Discover a Public Works Leadership Journey September 12, 2007 - - PowerPoint PPT Presentation

Discover a Public Works Leadership Journey

September 12, 2007 10:00 a.m. – 10:50 a.m. Presenter: Mitch Zamojc P. Eng. Commissioner, Environment, Transportation and Planning Services Regional Municipality of Peel Brampton, Ontario Canada

Workshop Overview

• Overview of Peel Region
• Peel Public Works Department
• The need for the Leadership Journey
• Components of the Journey
• The value of this investment and success

factors

• Lessons learned

Region of Peel

• Located in Southern Ontario
• Next to Toronto
• One hour north of USA,

Niagara Border

• Rural and Urban Mix
• Population 1.159 million
• 8.7% of Ontario’s population
• Peel is one of the fastest

growing communities in Canada

Public Works Department

Our Mission

To be recognized as the industry leader in Public Works

My Goal

TO GET EVEN BETTER

Getting Better

Employee Satisfaction Survey

LEADERSHIP DEVELOPMENT

STRUCTURAL REALIGNMENT Departmental SWOT Analysis

Our New Mission

To develop leaders at every level who inspire, foster collaboration and turn our department objectives into ACTION

Our New Mission

• To be a “magnet” organization where the

best want to be and stay

• To create a path of leadership that all can

follow

• To enhance our management team

through personal learning, career development and teamwork

“Leadership and learning are indispensable

to each other”

John F. Kennedy

Public Works Leadership Journey

Launched: March 2006 Project Scope: To develop and implement a comprehensive leadership development program for the management and supervisory teams of Public Works

Leadership Journey Objectives

• Staff development and empowerment
• Enhanced coaching and

communication

• Larger talent pool for succession
• Enhanced clarity of roles and

responsibilities

• Enhanced planning
• Increased decision making at all levels
• Increased accountability

What Makes It Unique?

• Full commitment from the top
• HR department is our partner
• Strong Assessment component
• Full management team is learning

TOGETHER

• Participation is mandatory
• Customized to Public Works
• Personal and confidential coaching
• Team holds each other accountable

Journey Components

• 360 degree assessment

(Q9)

• One-on-one coaching
• Eight mandatory

workshops

• Monthly lunch and learns
• Monthly reference, e-mail

tips

• Job rotation, mentoring

Top 3 behaviours amongst management: 1. Recognizes the importance of the political environment 2. Promotes the Region’s interests with external groups 3. Maintains positive relationships with external groups

360 Degree Assessments

Bottom 3 behaviours amongst management : 1. Adjusts his/her communication styles to meet the needs of others 2. Coaches others to develop the skills they need 3. Provides feedback to others to improve performance

360 Degree Assessments

Leadership Workshops

• Moving From Operational Manager To Strategic

Leader

• Coaching For Excellence
• Performance Management
• Time Management
• Strategic Planning
• Strategic Communications
• Working With Council And Stakeholders
• Change Management – ADKAR Model

Journey Costs

Journey One - 2006 $160,000 PW Costs (coaching, Q9, resources, trainers, venue) $2,500 Cost per participant (65) Journey Two - 2007 $3,800 Cost per participant (26) $100,000 PW Costs (coaching, Q9, resources, trainers, venue)

Evaluation Stages

• Was the improved performance

worth the cost of the training?

• Did it improve the division/

department as a whole?

• Is there improvement in their

performance?

• Did the manager achieve his/her

learning goals?

• How did the managers feel

about the program?

ROI Organizational impact Graduate behavior Participant learning Participant reaction

Measurements

• Workshop evaluations
• Follow up on the 360 degree assessment
• Participant survey
• Re-administer employee satisfaction

survey

• Positive changes in performance ratings
• Observable behavioural changes

Participants Said

Key Learnings

Improved management skills Better time management Learned to coach and develop self and other relationships Clear career direction Enhanced communication

GOOD

GREAT

Has The Leadership Journey Made Us Better?

YES

Lessons Learned

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