Comprehensive Leadership Development Program. Human Resources - Learning & Development

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Comprehensive Leadership Development Program

Human Resources - Learning & Development

(2)

City of Greensboro

Human Resources Development Program

• Highlights of Development Program

• How it Works

• Next Steps

(3)

Comprehensive Development Program

1. How long have you been with the City of Greensboro? How close are you to retirement?

2. Are you a Supervisor or Manager?

3. Do you want to

advance your career or just learn new

skills?

(4)

Getting Started with Development

Discuss goals &

abilities with your supervisor (IDP)

Review what the City offers

Register for an upcoming class/apply for a

track

Actively participate in your

learning sessions Share what you

have learned with others Provide feedback

to the Learning Center

Custom & Driven by Individual Goals

Consistent throughout the organization

Transference of Knowledge

Evaluation of success and

benefits to organization

(5)

Tracks

Winter (January)

Spring (April)

Summer (July) Fall

(October)

Education Program Cycle FY 13-14

Foundations of Management

Leadership Prime and City

Tools Leadership

Edge Foundations of

Supervision

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New Employee Orientation

• Recently Hired to the City as a

supervisor

• Will learn about about Core Values, Customer Service, Diversity and

Employee Relations

Meet James

(7)

Leadership Prime

• Been with the city 3 years

• Thinks she may want to be a supervisor

• Wants to get an

overview of critical supervisory skills and policy

• Will get career development

Meet Elaine

(8)

Foundations of Supervision

• Crew Leader for 7 Years

• Recent

promotion to supervisor

• Knows the job…

wants to learn leadership skills

& more about policy

Meet Nolan

(9)

Foundations of Management

• 12 years of supervisory experience

• Manages a function of the organization

• Knows principles of leadership

• Desires to explore the role of middle management in organizational change

Meet Paula

(10)

Leadership Edge

• Management Experience

• Current Division Manager that desires to further

career

• Wants to learn to be more politically savvy and what it takes to be at the

executive level

Meet Sarah

(11)

Pre-Retirement Series

• Any level in the organization

• Wants to prepare for the transition into retirement

Level 1: 6-18 months Level 2: 3-5 Years

Level 3: 5+ Years

Meet Nathan

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Overview: Approach to Succession Planning

Development Opportunities (When time permits for employees)

Organizational “Programs”

Current Approach:

Culture of Effectiveness & Success

Business Orientation &

Results (MAP)

Employee Performance Management

System

Strategic Planning at every level

Preparing for the Future (Both form and informal

Succession Planning)

Development occurs at every level

How successful are we currently?

How can be proactive for future success?

Resources to support individual &

organizational success

What does success look like? Where do we want to be?

Proposed Approach:

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Overview: Model for Citywide Development Program

Build capacity and leadership potential within the organization

Create a pipeline for executive level

opportunities

Equip employees with tools to meet

organizational &

work unit goals

Target Audience

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Overview: Boost or Peak?

Boost Peak

“I seek to prepare for future opportunities at the executive level of

the organization.”

“I seek to develop skills to better perform in my current role.”

• Foundation Sessions

• Custom Development

• Master Coaches

• Succession Activities

• Personal Assessments & Inventories

• Continued Support & Education

• Ongoing tracking & feedback

• Formal & Peer Mentoring

• Foundation Sessions

• Custom Development

• Continued Education Opportunities

• Quarterly Performance Review

• Quarterly In-Service (Dept Heads)

LEADERSHIP EDGE

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Learning Focus & Content

Boost

Opportunities development for

do not end when the track

ends!

Peak

• Researched Trends

• Benchmarking

• Specific to our organization

Experiences based on individual goals

Personal development through the use of

Master Coaches

(16)

Overview: Track Content & Curriculum

Self Management & Accountability Ethics & Values

Communication Customer Service Cultural Competence Resource Management Political Astuteness

Strategic Planning & Visioning Coaching & Developing Others Decision Making

Change Management & Resilience

Boost

Peak

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Application Process In Detail

Step 2: Formal Application Process

• Application Form

• Applicant’s Current Resume

• Completed and Signed

Individual Development Plan

• 360 Assessment

Step 1: Discussion with Manager

 Annual Performance Evaluation

 “Potential” Discussion

Talent Review Committee makes decisions based on the following:

Talent Profile Information

Key Accomplishments/ Business Results Desire to advance/Career Aspirations

Documented Performance History 360 Assessment Feedback Summary of Strengths and Gaps

Boost

Peak

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Proposed Edge Process Calendar

Orientation

Custom Development

Foundations Session1

Custom Development

Foundations Session 2

Custom Development Custom

Development Foundations

Session 3 Custom

Development Foundations

Session 4 Custom Development

Capstone Session

Month 1

Month 2

Month 3

Month 4

Month 5

Month 6 Month 7

Month 8 Month 9

Month 10 Month 11

Month 12

Mid Point Review

Boost

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Orientation • Welcome

• Program Overview

• Introduction of Facilitators, Master Coaches & Guests

• The Journey Begins with Self Management Foundations 1:

The Leader • Cultural Competence

• Ethics and Values in Leadership Foundations 2:

The Work Unit

• Coaching and Developing Others

• Decision Making Foundations 3:

The Organization • Resource Management

• Change Management and Resilience

• Creating a Customer Service Climate Foundations 4:

The Strategic Focus • Political Astuteness

• Interaction with Governing Boards

• Strategic Thinking/ Planning & Visioning Capstone Session • Lessons Learned & Review

• Dialogue with CMO’s Office

Continued Education •Follow up sessions for program “alumni” and additional customized sessions tracked through performance

management

^• Peer Learning

• Facilitated Discussions

• Guest Speakers

Boost

Peak

(20)

Wrap Up: Benefits to the Organization

• Facilitated peer learning experiences with transference of knowledge

• Executive Leadership coaching

• Individualized Development Plan

• Relevant dialogue around managerial topics and challenges for City of Greensboro leaders