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Simulations for the Identification of Leadership (SIL)
Purpose
The Simulations for Identification of Leadership (SIL) offers participants an evaluation of their developmental leadership needs as defined by the new Key Leadership Competency Profile.
Overview
The simulations include three interactive exercises aimed at identifying the participant's developmental needs on eight aspects of the Key Leadership Competencies Profile. These interactive exercises present situations commonly encountered by executives. During the interactive exercises, the participant's assume the role of a director in a simulated government organization. The situations provide candidates with the opportunity to demonstrate their leadership capacity. The participant's performance is evaluated by a psychologist and by assessors with senior management experience. Throughout the simulations, the assessors and the psychologist gather information on the behaviours related to the key leadership competencies typically expected at the director level.
Assessment Process for Candidates
Day 1: Preparation
On the first day, candidates prepare for the Simulations which take place on Day 2. On their arrival, an administrator provides them with information on the procedure. They then have all day to prepare for the interactive exercises which will take place the following day.
Documents are given to them at the beginning of the day: basic information on a fictitious government agency, and a collection of documents which describe the questions and situations to which a director will have to face. During the time allotted, the participants must familiarize themselves with the organization, the various files and prepare for the interactive exercises.
Day 2: Simulations for Identification of Leadership
The second day candidates participate in three interactive exercises and complete a personality inventory
- Presentation and questioning:
Each participant makes a presentation to both the President of the agency and a peer in the organization. Following the presentation, the president and the peer ask questions based on his or her presentation. - Meeting with
an employee:
In this simulation, the candidate meets with one of their employees regarding a number of issues. - Executive group discussion:
The candidate, along with the other candidates assessed on the same day, work on a common issue.
At the end of Day 2, candidates meet with a psychologist for a debriefing session. At this time, the psychologist reviews the assessment process for the Simulations for Identification of Leadership (SIL).
Definitions of the Key Leadership Competencies evaluated:
Strategic Thinking:
- Analysis
- Ideas
Public Service (PS) leaders advise and plan based on analysis of issues and trends, and how these link to the responsibilities, capabilities, and potential of their organization. They scan an ever-changing, complex environment in anticipation of emerging crises and opportunities. They develop well-informed advice and strategies that are sensitive to the various needs of multiple stakeholders and partners, reflect the strategic direction of the PS, and position the organization for success.
Engagement:
- Communication
- Interpersonal Relations
- Teamwork
- Partnering
PS leaders engage people, organizations, and partners in developing goals, executing plans, and delivering results. They lay the groundwork by building coalitions with key players. They mobilize teams, building momentum to get things done by communicating clearly and consistently, investing time and energy to engage the whole organization. They use their negotiation skills and adaptability to encourage recognition of joint concerns, collaboration, and to influence the success of outcomes. They follow and lead across boundaries to engage broad-based stakeholders, partners, and constituencies in a shared agenda and strategy.
Management Excellence:
- Action Management
- People Management
PS leaders deliver results by maximizing organizational effectiveness and sustainability. They ensure that people have the support and tools they need and that the workforce as a whole has the capacity and diversity to meet current and longer-term organizational objectives. They align people, work, and systems with the business strategy to harmonize how they work and what they do. They implement rigorous and comprehensive human and financial resources accountability systems consistent with the Management Accountability Framework (MAF). They ensure that the integrity and management of information and knowledge are a responsibility at all levels and a key factor in the design and execution of all policies and programs.
If you wish to obtain more details on the components evaluated in SIL, you can consult the folllowing website "the Leadership Network"
Communication of Results & Feedback
Following the evaluation, the participants receive a report of their results that they obtained on the eight components of the evaluated new profile of the key leadership competencies. Also, it is possible for each participant to discuss their results with a psychologist from Assessment Services of the Personnel Psychology Centre. At that time, the psychologist will assist the participant to interpret the results of their evaluation report and also the results of their personality inventory and it will be possible to establish links with the results of their simulation and their management style in their daily work. Feedback on the results of the simulations can be useful because it can help clarify the areas for improvement for the participant. Hence, this exercise can offer a developmental path for a participant's career.
Accommodations
If a participant is in need of accommodations for the evaluation, he or she is requested to communicate with Assessment Services, Personnel Psychology Centre at 613.947.0555 as soon as possible in order to discuss possible adaptations.
Tips for Candidates
The Simulations for Identification of Leadership (SIL) assesses the eight components of the profile of key leadership competencies at the director level. Consequently, you cannot prepare directly for these simulations, however, you may find the following tips useful:
- Try to get a good night's rest. This will help you to perform at your absolute best during the simulations.
- Give yourself plenty of time to arrive for each part of the Simulations. It is to your benefit to arrive a few minutes before each part so that you can begin each exercise without feeling rushed.
- During the exercises, respond as if you were on the job. This will provide the best assessment of your competencies.
- During these simulations, it is important to clearly indicate the decisions and actions you would take and your rationale for these actions. This is necessary to receive credit for your good ideas. The assessors will not make inferences regarding what they think you will do; they will base your assessment solely on what you say and do.
Further Information
If you have questions regarding the evaluation of the Simulations for Identification of Leadership, please contact PPC Call Centre, at the Personnel Psychology Centre at:
Telephone: (613) 992-9741
Fax: (613) 995-0748
E-mail: ppc-cpp@psc-cfp.gc.ca
