Tough Ones Flashcards
Do you have a question you want to ask the panel?
How do you see this role and the culture of PD in BEIS developing in next 2-3 years?
What have you done on diversity?
Increased protected characteristics groups % on PDDP
Mentor and sponsor protected characteristics groups
PD Profession Disability champion -> what have I done?
What three words would you leave me with to describe you?
Engaging, Driven, Resilient
What was your biggest mistake
And what did you learn from it?
When Regional Dir at HA, responsible for Operation Stack - closure of the M20 for temporary parking of lorries during cross Channel disruption for a few days most winters
With technical knowledge, I underestimated the impact on Kent’s communities and wider politics when Op Stack was brought in for 32 days in July 2015 - my incorrect lense
Much learning: initial response through CO and briefing Ministers, ready for any questions, take away difficult issues…
Being part of the interim solution in hiring a nearby airstrip for storage
Pioneering solutions with HA: funding from Treasury for a permanent Lorry park and consultations out/ engagement with local councilsk
How do you build your personal networks
Common purpose, likeminded with challengers, energise and communicate, keep in touch, leverage ALS type Q&A learning
Benefits of MPLA and SLS
Reaching out to DfT peers: current ALS
XGov through PD HoP
When something has gone wrong, how did you deal with it and what did you learn from it
How do you deal with/instilled PM discipline into a crisis and how do you do things differently
What is the most difficult project decision you have undertaken
recovery: structures, resources, mobilise X Org support, solution, welfare
customer impact: comms, mitigations, timescales, updates
reputation mgmt: Ministerial handling, CO briefing, press/media
DfT: Operation Stack - massive political handling; proposed solution
HA/TW: asset failures - M4 BMV, M1 bridge fire (BBC News)
How do you ensure well being during long/sustained periods of high stress
Resources, clarity of purpose and individual roles, work durations expectations, nominated backfill, regular discussions, driven to succeed but avoid hero culture, plan in extra capacity (n+1) for unknowns, it’s ok to say I’m not ok
Eg 2a Bill, HE RIS1 reset, operational crises: HA/TW asset failures and adverse weather
During periods of high stress,
how have you changed how you work
People centric: resource capacity and capability, delegations, understanding,
View from the balcony to give an overview and set strategic intent
Stepping in to assist when needed and stepping away (BMV closure)
Has your thinking on diversity changed over time and
Why do you think inclusion is so important
Yes, greater understanding and empathy but not my personal values from my mother: strong on equality, we are all the same
So my focus now on how to set the right culture, micro behaviours, unspoken issues, institutional barriers/ceilings, lack of opportunities
Eg, sponsor/ mentor, PD Disability Champion, lead D+I work stream
PD D+I Strategy 2020-23: creating an inclusive culture, supporting progression, embedding D+I outcomes for projects
Why? The CS has to reflect the society which we serve
So much to do, but without this inclusivity, the CS is less relevant
How would you respond to a situation where someone makes a prejudiced remark
How would you respond when a conversation offends another
Call it out as unacceptable: is it poor diction or a strong view
Response: informal: apology, acceptance, change of behaviour
or formal process
Wider discussion and discemination
