Leadership Development Program · 2018. 4. 16. · TASPA Presentation . Leadership Exploration And...
Transcript of Leadership Development Program · 2018. 4. 16. · TASPA Presentation . Leadership Exploration And...
LEAD HEB TASPA Presentation
Leadership Exploration And Development July 18, 2014
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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.
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.
Category Approach to Leadership Selection
Leadership Model
Scope & Sequence
HEB ISD Filtered Approach Industry Experts Developed In-
House
Resources
Needs Assessment
Site Visit Industry Experts
Selection Process/ Materials
Professional Resources
Course Materials/ Activities
LEAD HEB Overview
APPROACH TO LEADERSHIP SELECTION
Approach to Leadership Selection
Questions to
Consider:
Is your preference filtered or unfiltered
leadership?
What is your supply and demand?
What is your approach to succession
planning?
Who do you hire in leadership positions? What education/
certifications do you require in leadership
positions?
What does your district need?
Who are owners and facilitators of LDP?
Approach to Leadership Selection
• 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
The HEB ISD Way…
Approach to Leadership Selection
Resources:
LEADERSHIP MODEL
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?
Leadership Model The HEB ISD way…
• 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
Leadership Model Resources: Saturday, (9/14/13)
Monday, (11/4/13)
Saturday, (1/18/14)
Monday, (3/3/14)
Monday, (5/5/14)
Leading Self
Who am I?
My Strengths
Ego-centric vs. Work-centric
Leading Self
Do I have what it takes to be a leader?
The Price of Leadership
Leading Others
Who will I lead and how will I lead
them?
The Art of Influence
Communication Diversity
Leading Others
How do I ensure I am not leading in a
silo?
Systems Approach to Continuous
Improvement
Leading Others
How will I lead? At what level will I
lead?
Leadership in the Linkage Diagram
Leadership vs. Management
SCOPE AND SEQUENCE
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?
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
Scope and Sequence Resources:
Hook/Intro Video Vignettes Frame for
Learning/Engagement Activity
What Do the Experts Say?
Different By Design- HEB ISD Reflection Activity
Homework
Leading Self Who am I? a My St ren gt h s Eg o-cen tr ic v s. Wor k-cen tr ic
Leading Self Do I have w hat it takes to be a leader? T h e Price of Lea dersh ip
Leading Others Who w ill I lead and how w ill I lead them ? T h e A rt of In flu en ce Com m u n ica t ion Div er sity
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 Im prov em en t
Leading Others How w ill I lead? At w hat level w ill I lead? Lin ka ge Dia gra m in Lea dersh ip Lea der sh ip v s. Ma n a g em en t
Feedba ck fr om In for m a tion a l Meet in g
Personal Leadership Style Tim e Managem ent Team Building Tactful Conversations Profess ional Relationships
Career Exploration Business-s ide of Achievem ent Budgeting/Finance
Hook/In tr o- V ideo V ig n ettes: Or g a n iza t ion a l Ex plor a t ion
Nor m s/In tr o A ct iv ity Edu ca t ion a l Oper a t ion s Dir ector s a n d Coor din a tor s
Tech n olog y / In for m a tion Ser v ices/ PEIMS Dir ector s a n d Coor din a tor s
HR/ Com m u n ica t ion s/ Pa y r oll- Dir ector s a n d Coor din a tor s
Bu s Ops/A u x ilia r y Dir ector s
Su per in ten den t 's Fr a m e for Lea r n in g
V ision of LEA D HEB- Su per in ten den t
HEB's Con tin u ou s Im pr ov em en t Jou r n ey
En g a g em en t A ct iv ity
"Str en g th s Ba sed Lea der sh ip"
Hom ew or k Sh a r e/Per son a l Coa ch in g Sh a r e
Pu zzle A ct iv ity : Pu tt in g th e Pieces Tog eth er
Lotu s Dia g r a m : Rev iew of Yea r On e Ta kea w a y s
Wh a t do th e ex per ts sa y ?
Depu ty Su per in ten den ts: Wh a t is r equ ir ed for HEB? Per son a l A ccou n ta bility (Lea din g Self)
For m er Boa r d of Tr u stees Pr esiden t: Th e A r t of In flu en ce: Tr ied a n d Tr u e Tools
Su per in ten den t Keepin g th e "m a in th in g " th e m a in th in g
Differ en t by Desig n
Lea der sh ip Pa n el: (Ca m pu s/Distr ict Lea der s) Th e Role of Lea der Wor k/Life Ba la n ce Or g a n iza t ion Skills
A ssista n t Su per in ten den t of Hu m a n Resou r ces: Ut ilizin g You r In flu en ce a s th e New est Mem ber of a Tea m
Reflect ion A ct iv ity
How h a v e y ou a lr ea dy felt th e pr ice of lea der sh ip?
So, Wh a t Now ? Wh a t situ a t ion a r e y ou fa cin g ? Wh a t m ig h t con tr ibu te to a posit iv e ou tcom e?
Ta kea w a y s fr om Yea r 1 a n d Feedba ck for Yea r 2
Hom ew or k Str en g th s Goa l Jou r n a l A ct iv ity Per son a l Coa ch in g Session w ith Ga llu p Con su lta n t
Distr ibu te Ru n n in g a ll th e Red Lig h ts
Rea din g A ssig n m en t: Ru n n in g A ll th e Red Lig h ts
Yea r On e Feedba ck/Yea r Tw o In pu t A ct iv ity
Ga llu p Con su lta n t: Lea din g w / You r Str en g th s Gr ou p Discu ssion : Str en g th sfin der Resu lts
Book Stu dy : "Ru n n in g A ll th e Red Lig h ts" Br en da Cla r k CI Sy stem s HEB Or g a n iza t ion *A bov e/Below th e Lin e Pr ocess Goa ls & Str a teg ies
Scope and Sequence
Our Results
94.00%
97.00%
99.00%
94.00%
98.00%
96.40%
91.00%
92.00%
93.00%
94.00%
95.00%
96.00%
97.00%
98.00%
99.00%
100.00%
First Meeting Second Meeting Third Meeting Fourth Meeting Fifth Meeting AVERAGE
App
rova
l Per
cent
age
LEAD HEB Meetings
LEAD HEB 2013 - 2014 Evaluation
∗ Sonia Cardenas, Coordinator of Human Resources
[email protected] 817-399-2011 ∗ Tommie Johnson, Assistant Superintendent of Human Resources
[email protected] 817-399-2017
∗ Cicely Tuttle, Coordinator of Human Resources [email protected] 817-399-2010
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