Comprehensive Leadership Development Program. Human Resources - Learning & Development

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1 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 Evaluation of success and benefits to organization Discuss goals & abilities with your supervisor (IDP) Custom & Driven by Individual Goals Provide feedback to the Learning Center Review what the City offers Share what you have learned with others Register for an upcoming class/apply for a track Transference of Knowledge Actively participate in your learning sessions Consistent throughout the organization

5 Education Program Cycle FY Winter (January) Foundations of Management Foundations of Supervision Fall (October) Tracks Spring (April) Leadership Edge Summer (July) Leadership Prime and City Tools

6 New Employee Orientation Meet James Recently Hired to the City as a supervisor Will learn about about Core Values, Customer Service, Diversity and Employee Relations

7 Leadership Prime Meet Elaine 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

8 Foundations of Supervision Meet Nolan Crew Leader for 7 Years Recent promotion to supervisor Knows the job wants to learn leadership skills & more about policy

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 Meet Sarah 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

11 Meet Nathan 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

12 Overview: Approach to Succession Planning Current Approach: Organizational Programs Proposed Approach: Culture of Effectiveness & Success What does success look like? Where do we want to be? Strategic Planning at every level How successful are we currently? Business Orientation & Results (MAP) How can be proactive for future success? Development Opportunities (When time permits for employees) Employee Performance Management System Preparing for the Future (Both form and informal Succession Planning) Resources to support individual & organizational success Development occurs at every level

13 Overview: Model for Citywide Development Program Target Audience 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

14 Overview: Boost or Peak? LEADERSHIP EDGE Boost I seek to prepare for future opportunities at the executive level of the organization. Foundation Sessions Custom Development Master Coaches Succession Activities Personal Assessments & Inventories Continued Support & Education Ongoing tracking & feedback Formal & Peer Mentoring Peak I seek to develop skills to better perform in my current role. Foundation Sessions Custom Development Continued Education Opportunities Quarterly Performance Review Quarterly In-Service (Dept Heads)

15 Learning Focus & Content Boost Researched Trends Benchmarking Specific to our organization Experiences based on individual goals Personal development through the use of Master Coaches Opportunities for development do not end when the track ends! Peak

16 Peak Boost 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

17 Peak Boost Application Process In Detail Step 1: Discussion with Manager Annual Performance Evaluation Potential Discussion Step 2: Formal Application Process Application Form Applicant s Current Resume Completed and Signed Individual Development Plan 360 Assessment 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

18 Boost Month 12 Capstone Session Month 1 Orientation Month 2 Custom Development Month 11 Month 3 Custom Development Foundations Session1 Foundations Session 4 Month 10 Proposed Edge Process Calendar Month 4 Custom Development Month 9 Custom Development Month 5 Foundations Session 2 Month 8 Month 6 Foundations Session 3 Month 7 Custom Development Custom Development Mid Point Review

19 Peak Boost Orientation Foundations 1: The Leader Foundations 2: The Work Unit Foundations 3: The Organization Foundations 4: The Strategic Focus Capstone Session Continued Education Welcome Program Overview Introduction of Facilitators, Master Coaches & Guests The Journey Begins with Self Management Cultural Competence Ethics and Values in Leadership Coaching and Developing Others Decision Making Resource Management Change Management and Resilience Creating a Customer Service Climate Political Astuteness Interaction with Governing Boards Strategic Thinking/ Planning & Visioning Lessons Learned & Review Dialogue with CMO s Office Peer Learning Facilitated Discussions Guest Speakers Follow up sessions for program alumni and additional customized sessions tracked through performance management

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 Self paced learning that can be adapted to personal needs and styles Fair and structured selection process Internal, free of cost, works with schedule

21 HR Department Support Subject Matter Experts Championship in the Organization Modeling through Involvement Track Specific Questions: Lori Galbreath (NEO, Prime, & FOS) Tiffany Brown (FOM, Edge) Terri Wallace (Edge)

22 Next Steps for New Tracks LEADERSHIP PRIME Launches Mid April Finalize Communication Plan Begin Registration LEADERSHIP EDGE Audience with Department Heads Request for Quote Talent Review Committee

23 City of Greensboro Development Questions?? New Employee Orientation Leadership Prime Foundations of Supervision Foundations of Management Leadership Edge Pre- Retirement Series

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