Leadership Development Update · Amy Leneker, Leadership Dev. Specialist Workplace Learning and...
Transcript of Leadership Development Update · Amy Leneker, Leadership Dev. Specialist Workplace Learning and...
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Amy Leneker, Leadership Dev. Specialist
Workplace Learning and Performance
HR Managers Meeting
April 4, 2018
Leadership Development Update
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PRESENTATION OVERVIEW
• Leading Others update (for new managers)
• Leading Teams update (for middle managers)
• Next Steps
Developing Leaders for the Present and Future of Washington State 2
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LEADERSHIP DEVELOPMENT MODEL
A pipeline of effective leaders for the present and future of Washington State 3
Influencing culture tocreate a pipeline of leaderswhile creating an employer of choice
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LEADING OTHERS LAUNCHED IN 2017
A pipeline of effective leaders for the present and future of Washington State 4
For new and developing supervisors (required by WAC)
3 day learning experience
Launched in 2017
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LEADING OTHERS DATA
A pipeline of effective leaders for the present and future of Washington State 5
Over 1,200 learners
I can describe how to rebuild trust.
Pre 53%
Post 90%
I know how to create a safe zone for my staff when conflict occurs.
Pre 39%
Post 90%
I use varied strategies for handling conflict.
Pre 44%
Post 90%
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CUSTOMER FEEDBACK
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I can apply what I learned to my work• 94 percent said strongly agree or agree
Absolutely. I have already started using some of the skills I learned.
Great information to have and will improve my skills as a leader.
All of the principles and exercises are applicable to my position.
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CUSTOMER FEEDBACK
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Would you recommend Leading Others?• 93 percent said strongly agree or agree
I have already.
This was a great class…the knowledge passed during class can be applied that same day.
…very informative and helpful to me as a new manager …
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LEADERSHIP DEVELOPMENT MODEL
A pipeline of effective leaders for the present and future of Washington State 8
Leading Teams is designed for middle managers
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1. Leadership competencies provide the foundation.
2. Action learning – participants learn skills by working to resolve current work challenges.
3. Cohort approach – participants will grow their networks and develop relationships across the enterprise.
4. Engage managers – partner to support learners in the workplace.
5. Measure results – evaluate impact.
6. Pay it forward – alum invest in development of others.
Developing Leaders for the Present and Future of Washington State
DESIGN PRINCIPLES
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LEADING TEAMS
A pipeline of effective leaders for the present and future of Washington State 10
• Designed for middle managers
• Launched February 14 (conducted 3 pilots)
• Meets the WAC requirement
• Registration is open in LMS!
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A pipeline of effective leaders for the present and future of Washington State 11
Leading TeamsLeading Others
Leading Teams
Leading Teams
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LEADING TEAMS DATA
A pipeline of effective leaders for the present and future of Washington State 12
Leading Teams Pilot, 56 Learners, 32 Agencies
I say “no” to work that is not a priority while maintaining relationships
Pre 32.7%
Post 58.8%
I can manage my “triggers” and manage potential reactions
Pre 8.8%
Post 27.5%
I understand what psychological safety is and why it is important
Pre 15.8%
Post 74.5%
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CUSTOMER FEEDBACK
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I can apply what I learned to my work• 96.2 percent said strongly agree or agree
Lots of great tools that I can use. I am getting better about identifying areas that I can strengthen.
Yes, a lot of discussion helped me better understand how to manage better.
Yes, I already have.
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CUSTOMER FEEDBACK
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Would you recommend Leading Teams?• 92.5 percent said strongly agree or agree
I already have. This course is a must for managers in the state.
I found it extremely valuable and would hope that everyone could go with an open mind and focus on their growth and development.
I have already recommended it to quite a few. I think leadership at all levels can benefit from this learning.
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DIFFERENT FOCUS, DIFFERENT LEARNING
Matching to the needs of middle managers through feedback and
their experience
A pipeline of effective leaders for the present and future of Washington State 15
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WHAT NEXT FOR LEADERSHIP DEVELOPMENT?
Meeting with customers and business partners
What have we heard so far?
Our ask of you – time to prepare
Possible opportunity
A pipeline of effective leaders for the present and future of Washington State 16
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-Laura Blacklock, Leading Teams Manager
-Cheryl Sullivan-Colglazier, Chief Learning Officer
-Pat Seigler, Leading Others Manager
Workplace Learning and Performance for the Enterprise