Through consultation with agency representatives, LDC has created the New People Leader Development Programme, which is available to public service agencies to support their new people leaders’ transition.

Development priorities for new people leaders

We identified the seven most important development priorities for new people leaders to focus on in the first 12 months of their transition into their roles. These priorities build on leadership characteristics and come from the Leadership Success Profile (LSP).

Mindset | Te tirohanga
Connect | Te whakawhanaungatanga
Purpose | Te whāinga
Achieve | Te whakatutuki
Feedback | Te aro whaiaro
Develop | Te whakawhanake
Processes | Ngā tukanga

Options for new people leader development

The design of the new people leader development material means it can be used in a range of ways. An agency can choose to run the whole programme or provide just some of the components to its new people leaders.

New people leaders have options to: work through the development material independently, be involved in peer learning, or where offered by an agency, attend facilitated workshops (called Workouts).

Option 1: Development and Action Guides

Self-paced learning for new people leaders to work through seven development priorities: Mindset, Connect, Purpose, Achieve, Feedback, Develop, Processes.

There are seven development and action guides – one for each development priority, for new people leaders to work through independently or with others. These are provided as Word documents to be printed out and written on. The guides contain a range of learning material and links to resources to watch, read, and engage with.

Access the guides

New people leaders can download the development and action guides in the programmes and events area on the LDC website.

HR/OD can also access the guides below.  

Option 2: Facilitator Guides for Workouts

Workouts are three-hour sessions facilitated either by an agency‘s own facilitator or by a facilitator recommended by LDC. New people leaders can practise skills and use the learning they’ve gained through the development and action guides.

See below for the resources you'll need to facilitate the Workouts.

Option 3: New People Leader Development Programme

An agency can decide to run the whole programme for a cohort of its new people leaders, for 12–16 participants. This includes the assessment 'My Development Tracker', development and action guides, six Workouts compiled into three one-day sessions, facilitated kick-off and recall sessions, and a peer learning option.

See below for the resources you'll need to run the programme.

Find out more about running the programme in your agency

Read more about the programme and how you can run it in your agency.

Download New People Leader Development flyer (pdf)

Download New People Leader Development A3 poster (pdf)

See below for support material for HR teams and managers of new people leaders.

Terms of use

Please read the Terms of Use before you download the NPL resources.


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Mindset: Development and action guide

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Mindset: As a people leader you need to understand that people will look up to you and treat you differently. You will always act in a way that shows you represent the organisation.

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Connect: Development and action guide

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Connect: As a people leader you need to how to build relationships with your team and across the organisation, and seek out and listen to diverse points of view.

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Purpose: Development and Action Guide

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Purpose: As a people leader you need to understand your team's role in delivering on your organisation's strategy and purpose, and connect your team to the big picture.

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Achieve: Development and Action Guide

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Achieve: As a people leader you need to achieve through working through others by setting clear expectations and planning, prioritising, and delegating work.

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Feedback: Development and Action Guide

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Feedback: As a people leader you need to seek feedback and give timely, clear, and constructive feedback, and have the tough conversations.

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Develop: Development and Action Guide

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Develop: As a people leader you need to have regular development conversations and coach your team members to be the best they can be.

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Processes: Development and action guide

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Processes: As a people leader you need to deliver on your corporate responsibilities by role modelling the correct processes and procedures.


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Mindset facilitator guide

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Mindset development priority: As a leader, I understand that people will look up to me and treat me differently. I always act in a way that shows I represent the organisation.

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Connect facilitator guide

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Connect development priority: I build relationships with my team and across my organisation. I seek out and listen to diverse points of view.

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Purpose facilitator guide

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Purpose development priority: I understand my team’s role in delivering on our organisation’s strategy and purpose, and I connect my team to the big picture.

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Achieve facilitator guide

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Achieve development priority: I achieve through others by setting clear expectations and planning, prioritising, and delegating work.

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Feedback facilitator Guide

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Feedback development priority: I seek feedback and give timely, clear, and constructive feedback and have the tough conversations.

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Develop facilitator guide

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Develop development priority: I have regular development conversations and coach my team members to be the best that they can be.


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Kickoff session facilitator guide

The overall aim of this Workout is to bring participants, managers, and relevant agency people together to provide an overview of the NPL programme and set expectations for all involved in terms of getting the most out of the programme.

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New people leader development priorities (Handout 0.1 Kickoff session)

Through consultation with agency representatives, we have identified the seven most important development priorities for you to focus on in the first 12 months of your transition into this role. These priorities build on leadership characteristics and come from the Leadership Success Profile (LSP).

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New people leader development programme outline (Handout 2.0 Kickoff session)

This diagram shows the programme components and elements for a successful transition.

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Day 1 facilitator guide

Day one: Mindset and Connect

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Day 2 facilitator guide

Day 2: Purpose and Achieve

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Day 3 facilitator guide

Day 3: Feedback and Develop

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Recall session facilitator guide

The overall aim of the recall session is to bring participants together one last time to review and reflect on the learnings they have gained from the programme, plan for their ongoing learning, and consolidate the key skills they learned through the programme.



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Information for HR/OD teams: New people leader development programme

NPLD

Learn about the principles behind the new people leader development resources, the programme components, and links to support materials.

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New people leader development priorities

NPLD v13

Through consultation with agency representatives, we have identified the seven most important development priorities for you to focus on in the first 12 months of your transition into this role. These priorities build on leadership characteristics and come from the Leadership Success Profile (LSP).

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New people leader development programme outline (diagram)

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This diagram shows the programme components and elements for a successful transition.

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Information for new people leaders: How to use the development and action guides

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In this information sheet, find out how a new people leader should work through the development and action guides to help support their transition.

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Guide for agency HR teams: Engaging an external supplier

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LDC has developed a panel of recommended suppliers who can be engaged to help facilitate the new people leader development. These suppliers have attended a familiarisation session with LDC, understand the programme of work, and are part of the ‘New people leader community of practice group’.

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Guide for managers: New people leader development programme

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Agencies can add key dates for the programme Workouts in this guide for managers.

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Guide for managers: My Development Tracker

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This transition assessment helps new people leaders discover and reflect on the skills and behaviours they should focus on to develop their leadership capability. Both new people leaders and their managers complete the assessment, which takes approximately 10 minutes.

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Guide for managers: Coaching prompts for development conversations with your new people leader

NPLD v9

One of the biggest indicators in the success of leadership development lies with the manager and how they support their direct-reports in applying new learning. To help managers support new people leaders, you'll find questions in the guide to use in your one-to-one meetings with your new people leader as they work through the development resources.

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Guide to Action Learning Groups

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Being part of an Action Learning Group (ALG) allows participants to explore problems and support others in the group to reflect on their own experiences to create their own solutions.

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Guide to buddy learning

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Buddy learning is a form of peer learning. Instead of a group of people, it involves only two people who meet to discuss their learning and support each other.

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Guide to Peer Learning Groups

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Peer Learning Groups (PLGs) are a great way for individuals to continue developing and learn from each other’s experiences. PLGs provide an informal opportunity for individuals to discuss their successes and challenges and learn from others at a similar stage.