Team Leadership and Human Resources
Leadership and people practice
Candidates must understand recruitment and selection, induction, probation, performance review, goal setting, delegation, feedback models, motivation, conflict resolution, and staff retention. Know the difference between coaching (skill development) and counselling (welfare or conduct support), and between informal feedback and a formal disciplinary process. Understand job descriptions, employment contracts, awards or minimum standards, and the importance of documented conversations.
Traps in questions
A common trap is jumping to discipline before investigating. Questions may describe a performance issue that is actually a training gap or a resource problem. Another trap is confusing leadership style with management function: a democratic leader still must apply policy. Watch for scenarios where a manager promises confidentiality that cannot be kept, or gives feedback in public. Also be alert to rostering fairness and overtime obligations.
Worked example
A stylist's retail sales fall by 30%. Before a warning, check: was product training completed? Is stock available? Has the client mix changed? Only after ruling out these causes should a documented improvement plan with review dates be used.
Rule of thumb
Use a three-step sequence: clarify expectations, provide support and training, then measure against agreed standards. Document each step.