Emerging Leaders PMA Pilot Program

Transcription

1 Emerging Leaders PMA Pilot Program October 2016

2 Contents Why Pilot the Emerging Leaders Program? 3 Value to Employees Value to Supervisors and Managers Value to Schulich School of Medicine & Dentistry What is a Leader? 4 The Leadership Competency Model Where do I start? 5 Foundational Leadership How do I continue to develop as a Supervisor/Manager? 8 Enhanced Leadership How do I continue to develop at the Director level? 11 Strategic Leadership Why is a Work Project or Initiative included in the Program? 15 Who is Eligible to Apply for the Program? 16 What are the Roles and Responsibilities? 17 Employee Supervisor/Manager Human Resources How do I Apply for the Program? 18 What is the Process Once I am Enrolled? 19 Program Resources/Documents 20 i. Application for Emerging Leaders Program ii. Individual Leadership Development Plan iii. Quarterly Update iv. Work Project Overview Leadership Development Pilot Program Page 2

3 Why Pilot the Emerging Leaders Program? At Schulich School of Medicine & Dentistry, Western University, our success is dependent upon effective high-performing employees and leaders working together to achieve our strategic priorities. The Emerging Leaders Pilot Program provides value to employees, managers, and Schulich School of Medicine & Dentistry: Value to Employees: The Emerging Leaders program provides employees with: a framework for developing leadership competencies which align with Schulich School of Medicine & Dentistry values and priorities, while allowing employees flexibility in designing a customized Leadership Development Plan based on their individual goals, experience, and career plan aspirations the opportunity to prepare themselves to take on leadership roles and achieve proficiency earlier three levels of leadership, allowing employees to determine a level which aligns with their professional aspirations an opportunity to apply new learning, skills, or knowledge through a related work project or initiative and further integrate their learning into their daily leadership practices an opportunity to be better positioned to take on leadership opportunities as they arise a Schulich School of Medicine & Dentistry certificate of completion for each level of Leadership (upon completion of competency development and related work project or initiative) Value to Supervisors/Managers: The Emerging Leaders program provides managers with: a Leadership Competency Model to guide them in their discussions with employees resources and tools to assist in coaching employees enrolled in the program an opportunity to further develop individuals and increase the level of engagement within their team Value to Schulich School of Medicine & Dentistry: The Emerging Leaders program provides Schulich School of Medicine & Dentistry with an opportunity to: further engage employees in their career and professional development build the talent pipeline for all levels of leadership support succession planning initiatives utilize existing learning and development programs within Schulich School of Medicine & Dentistry, Western University, and Continuing Studies where applicable, in order to maximize resources Leadership Development Pilot Program Page 3

4 What is a Leader? The Leadership Competency Model The Schulich School of Medicine & Dentistry Leadership Competency Model identifies three levels. At each of the three Leadership levels, competencies have been identified to define the specific knowledge, skills and abilities required to be an effective leader. 1. Foundational Leadership (Leading Self): Aspiring Leader 2. Enhanced Leadership (Leading Others): Manager Level 3. Strategic Leadership (Leading the Organization): Director Level Creating a Vision Strategic Thinking Innovation Systems Thinking Driving Results Foundational Initiative Planning & Organization Adaptability Agile Learner Communication Leadership Strategic Enhanced Decision Making Development of Others Support Work Performance Building a Team Value Diversity Leadership Development Pilot Program Page 4

5 Where do I start? Foundational Leadership Foundational Are you excelling in your current position and preparing to move into a supervisory or manager role? Leadership The Foundational Leadership level of the program provides employees participating in the Emerging Leaders Program, with the opportunity to develop in the key competency areas of: Strategic Enhanced Initiative Planning & Organization Adaptability Agile Learner Communication These competencies are defined further on the next page and the Leadership Competency Assessment tool will assist you in identifying your individual developmental areas. Based on identification of your developmental areas, recommended learning and developmental opportunities are outlined on page 7 to assist you (in conjunction with your Supervisor/Manager) in designing your individual Leadership Development Plan. Leadership Development Pilot Program Page 5

6 Foundational Leadership Competencies: An Overview Competency Initiative Planning & Organization Adaptability Agile Learner Communication Description Highly determined Demonstrate high standards of performance and passion to achieve goals Operate with a sense of urgency and persistence to resolve issues and bring closure Proactive approach - Identify opportunities and solutions Plan effectively and strive to improve individual, team, and organizational performance Assess situations to create plans, set priorities, and monitors goals and objectives through relevant metrics Delegate or manage the implementation of projects, evaluate outcomes and take accountability for actions Able to move forward in an ambiguous environment Adapt to changing conditions, strategy, processes, technology, or job requirements Resilient in dealing with pressures, ambiguous and emerging conditions, and multiple tasks Optimistic and persistent, even under adversity or uncertainty, Anticipate changes, recover quickly from setbacks, and learn from mistakes Committed to life-long learning and continuous personal growth. Actively solicit feedback and adapt or modify behaviour to continually evolve Exemplify professionalism, tact and empathy Share and accept information and feedback Encourage transparency and the sharing of opinions Convey information in a clear, concise, and organized manner appropriate to the audience involved Listen effectively Create an environment where information flows in a relevant and timely manner Leadership Development Pilot Program Page 6

7 Foundational Leadership: Learning & Development Opportunities Competency Recommended Learning & Development Opportunities S W WCS O Initiative Writing Standard Operating Procedures (SOP) Planning & Organization Improving Professional & Personal Productivity Meetings that Work Skills for Meeting Leaders Professional Certificate in Project Management Project Management Essentials Project Planning for Success Managing Productivity at Work Adaptability Optimizing Change Agile Learner Western Staff & Leaders Conference PDG Employee Workshop Communication Introduction to Leadership at Western How to talk so People Listen How to Handle Difficult Conversations Communicating in Conflict S= Offered through Schulich School of Medicine & Dentistry W= Offered through Western Human Resources WCS= Offered through Western Continuing Studies O= Other/ Related Work Project or Initiative Leadership Development Pilot Program Page 7

8 Enhanced Leadership Foundational Are you new to a Supervisory/Manager position, or, currently in a Supervisory/Manager role seeking to further develop your ability to effectively manage individuals, and/or a team? Strategic Leadership Enhanced Building on the Foundational Leadership level of leadership, the Enhanced Leadership level of the program provides participating employees, the opportunity to develop in the key competency areas of: Decision Making Development of Others Support Work Performance Building a Team Value Diversity These competencies are defined further on the next page, and the Leadership Competency Assessment tool will assist you in identifying your individual developmental areas. Based on identification of your developmental areas, recommended learning and developmental opportunities are outlined on page 10 to assist you (in conjunction with your Supervisor/Manager) in designing your individual Leadership Development Plan. Leadership Development Pilot Program Page 8

9 Enhanced Leadership Competencies: An Overview Competency Decision Making Development of Others Support Work Performance Building a Team Value Diversity Description Working knowledge and understanding of applicable collective agreements, information systems, and financial policies & processes. Ability to gather relevant information, utilize various problem solving tools and methods to draw accurate conclusions. Seek input from relevant stakeholders to increase probability of success and collaboration Effectively analyze and evaluate information and situations and render effective decisions Demonstrate creativity and innovation when reaching decisions or solving problems Effectively recruit, select, develop, and retain talent Engage and motivate individuals Coach and develop individuals for continuous development Foster a learning and development culture Align people, work, and systems with the strategic directions Make appropriate work assignments, set individual goals, milestones and performance indicators with each individual on the team. Evaluate results and provide feedback Discuss and document performance discussion with a goal to improve individual performance Utilize the PDG process to advance, support, and develop individuals. Support under-performing employees in an appropriate and timely manner. Work cooperatively and constructively with others to achieve valued outcomes, including partnering, teamwork, and building alliances to achieve win-win solutions Build participative approaches to assignments Develop and maintain professional working relationships, especially in difficult situations Consider and respond appropriately to the needs and feelings of different audiences/situations/cultures. Build trust, respect, and commitment Value diverse approaches to work, abilities, perspectives, experiences, and backgrounds Modify behaviour and leadership style to engage individuals involved Perceive and react to the needs of others. Promote equitable, fair treatment and opportunity in employment and maintain a work environment that is free of discrimination and harassment. Support employees requiring accommodations respectfully and effectively Leadership Development Pilot Program Page 9

10 Enhanced Leadership: Learning & Development Opportunities Competency Recommended Learning & Development Opportunities S W WCS O Decision Making Development of Others Schulich School of Medicine & Dentistry Professional Networking Forum Western Operational Excellence Series Western Professional Network Forum Financial Management - Western (CIM) Program The Power of Questions Problem-Solving, Decision-Making & Creativity Western Foundational Leadership Program Western Recruitment Skills Training Introduction to Human Resource Management (Western CIM Program) Motivation for Superior Performance Coaching & Mentoring Support Work Performance Building a Team Schulich School of Medicine & Dentistry Leadership Series Managing Work Performance Schulich School of Medicine & Dentistry Leadership Series Attendance Management Western Foundational Leadership Program PDG Leader Workshop Introduction to Labour Relations Management (Western CIM Program) How to Handle Difficult Conversations Western Foundational Leadership Program Organizational Behaviour (Western CIM Program) Developing and Leading Teams The Leader s Role in Resolving Conflict Leadership Communications Value Diversity Mental Health First Aid Mental health Interactive Learning Module Culture & Diversity: Leadership Challenges Leading Across Generations Gender Diversity in Leadership Leadership Development Pilot Program Page 10

11 Strategic Leadership Foundational Are you excelling in your current position as a Manager and preparing to move into a Director level position? Building on both the Foundational and Enhanced Leadership competencies, the Strategic Leadership level of the program provides participating employees the opportunity to develop their ability to lead a department in alignment with Schulich School of Medicine & Dentistry s strategic priorities and values in the key competency in the areas of: Strategic Leadership Enhanced Creating a Vision Strategic Thinking Innovation Systems Thinking Results Driven These competencies are defined further on the next page, and the Leadership Competency Assessment tool will assist you in identifying your individual developmental areas. Based on identification of your developmental areas, recommended learning and developmental opportunities are outlined on page 14 to assist you (in conjunction with your Supervisor/Manager) in designing your individual Leadership Development Plan. Leadership Development Pilot Program Page 11

12 Strategic Leadership Competencies: An Overview Competency Creating a Vision Strategic Thinking Innovation Description Communicate a clear vision, mission and set of values, providing guideposts for decision-making and action. Take a long-term view and build a shared vision with others. Support the school to realize the strategic directions, vision and mission. Committed to the school s success and works to gain commitment and trust amongst employees. Serve as a role model to support Schulich School of Medicine & Dentistry policies, professional ethics and the organizational culture. Act as a catalyst for organizational change Influence others to translate vision into action Formulate objectives and priorities Implement plans consistent with Schulich School of Medicine & Dentistry s long-term interests and that take into consideration the academic environment, resources, capabilities, constraints, and organizational goals, values and strategic directions. Scan the ever-changing environment, government mandates, research funding and global economy to adjust plans and priorities and source out partnerships Capitalize on opportunities and manage risks recognizing the implications for the school and stakeholders. Advise and plan based on analysis of issues and trends, and how these link to the responsibilities, capabilities, and potential of the school Lead and champion new ideas and initiatives. Able to evaluate new approaches with an open mind, gathering relevant information. Able to consider a broad range of solutions using good judgment to reach insightful conclusions. Develop new insights into situations Initiate continuous improvement processes appropriately. Question conventional approaches, encourage new ideas and innovations. Design and implement new or cutting edge programs, processes and solutions Critically evaluate, question and challenge the status quo to stimulate creativity and continuous improvement Leadership Development Pilot Program Page 12

13 Strategic Leadership Competencies: An Overview (cont.) Competency Systems Thinking Results Driven Description Recognize multi-dependency systems/processes seeing complex cause and effect and work with others to develop solutions that link key components effectively. Ensures that efforts across functions, locations and/or departments are integrated and aligned with strategic directions. Ensure that people have the resources they need and that the workforce as a whole has the capacity and diversity to meet current and longer-term objectives. Ensure that the integrity and management of information and knowledge are a responsibility at all levels and a key factor in the design and execution of all policies, guidelines and programs. Manage and mitigate risk Deliver results by maximizing organizational effectiveness and sustainability. Implement rigorous and comprehensive human and financial resources accountability systems. Establish standard operating procedures (SOPs) to monitor/regulate processes, tasks and team s activities Takes immediate action to resolve issues or problems when they arise. Conveys a strong sense of urgency Gets results that have a clear, positive, measurable and direct impact on organizations performance Leadership Development Pilot Program Page 13

14 Strategic Leadership: Learning & Development Opportunities Competency Creating a Vision Recommended Learning & Development Opportunities S W WCS O Strategic Thinking Western Leaders Forum Strategic Analysis (Western CIM Program) Innovation Systems Thinking Results Driven S= Offered through Schulich School of Medicine & Dentistry W= Offered through Western Human Resources WCS= Offered through Western Continuing Studies O= Other/Related Work Project or Initiative Leadership Development Pilot Program Page 14

15 Why is a Work Project included as part of the Emerging Leaders Program? A key component of the program is the identification and completion of a work project or initiative, to provide employees participating in the program an opportunity to integrate learning into their daily leadership practices. The Work Project or Initiative will: align with the leadership level and competencies outlined in your Individual Leadership Development Plan be a project or initiative which can generally be completed within a 6 months begin no later than June 30, 2017 take place within Schulich School of Medicine & Dentistry, Western, or a Community based organization Examples of Work Projects based on leadership level: Foundational Leadership (Leading Self) Enhanced Leadership (Leading Others) Strategic Leadership (Leading the Organization) improve a process within their current area of responsibility organize, prepare, and lead meetings within their team participate on a committee or initiative within Schulich School of Medicine & Dentistry or Western which may be outside their current job responsibilities volunteer with a community based organization as a committee member, or help organize or participate in a special event improve a process within their team or department offer to lead students, or individuals in coop placements in your team/department to manage their work and provide feedback lead a committee or change initiative within Schulich School of Medicine & Dentistry or Western which may be outside their current job responsibilities volunteer with a community based organization to lead a committee, a team, or lead the organization of a special event propose a new process or initiative within their department lead a significant change initiative, including the development of a work plan, budget, communications plan, and other resourcing requirements within Schulich School of Medicine & Dentistry, or Western which may be outside their current job responsibilities volunteer with a community based organization as a Board Member or other leadership role. Leadership Development Pilot Program Page 15

16 Who is Eligible to Apply for the Emerging Leaders Pilot Program? The Emerging Leaders Program will be piloted with the Professional Managerial (PMA) employee group for the initial year ( ) PMA employees who: have an interest in further developing their leadership competencies have completed the Performance Dialogue & Goal Setting (PDG) process with their Supervisor/Manager and received a High Quality or Exceptional Rating for fiscal year have confirmed their supervisor/managers approval and support to act as their sponsor in the program understand their role and responsibilities outlined for the program and are prepared to commit are a regular full time employee are eligible to utilize Educational Assistance funding ($2535) and potentially Professional Educational Reimbursement funding (flex credit funding up to $1200 per annum) towards developmental courses and training identified as part of their development plan have completed the requirements outlined in the Emerging Leaders Application NOTE: Participation in the Emerging Leaders Program will be limited to a maximum of Six (6) employees for the pilot year. Leadership Development Pilot Program Page 16

17 What are the Roles & Responsibilities for Individuals Participating in the Emerging Leaders Pilot Program? Who? Role? Responsibilities? Employee Driver Determine their interest and eligibility Review the Emerging Leaders Program Guidebook, complete the Leadership Competency Self-Assessment, and identify areas of development, Review with Manager and confirm support and sponsorship Complete the application process, and upon approval: o Develop goals and learning opportunities based on the outcomes o of Self-Assessment and review/discuss with your Manager In conjunction with your Manager create their individual Leadership & Development Plan and act on it Work with their Manager to identify opportunities to apply new knowledge, skills, and competencies within the department, Schulich School of Medicine & Dentistry, Western, or in the community. Meet regularly with your Manager to discuss your progress, challenges, and next steps Supervisor/ Manager Human Resources Coach Advisor Meet with employees who have an interest in the program Review the completed application(s) from interested/eligible employees, and determine participation in the program (in conjunction with Human Resources) Review individual developmental goals, and work with employee(s) to create an individual Leadership Development Plan Work with employee to identify opportunities to apply new knowledge, skills, and competencies within the department, Schulich School of Medicine & Dentistry, Western, or in the community. Meet regularly with employee to discuss their progress, challenges, and next steps Leadership Competencies/Emerging Leaders Program development and ongoing revisions as needed Communicate and promote the program Assist in the discussions with employees and managers regarding eligibility, application approvals, identification of goals, and creation of individual development plans Work with employee/manager to identify opportunities to apply new knowledge, skills, and competencies within the department, Schulich School of Medicine & Dentistry, Western, or in the community Monitor progress of employees enrolled in the program Leadership Development Pilot Program Page 17

18 How do I Apply to Participate in the Emerging Leaders Pilot Program? Confirm you meet the Eligibility Requirements for the Emerging Leaders Program (outlined on page 18) 2. Review the Emerging Leader Program Guidebook (including the Roles and Responsibilities) and complete the Leadership Competency Self-Assessment 3. Meet with Supervisor/Manager to review your outcomes of the Leadership Self- Assessment, and to confirm their support and sponsorship 4. Complete the Emerging Leaders Program Application and submit prior to October 21, 2016 NOTE: All Applicants to the Emerging Leadership Program will be advised regarding the status of their application prior to November 18, 2016 Leadership Development Pilot Program Page 18

19 What is the Process Once I am Enrolled in the Emerging Leaders Pilot Program? Plan Design your individual Leadership Development Plan using the template provided Review with your Supervisor/Manager and formalize by completing the Individual Leadership Development template, Sign & Submit a copy to Human Resources prior to December 16, 2016 Action Action your plan! Enroll in workshops, courses, programs, or other learning oportrtunities related to developing your leadership competencies Establish a regular meeting g schedule with your Supervisor /Manager to review your progress Complete and provide your quarterly updates to Human Resources March 31, 2017; June 30, 2017; September 30, 2017, December 2017) Apply Design a related work project or initiative (in conjunction with your Supervisor/ Manager) in order to apply learning and integrate c ompetencies into your leadership practices (no later than June 30, 2017) Provide details regarding your Work Project or Initiative on the quarterly update either June 30, 2017 Lead Review the outcomes of the Work Project /Initiative and your demonstration of leadership competencies, with your Supervisor/Manager Determine next steps: Further development of competencies within your current level of leadership Progress to the next level of leadership and design an individual Leadership Development Plan Completion of Emerging Leaders Pilot Program Participant Survey December 2017 Leadership Development Pilot Program Page 19

20 Program Resources/Documents Included with this Guidebook 1. Application for Emerging Leaders Program 2. Leadership Competency Self-Assessment Questionnaire 3. Emerging Leaders - Individual Leadership Development Plan 4. Emerging Leaders Program Quarterly Update 5. Emerging Leaders Work Project Overview Leadership Development Pilot Program Page 20