LEAD HEB. TASPA Presentation Leadership Exploration And Development July 18, 2014
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1 LEAD HEB TASPA Presentation Leadership Exploration And Development July 18, 2014 EXIT HERE
2 Hurst-Euless-Bedford I.S.D. District Goal #3 The District will recruit, employ and retain a quality teaching, administrative, and support staff to attain excellence in student performance.
3 LEAD HEB Program Goal The District s goal in succession planning is to develop leaders who are ready to serve in a wide range of leadership positions at the campus and central office level. LEAD HEB participants explore the concepts, commitment, culture, and opportunities for leadership in HEB ISD and develop the foundation necessary to determine and pursue a career path aligned with their professional goals.
4 LEAD HEB Overview Category HEB ISD Resources Approach to Leadership Selection Leadership Model Scope & Sequence Filtered Approach Industry Experts Developed In- House Needs Assessment Selection Process/ Materials Site Visit Professional Resources Industry Experts Course Materials/ Activities
5 APPROACH TO LEADERSHIP SELECTION
6 Approach to Leadership Selection What is your approach to succession planning? Who do you hire in leadership positions? What education/ certifications do you require in leadership positions? What is your supply and demand? What does your district need? Is your preference filtered or unfiltered leadership? Questions to Consider: Who are owners and facilitators of LDP?
7 Approach to Leadership Selection The HEB ISD Way Systems approach to continuous improvement Filtered leadership selection process Common core of expectations Employee performance and results Develop leaders in both the instructional and non-instructional areas
8 Approach to Leadership Selection Resources:
9 LEADERSHIP MODEL
10 Leadership Model Questions to Consider: What are the non-negotiable expectations of district leaders? What model(s) currently exist? Does your model align with your succession plan? Do you want to look at industry experts?
11 The HEB ISD way Leadership Model Baldrige continuous improvement District Industry experts: Freese and Nichols Site visit Leadership ladder: leading self; leading others; leading a group; and leading an organization Two-year implementation Structure is aligned with the goals of the District Utilize internal and external experts Applicability to participants current roles
12 Resources: Leadership Model Saturday, (9/14/13) Monday, (11/4/13) Saturday, (1/18/14) Monday, (3/3/14) Monday, (5/5/14) Leading Self Leading Self Leading Others Leading Others Leading Others Who am I? Do I have what it takes to be a leader? Who will I lead and how will I lead them? How do I ensure I am not leading in a silo? How will I lead? At what level will I lead? My Strengths Ego-centric vs. Work-centric The Price of Leadership The Art of Influence Communication Diversity Systems Approach to Continuous Improvement Leadership in the Linkage Diagram Leadership vs. Management
13 SCOPE AND SEQUENCE
14 Scope and Sequence Are you valuing and utilizing participant input? Are you going to include external and internal experts? What meeting schedule will you utilize? How much outside work will participants be expected to include? How will you evaluate the success of the program? Who will need to review the final product before it is deployed? How will you determine responsibilities for assignments?
15 Scope and Sequence The HEB ISD way Internal and external experts were utilized Video walk-throughs used to explore the organizational chart Presenters modeled presentation strategies for participant engagement Participant evaluation forms were designed to provide actionable feedback and facilitators were transparent with the results Evidence of senior leadership participation Meeting components determined
16 Resources: Scope and Sequence Hook/Intro Video Vignettes Frame for Learning/Engagement Activity What Do the Experts Say? Different By Design- HEB ISD Reflection Activity Homework
17 Scope and Sequence Feedback from Informational Meeting Leading Self Who am I? a My Strengths Ego-centric vs. Workcentric Leading Self Do I have what it takes to be a leader? The Price of Leadership Leading Others Who w ill I lead and how w ill I lead them? The Art of Influence Com m u n ica tion Div ersity Personal Leadership Style Time Management Team Building Tactful Conversations Professional Relationships Leading Others How do I ensure I am not leading in a s ilo? Sy st em s A pproa ch t o Con t in u ou s Improvement Career Exploration Leading Others How w ill I lead? At w hat level w ill I lead? Linkage Diagram in Leadership Leadership v s. Managem ent Business-side of Achievement Budgeting/Finance Hook/In tr o- Video Vignettes: Organizational Ex plor a tion Superintendent's Frame for Learning Norms/Intro Activ ity V ision of LEA D HEB- Superintendent Educational Operations Directors and Coordinators Tech n olog y / In for m a tion Serv ices/ PEIMS Directors and Coordinators HR/ Com m u n ica tion s/ Payroll- Directors and Coor din a tor s HEB's Con tin u ou s Im prov em ent Journey Bu s Ops/A u xiliary Directors Engagem ent Activ ity What do the experts say? Different by Desig n Reflection Activ ity Hom ew or k "Strengths Based Leadership" Gallup Consultant: Leading w/ Your Strengths Group Discu ssion: Strengthsfinder Results Strengths Goal Journal Activ ity Personal Coaching Session with Gallup Consultant Homework Share/Personal Coaching Share Deputy Superintendents: What is required for HEB? Personal Accountability (Leading Self) Leadership Panel: (Cam pu s/district Leaders) The Role of Leader Work/Life Balance Organization Skills How hav e y ou already felt the price of leadership? Distribute Running all the Red Ligh ts Puzzle Activ ity : Putting the Pieces Together Form er Board of Trustees President: The Art of Influence: Tried a n d Tr u e Tools Assistant Superintendent of Hu m a n Resou r ces: Utilizing Your Influence as the Newest Mem ber of a Team So, Wh a t Now? What situation are y ou facing? What m ight contribute to a positiv e ou tcom e? Reading Assignm ent: Running All the Red Ligh ts Book Stu dy : "Running All the Red Ligh t s" Brenda Clark CI Sy stem s HEB Organization *Abov e/below the Line Process Goals & Strategies Year One Feedback/Year Two Input Activ ity Lotu s Dia g r a m : Rev iew of Year One Takeaway s Superintendent Keeping the "m ain thing" the m ain thing Takeaway s from Year 1 and Feedback for Year 2
18 Our Results % LEAD HEB Evaluation 99.00% 99.00% 98.00% 98.00% Approval Percentage 97.00% 96.00% 95.00% 94.00% 94.00% 97.00% 94.00% 96.40% 93.00% 92.00% 91.00% First Meeting Second Meeting Third Meeting Fourth Meeting Fifth Meeting AVERAGE LEAD HEB Meetings
19 Contact Information Sonia Cardenas, Coordinator of Human Resources Tommie Johnson, Assistant Superintendent of Human Resources Cicely Tuttle, Coordinator of Human Resources
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