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Career DevelopmentAssessment Center

• Management participants paired with high level administrators (assessors)

• Assessment Process – multiple stations– Meeting facilitation exercise– Investigation employee complaint exercise– Presentation to Board of Supervisors

exercise

Assessment Dimensions

• Leadership• Management• Budget Management• Political Astuteness• Human Resource Management• Innovation / Creativity• Service Excellence• Interpersonal Skills• Persuasion• Teamwork / Collaboration

Management DevelopmentProgram

• Purpose: To continue development & mentoring of managers

• Outcomes– Understand their individual strengths and

areas for improvement– Understand the requirements of an

executive level management position– Develop and practice leadership and

management skills

Program Design

• Sessions– Leadership Expectations– County Shared Vision– Outcome Based Management– Coaching Counseling and Confronting– Program / Change Management– Political Astuteness– Employee / Labor relations– Legislative Process– Facilitation– Laws / Legal

“Local governments today face unprecedented fiscal, social, political,

economic and technological challenges”

Government in the 21st Century

1. Adaptable

2. Creative

3. Decisive

4. Flexible

5. Responsive

6. Credible

Navigating Change

• Change in relationships between people and their work

• Change in relationship between government and their citizens

• Change in relationship between organizations and their external environment

High Performance Organizations

• TraditionalOrganizations– Narrow expertise

– Rugged individuals

– Centralized

– Closed

– Standardized selection

– Routine training

– Job-based pay

– Narrow, repetitive jobs

– Tall rigid hierarchies

– Functional departments

– Promote compliance

– Routine behaviors

• High Performance Organizations– Multi-skilled team players

– Dispersed

– Open

– Realistic job interviews

– Continuous learning

– Performance-based pay

– Enriched jobs

– Flat, flexible hierarchies

– Self-contained businesses

– Promote involvement

– Innovation and cooperation

• DesignComponents– People

– Decision Systems

– Human Resources

– Structure

– Values & Culture

Characteristics of Leadership

• Practices– Challenging the process– Modeling behavior– Fairness– Defining a Vision– Collaboration– Cheerleading

San Mateo County Shared Vision 2010 &Outcome-Based Management Framework

County Shared

Vision 2010Commitments and Goals

Progress Measures

Outcome-Based ManagementAgency / Department / DivisionMission Statement & Priorities

Program Plan & PrioritiesProgram Outcome Statement Story Behind

Performance (SLOTs) and Identification of Priorities

Program Performance MeasuresWhat and HowMuch We Do

(Effort)

How Well We Do It(Efficiency / Quality of Service)

Is Anyone Better Off(Client Outcome)

Program Performance Targets and Budget / Resource AllocationAlign to Program Priorities, Agency / Department / Division and County Goals

Coaching & Mentoring

• Concentrate on Goals, not Methods

• Develop systems for delegating, following up, and evaluating program success rather than developing systems to accomplish programs

Coaching & Mentoring

• Identify strengths and weaknesses of subordinates and manage the identified weaknesses

• Accept and deal with the fact that no one excels in all aspects of his / her job

• Recognize and build on strengths– Use to coach others who are not strong in

these areas

Coaching & Mentoring

• Identify improvement areas– Set specific goals and activities to improve

skills / knowledge– Meet frequently to discuss progress in

goals and activities

Coaching & Mentoring

• Counsel constructively– Discuss specific problem / issue– Identify root cause of problem / issue– Jointly develop plan to prevent recurrence– Look forward (prevention) rather than

backward (blame)

Political Astuteness

• Definition:– “The ability to manage competing

workplace interests to promote an idea, resolve conflicts, and most important, to achieve a goal”

» From “How To Be A Star At Work”By: Robert E. Kelley

How to Develop Political Savvy

• Build relationships

• Learn to manage conflict

• Know / understand the culture

• Get a mentor / buddy

• Know yourself and others

• Show initiative

Meeting Process

Two Types of Processes

• Task Management- managing the work that needs to get done

• People Management-managing the human interaction

Task Process

• At the beginning of the meeting, get agreement on:– Purpose / Outcomes– Roles– Ground rules– Process / Agenda / Roadmap (what / who /

time)

People Process

• Be Positive

• Provide opportunities for all to participate

• Active listening

• Protect individual from personal attacks

• Separate content from personalities

• Reconcile misunderstandings and disagreements

Legislative Process

• Keeping department’s informed of pending state and federal legislation

• Avenue for department’s to provide input to BOS for advocacy

• Assistance with proposed funding projects

• Assistance in connecting with legislators for future support

Laws/Legal

• County Counsel’s role for the County and in representing each department

• Consultation (policies, actions)

• Lead on liability issues

Project Management

• Need / Demand for Public Change - - Funding Instability

- Negative Client,Customer,Community Outcomes

- Public Discontent with current system

- Change in legislation

- Technology

- Evidence Based Practices

Pitfalls

• Make things different but don’t create conflict

• Not allowed to experiment and fail

• Create change immediately

• Make changes but don’t ask for resources or tools

• Fear of change

• WORKLOAD

Impact of Lack of Planning

• Confusion, frustration, blaming

• Interpersonal conflicts

• Damaged relationships

• Inefficient use of resources

• Time delays

• Cost overruns

• Project failure

Strategies

• Involve relevant stakeholders

• Keep the policy makers informed

• Listen to concerns

• Continually evaluate process and progress

• Create a constant feedback loop

• Create allies

• Have a work plan!

How Do I Proceed

• What approval do I need?

• What funding do I need?

• What support / buy-in do I need?

• Is this top-down or bottom-up proposal?

• Do I think others will be supportive?

• Plan a strategy before you begin