHS/OHS policy and
procedures,
WHS/OHS Act
To prepare a
health
standard
To facilitate
routine check
ups
The health standard
of employees will be
increased up to 90%
Work Health and
safety Act 2011
To maintain
anti-
discrimination
in workplace
To set separate
policies for anti-
discrimination
The anti-
discrimination
measures strictly
follows the
government
regulation.
Fair work Act 2009.
To check the
salaries and
wages of the
employees as
per the norms
Prepare
transparent
remuneration
process for the
employees
The employees are
highly satisfied with
the remuneration
process
Fair Work Act 2009.
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New Leader: Assessment Kit
Action Plan
# Action Resources required By
whom
When
by
Don
e
1. Facilitate workplace
health and safety
WHS policy and
infrastructure
HR 2
weeks
√
2. Implement a transparent
remuneration process
Remuneration system HR 2
weeks
√
3. Strong organisational
culture
Policy and procedure HR
and
manag
ers
1
month

4. Better communication
practice
Identification of
alternate
communication
options
Team
leads
3
weeks

5. Motivating the
employees
Reward and
recognition
Operat
ion
manag
er
2
weeks
√
6. Ensure high profitability
in the organisation
Employee
engagement and
training
HR
and
team
leads
3
month
s

7. Guarantee
organisational
sustainability
Employee motivation
and retention
HR
and
senior
manag
ers
2
month
s
√
Summary of what to submit for Task 2
1. Completed team work plan.
2. Documentary evidence of your consultation with the team and
management, e.g. Meeting minutes/notes, email correspondence, etc.
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New Leader: Assessment Kit
Task 3: Communicate the team work plan
In order to successfully implement a work plan it must be effectively
communicated to the team and management.
a. Create a communication strategy which covers the following:
 The background, reason and context for the communication activity.
 The desired outcome of the communication.
 Outline of main points to be communicated.
 The people that will receive the communication (name and title).
 Environment or personnel related factors that should be considered.
 At least 4 available methods (channel) of communication
 Of the above methods which will be used for the communication
required.
 Potential barriers to this communication and how you will overcome
them.
 How this communication strategy will incorporate a respectful,
ethical, positive and appropriate approach.
 Documentation or records required (if any).
Communication Strategy Template
Background Information (reason and context for the communication):
The purpose of the effective communication system is to create a smooth and
effective communication within the organisation to improve the efficacy of the
employees.
Legislative/organisational factor that needs to be considered
Factor Will be addressed by
Improve the production Operation manager
Desired outcomes Main points to be communicated
Increase the rate of productivity Goals and objectives of the organisation
will be addressed
Increase the quality of service High emphasis over the customer
retention and satisfaction
Fostering long term sustainability
within the organisation
A collaboration and cooperation is
required through effective
communication practice.
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New Leader: Assessment Kit
Communication Strategy Template
Communication Method (Channel) Options
Email, meeting, Skype chat
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New Leader: Assessment Kit
Communication Strategy
Who will
receive
communicatio
n
Key message Communication method
(channel)
By whom When by Potential barriers and how
they will be addressed
Employees Improve performance Meeting Team
leaders
1st week of
the month
The goals and objectives
will be uncleared.
Employees feel high
pressure at work
Team leads Enhance organisational
productivity
Skype chat Operation
manager
End of the
month
Lack of infrastructure to
increase productivity
Lack of specific plan
Employees Workplace satisfaction Email HR
manager
Every week Employees do not intend
to reply
Lack of seriousness from
the team leads
Senior
managers
Reach the maximum
production without any
excuse
Email Business
head
Twice a
year
High pressure in working
Financial constraints that
led to problem in
developing infrastructure
Team leads Prepare a plan to achieve
the targets
Skype Chat Operation
manager
2nd week of
every
month
Lack of insights
Lack of understanding the
importance of the
communication
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New Leader: Assessment Kit
b. Undertake your meeting to discuss the plan implementation as outlined in
Task 3a.
 Ensure there are a minimum of 3 attendees.
 Take an audio or video recording of the meeting and submit as
supporting evidence.
c. Gather evidence from the attendees on their opinions about the
communication process used and level of understanding of the
communication. Note: You may use the Communication Feedback Form
below as a guide, or one of your own.
Communication Feedback Form
Name: Paul Siemens Date: 5.4.2020
What was the purpose of this communication?
To increase the productivity of the organisation
What were the main points of this communication regarding?
Develop skills
Increase the performance
Focusing on customer satisfaction
Meet the objectives of the organisation customer satisfaction
Meet the objectives of the organisation
Was the method of communication (e.g. meeting, email, presentation etc)
suitable? Why?
Meeting and emailing
Are you clear about the actions you need to take based on this
communication? Why or why not?
I am not sure that I can meet the targets properly. There are two reason. One
is associated with the unprofessional and uncooperative attitude of my
supervisor. Therefore, I cannot get any assistance that I require. I need to
develop my skills to achieve the targets but there is lack of infrastructure that
creates problem in facilitating proper training and development for the
employees.
Summary of what to submit for Task 3
1. Internal document covering all parts in Task 3a or completed
communication strategy template provided.
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New Leader: Assessment Kit
2. Video or audio recording of your communication from Task 3b.
3. Evidence from the attendees on their opinions about the communication
process used and level of understanding of the communication (e.g.
completed communication feedback form) – Task 3c.
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New Leader: Assessment Kit
Task 4: Implement the team work plan
Over a period of at least 4 weeks implement the team work plan while practicing
leadership techniques to gain and maintain the trust and confidence of others
and encourage team contribution.
a. Use the checklist below to describe the personal leadership style you used
during this implementation period, providing workplace examples that
demonstrate your approach.
b. Have your manager observe you during the time you are implementing
your work plan. Have them complete the checklist below.
c. Update your team work plan regularly and track progress against the plan
over 4 weeks.
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New Leader: Assessment Kit
INDIVIDUAL CHECKLIST
My personal leadership

I act as a role model to other team members 
Example: I believe in lead by example. Therefore, I practice a pro-active
attitude so that my team members will follow the same.
I treat others with integrity, respect and empathy 
Example: I follow an open discussion and group discussion practice where
I offer chances my team members to provide ay strategy or plan to
improve our performances.
I enhance the organisation's image within the team, the organisation and
with clients/customers

Example: I follow a positive attitude while dealing with team, organisation
and customers. I believe that my behaviour or attitude represents the
organisation so that I take extra care to show a positive and professional
intent.
I create and maintain an innovative, collaborative and positive
environment

Example: The group discussion helps my team members to enrich their
knowledge and think out-of-the box while preparing any plan or decision.
Moreover, I schedule a specific time for my team for thinking and
implementing innovative ideas.
I delegate effectively and manage the work of others 
Example: I am always available for my team members even the shift
timing is over. Therefore, it will help to create a cordial relationship with
my team members and manage them properly.
I use effective interpersonal skills and communication techniques 
Example: I personally check the performance of each of my team
members and asking them about the problems if they are facing within
the workplace.
I provide feedback to team members and reward individual and team
efforts and contributions

Example: We have a team fund where each of the members has to drop
money in a voluntary basis. At the end of the month the best performer
gets a gift from that fund and it delivers a respect and appreciation from
all the team members.
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New Leader: Assessment Kit
I continuously monitor workplace relationships and work to improve them
Example: It is not possible for me to check and monitor the workplace
relationship every time. But I keep a follow up twice a week so that it will
improve the workplace relationship.
I demonstrate sensitivity to cultural and social diversity 
Example: All the employees are coming from different cultural and social
background there I put great emphasis over it so that any kind of
discrimination or bullying will not get tolerated.
I communicate information from management to the team effectively
Example: Not all the management information are needed to covey to the
employees so I distinguish the information and share with the employees
if it is required.
I manage underperformance and address workplace issues and conflict in
line with legislative and organisational requirements
Example: I am not so much knowledge about the legislative practices so
that I manage situations as per my own understanding and ability.
LEADER/MANAGER’S CHECKLIST
Personal leadership observation: Name __________________________
Does the person… 
Act as a role model to other team members
Please provide an example: He is very professional and always interested
in benefits for the organisation more than the role model for the team
Treat both internal and external contacts with integrity, respect and
empathy

Example: Yes. He is well aware of his responsibility and knows how to
manage and convince people.
Enhance the organisation's image within the team, the organisation and
with clients/customers

Example: He is very concern about the image of the organisation and
always reflect a positive intent in front of the team or the clients.
Create and maintain an innovative, collaborative and positive
environment

Example: He is always trying to make a positive and innovative
environment by encouraging the employees and listening their problems
properly.
Delegate effectively and manage the work of others 
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New Leader: Assessment Kit
Example: He is very professional and always reflects a pro-activeness that
helps him to delegate effectively and manage the work of others.
Use effective interpersonal skills and communication techniques 
Example: He is very much interested about the performance of the team
so that he takes interpersonal communications to understand the
problems of the employees
Provide feedback to team members and reward individual and team
efforts and contributions

Example: A very creative and effective reward strategy has been
introduced that boosts the morale of the employees.
Continuously monitor workplace relationships and work to improve them
Example: No. I presume he does not want to interfere continuously. But
takes a follow up in every week.
Demonstrate sensitivity to cultural and social diversity 
Example: He respects others and tries to respect people from different
cultures by showing his positive intent.
Communicate information from management to the team effectively 
Example: Yes he shares all the information relevant to our performance.
Overall comments:
He is good at his job and motivate us enough to boost the performance.
Moreover, he always performs a professional approach so that a better and
cordial professional relationship is made with him.
Signed (Manager): ________________________________________
Summary of what to submit for Task 4
1. Completed individual checklist – Task 4a.
2. Completed and signed Leader/Manager checklist – Task 4b.
3. Documentary evidence to support your examples, e.g. correspondence,
peer/manager feedback, performance reviews etc.
4. Team work plan updated to show progress over 4 weeks – Task 4c.
Task 5: Evaluate outcomes and respond to issues or concerns
After at least 4 weeks of implementing your team work plan, evaluate the
outcomes achieved. Prepare a written report outlining the following:
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New Leader: Assessment Kit
a. Description of any issues or areas (or potential areas) of underperformance
or conflict and an explanation of the probable cause.
The employees are not satisfied with their targets as they are expecting
that the management should ask them before setting the targets.
b. How you resolved staff conflict causing diminishing work performance
within organisational and legislative requirements.
I will convey the employee grievance to the management and urge to have
a conversation with them so that both the parties can understand others
perspectives. From the legislative aspect, the Fair Work Act 2009
suggested the business organisations to practice a transparent
communication with the employees. Therefore, it has to be done with the
regulatory guidelines as well.
c. What follow up actions were required and how you communicated this to
relevant personnel.
I will send a professional mail to the Operation Manager and ask him to
take proper steps about the issue. Moreover, the HR manager will also be
looped in into the mail chain so that he can push the Operation Manager to
take a meeting with the employees.
d. How you referred issues outside of your authority, or any unresolved
issues, to relevant persons or management as required.
I first approach to my supervisor and the HR manager as well to assist in
mitigating the issue. However, a constant communication with the
employees will also be taken so that they never feel isolated.
e. How you ensured follow up to action was taken.
I keep tab on the mail and ping my superior once in a week so that he will
take proper action. Moreover, I personally mail the HR manager to put
pressure on the operation manager so that the problem will be resolved as
soon as possible.
f. What documentation was required as a result of any communication
regarding under performance and/or follow up action.
All the data of performance has to be presented to the operation manager
with the expected target so that it will be evaluated properly.
g. Description of how you will actively improve your workplace’s
communication processes by seeking contributions from internal and
external sources to develop new ideas and approaches.
After implementation of the task there is a need monitoring and feedback in order
to see the positive outcomes. By assessment of all the information it is found that
the branches and outlet of the superstores complain about the late delivery time.
Although all the things and operations are owned, and no third party is involve.
After going through the process of monitoring it is found that the delivery
employees while delivery start doing their personal task on the vehicles of the
company that’s outlets put a complain about late delivery time.
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New Leader: Assessment Kit
After going through all the situation proper tracking system is introduced. This
system allows to track every vehicle which is used in delivery operation. After the
implantation of this system there is a reduced in the number of the complaints from
outlet and branches.
Another issue which employees’ faces is the miscommunication issue. In
documentation some of the word will misprint or blur which cannot be understand
by the people who are in operation so in order to overcome this problem the
process of cross check is introduced so that miscommunication will be reduced.
By looking overall process and operation monitoring and controlling is the core
traits in order to make the process of supply chain successful.
Summary of what to submit for Task 5
1. Completed written report covering all points outlined above.
2. Documentary evidence to support your report as relevant, e.g.
documented performance management process, correspondence with
management if required, etc.
Reference
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Dash, B. and Mohanty, P.K., 2019. The Effects of Work Environment, Self-
evaluation at Workplace and Employee Morale on Employee Engagement. Srusti
Management Review, vol. 12, no. 1, pp.33-39.
Dyer, R., 2017. Cultural sense-making integration into risk mitigation strategies
towards megaproject success. International journal of project management, vol.
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Jamal, J. and Abu Bakar, H., 2017. The mediating role of charismatic leadership
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Communication, vol. 54, No. 4, pp.369-393.
Lin, C.Y. and Huang, C.K., 2020. Understanding the antecedents of knowledge
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