Planner Jym Clark explores Indigenous-led approaches to climate change.

Source: Leadership Development Centre

Here he shares some insights drawn from that experience.

The thinking around resilience has been there for a long time, right, it’s just not written in policy. It’s there in the practice and the kōrero.

I think society is catching up with where Indigenous people have been for a long time. Indigenous people have a strong connection with the past. Any population that lives somewhere long enough will understand what the land is capable of, and the environment around it. That deep knowledge gives you that perspective. For example, in Aotearoa we build settlements – and we’re still doing this to a degree – only using data from the last hundred years. But that doesn’t tell you what’s happened in the last 500 years, where the flood risks or other risks lie.

In terms of Indigenous-led climate initiatives, can you describe some which are going well, either here or in the US?

There’s a great list of tribal-led climate actions. My first thought goes to Aotearoa, to Maketu (Bay of Plenty), and the work the community is doing there. It’s led by the local marae, but they’re doing it for the whole community, to look at ways to make their community more resilient in the face of climate change. They’ve put together a strategy document, really the first step in how the community can work together to build the resilience of the area. They didn’t wait for the Western Bay of Plenty District Council to initiate it. They just initiated it themselves and did the work.

But if I jump to the United States, there’s a lot of that that goes on there too within tribal reservation lands, including in New Mexico. In the instance of flooding this is a push to get housing up to higher ground finally. In Alaska they’re having to do that too. There are settlements which are very close to the coast. Also in Hawaii we’ve seen that. In California and other parts of the South-West, Indigenous groups are leading prescribed burns, to try to reduce the impacts of future wildfire. That’s sometimes known as ‘cultural burning’, using Indigenous knowledge to manage fire risk.

I think that’s one of my findings from being in the United States, that because of the breadth and depth of the issues involved in climate adaptation, you really do need to support community efforts, because governments alone, or governments trying to direct communities what to do, isn’t going to be sufficient, and may not work because of community resistance at times to thinking that they have to adapt or change or not live here or have to live there.

What’s special do you think, about the way that planners engage with iwi. What’s particular about that lens?

The unique role of planners is that planners often work in place. They work in consultancies and in government departments, but they’re dealing with projects on the ground. They’re dealing with place-based projects. Iwi and hapū are in their place too – they have a kaitiaki role, a stewardship role in those places. And I think planners can share that same view, just their approaches may be different.

You’ve talked about social infrastructure as being in some ways more important than physical infrastructure – would you like to speak about that?

Yeah – that’s a complex one because it’s not just about the social infrastructure of communities, but also the social resilience. Communities that have less advantages are more likely to be affected by a severe weather event because they lack the resources to be able to take care of themselves directly. We really do need to think about how people are going to work together in a severe weather event, rather than just having a structure that’s going to protect them. We’re not going to be able to afford to do hard infrastructure everywhere. So that means things like having resiliency hubs. I met with a community in Hawai’i who have a community in a low-lying area on the island of O’ahu, and they’re very susceptible to storm surge, or a tsunami for that matter. They’ve secured some land from the state government, which is higher up, and they’re now working on plans to build a hub there. The hub is a piece of infrastructure, but that’s just part of it, it’s really about having everyone connected together, working on a plan together.

Going back to the Harkness Fellowship, what do you see as a benefit from this exchange, in terms of your impact on the Public Service?

It is really hard to measure these things, but I’m doing presentations over the next few months. I recently spoke at The New Zealand Planning Institute conference in Kirikiriroa (Hamilton). I’ll also be doing that at Te Wananga o Aotearoa, and here at the Auckland Policy Office, which has a number of agencies all under one roof, and to my ministry colleagues as well.

I’ve been maintaining my connections back to New Mexico, with the Indigenous planners. We’re working towards hosting a global Indigenous Planners Conference in Aotearoa in 2025 or 2026. It will be mostly North American planners but there will be others who’ll come to the symposium, to see what we’re doing in Aotearoa.

Applications for the next Harkness fellow are now open, closing 2 April. More information and registrations here.

Te Waharoa o te Rāngai Tūmatanui | The Gateway to the Public Sector

Source: Leadership Development Centre

 

Kia ora! E ngā hau e whā, nau mai haere mai ki Te Waharoa o te Rāngai Tūmatanui.

Welcome everyone to the Public Sector Induction.

We are glad you have decided to join our team of professionals working across New Zealand to provide services to our communities. As you get started in your new role we want to share with you some information to help you to understand how the Public Sector works as a system. Taking on a new role is an exciting time and there is a lot to learn. We’re here to help you connect the pieces together and see how you and your role contribute to the Public Sector. 

We all come into the Public Sector with a variety of skills, knowledge and experiences, so we’ve designed an induction you can customise to suit your needs. 

As you grow your understanding and knowledge about your new role, you’ll be able to come back and revisit the information and resources as often as you like. 

We’ve grouped the induction around six topics and there are links at the bottom of each page to help you explore all the content. 

We’ll be supporting you as you grow your knowledge and we’ll help by sharing some of our experiences in the Public Sector too. 

te wā.

LDC Fellowship applications open

Source: Leadership Development Centre

LDC Fellowships support high potential mid to senior leaders across the Public Service to identify system leadership challenges and opportunities, and undertake research and study to address these. Each LDC Fellowship provides up to NZ$50,000 for travel, accommodation and/or development activities.

Fellowships are sponsored by contributing public sector agencies. Individual mid to senior leaders from sponsoring agencies are eligible to apply.

We also strongly encourage joint applications from multiple agencies to demonstrate the cross-system collaborative approach to public sector leadership.

All applications require chief executive approval and supporting reports from two referees.

Learn more about the requirements and eligibility or download the application form. 

LDC Fellowships

Public Service Core Learning Hub published

Source: Leadership Development Centre

We see the Public Service Core Learning Hub as a key mechanism to centralise and share learning across the system. You will see the Hub hosts or links to system capability learning provided by functional leads, system leads and heads of profession. This learning includes common capabilities required across the Public Service system that is relevant for a large target audience, such as finance, policy or Māori Crown relationships.

As we continue to build the Hub, we want it to be the ‘go to’ place, reducing duplication across the Public Service and becoming a key resource for both new and existing staff in the Public Service and cater for all levels. 

Next year will have a strong focus on delivering core capability learning to support the Public Service Act. We expect core capability learning to be available in the first half of the 2024 and continue to build throughout the year.

Visit the Public Service Core Learning Hub

Executive Master of Public Administration and Executive Fellows Program nominations open

Source: Leadership Development Centre

Nominations for both programmes require chief executive endorsement.

Executive Fellows Programme (EFP)

The EFP is designed exclusively for senior public sector executives. The upcoming EFP sees a return to face-to-face delivery, with the first week being held in Canberra from 6 to 10 of November, then the second week in Sydney, 13 to 17 November

The program will commence with an online orientation on 30 October 2023For specific programme information, visit the ANZSOG website.

Nomination form 

Expressions of interest are now open and the closing date has been extended to 5pm, 13 October 2023. 

EFP Expression of Interest Nomination Form [DOCX, 38 KB]

Executive Master of Public Administration (EMPA)

The EMPA is a 2-year, part-time postgraduate qualification for emerging and ambitious public sector leaders, starting February 2024. EMPA is delivered in 8 blended learning modules and 3 university elective modules, providing a multidisciplinary curriculum tailored for today’s public service. For specific programme information, visit the ANZSOG website.

Nomination form 

Expressions of interest are now open and the closing date extended to 5pm, 17 November 2023. 

EMPA Expression of Interest Nomination Form [DOCX, 35 KB]

Contact

If you have any questions email lynn.evans@ldc.govt.nz

Te ara ki Matangireia applications open for participants and mentors

Source: Leadership Development Centre

This kaupapa, previously known as the Māori emerging leadership programme, was gifted its new name by the first alumni of rangatahi graduates from 2022. The new name, Te ara ki Matangireia, means the pathway to Matangireia. Matangireia has many different meanings in te ao Māori. One interpretation is that it is the uppermost heaven where Tāne/Tāwhaki gathered ngā kete o te wānanga (the three baskets of knowledge). It is also the name given to the former Māori Affairs Select Committee room at Parliament. 

The use of Matangireia was an opportunity to recognise the learnings and knowledge rangatahi public servants gain through the kaupapa, as well as acknowledge that part of Parliament where many tūpuna Māori have gathered to wānanga in a place where the biggest decisions impacting on our people and country are made.  

Te Kawa Mataaho and Tukaha Global Consulting Ltd, an organisation known for its work in developing rangatahi Māori leadership, have partnered together in the delivery of Te ara ki Matangireia.

This kaupapa is grounded in whakaaro Māori and te reo me ōna tikanga to ensure the mauri of the kaupapa and its participants are protected and enhanced.  

The kaupapa includes:

  • four 3-day wānanga hosted by different iwi (planned for March, June, September and November 2024)
  • one on one mentoring with a senior leader in the Public Service.
  • personal reflective practice
  • regular check-ins with individuals and small groups
  • delivery of a service project.

Learn more about the programme or download an expression of interest form

Via Twitter @NZ_LDC – Apr 04

Source: Leadership Development Centre

Headline: Via Twitter @NZ_LDC – Apr 04

Mindfulness has big impacts for performance, decision-making and career longevity. Read LSE article and register for our Auckland Learning Lab: Becoming a mindful leader – escape your auto pilot. #LeadershipDevelopmenthttps://www.ldc.govt.nz/programmes-and-events/events-2/new-learning-labs/becoming-a-mindful-leader-escape-your-auto-pilot-2/ http://blogs.lse.ac.uk/businessreview/2016/03/02/mindfulness-has-big-impacts-for-performance-decision-making-and-career-longevity/