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Preparing Supervisors to be Change Leaders. Nancy C. Hoffman, Ph.D., LCPC Training and Development Consultant [email protected] Curriculum developed by the Crime and Justice Institute and funded by a grant from the National Institute of Corrections

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preparing supervisors to be change leaders

Preparing Supervisors to be Change Leaders

Nancy C. Hoffman, Ph.D., LCPC

Training and Development Consultant

[email protected]

slide2

Curriculum developed by the Crime and Justice Institute and funded by a grant from the National Institute of Corrections

Created with input from an advisory group of national leaders in the implementation of Evidence-Based Practices in community corrections

academy goal
Academy Goal

To provide first line supervisors and mid-level managers the leadership knowledge and skills required to support implementation of evidence-based practices

pre academy requirements
Pre-Academy Requirements
  • Application
  • Prerequisite of basic supervisory skills training
  • Commitment to full participation
  • Meeting with supervisor to discuss academy requirements and receive support for attendance
  • Read the document, “Implementing Evidence-Based Principles in Community Corrections,” which is posted on the Crime and Justice Institute website
slide6

Secure a journal

  • Make a first journal entry about expectations and concerns
  • Complete the NIC e-Learning module entitled “Supervisor’s Role in EBP”
  • Print a certificate of completion and bring to the first session
academy schedule orange county probation department pilot cohort
Academy ScheduleOrange County Probation DepartmentPilot Cohort

Six 2-day sessions:

May 14 & 15, 2009

June 17 & 18, 2009

July 22 & 23, 2009

August 12 & 13, 2009

September 17 & 18, 2009

October 22 & 23, 2009

academy principles and format
Academy Principles and Format
  • Not just a generic leadership program, but focused specifically on the change to Evidence-Based Practices
  • Design employs adult learning principles, highly interactive
  • Participants responsible for own learning
  • Keyed to identified competencies
  • Self-assessment and reflection
slide9

Small group work

  • Journaling
  • Peer mentors
  • Workplace assignments between sessions designed to either further the learning from the session or provide a link to the upcoming modules
session 1 the leadership journey topics covered
Session 1: The Leadership JourneyTopics Covered
  • Overview of leadership
  • Relationship of leader behaviors to effective implementation of evidence-based practices
  • Management vs. leadership
  • Organizational culture and climate
  • Learning organizations
activities
Activities
  • Identify peer mentors
  • Complete a self-assessment of leadership competencies
  • Write a leadership development plan
  • Assignment: Submit an article on change and a summary of the article
session 2 beginning the journey topics covered
Session 2: Beginning the JourneyTopics Covered
  • Focus on changing the organizational culture
  • Stages of change for organizations and individuals
  • Strategies for leading change
  • Creation and communication of a powerful vision for the future
activities13
Activities
  • Reports on change articles
  • Small group work
  • Creation of change plans
  • Journaling
  • Peer mentor meetings
  • Assignment: complete an NIC e-learning module and work with peer mentor to prepare a presentation at session 3
session 3 engaging others topics covered
Session 3: Engaging OthersTopics Covered
  • Engaging others in actively pursuing the vision
  • Communication skills
  • Building positive relationships with internal and external stakeholders
  • Creating and maintaining high functioning teams
  • Motivating staff through enabling others to act
activities15
Activities
  • Peer mentor presentations on various topics related to communications, emotional intelligence and teamwork
  • Evaluations completed by cohort members for each presentation
  • Begin process of selection of a class spokesperson for graduation
  • Assignment: stakeholder interviews and reports
session 4 handling the rough spots topics covered
Session 4: Handling the Rough SpotsTopics Covered
  • Addresses potential obstacles in instituting organizational culture change
  • Managing conflicts
  • Overcoming resistance
  • Dealing with difficult people
  • Embracing diversity
  • Challenging the process when necessary
activities17
Activities
  • Self-assessment of conflict style
  • Role play of a mediation scenario
  • Gender stereotyping activity
  • Multi-generational quiz
  • Group demonstrations of dealing with difficult people
  • Fierce conversations role plays
slide18

Voting on a class spokesperson

  • Assignment: Do one of the following and prepare to report at the next session:
    • Conduct a negotiation
    • Conduct a mediation
    • Implement a plan to deal with a difficult person
session 5 celebrating milestones topics covered
Session 5: Celebrating MilestonesTopics Covered
  • Establishing performance measures
  • Monitoring progress
  • Providing feedback
  • Recognizing and rewarding successes
  • Ensuring small, incremental wins
  • Celebrating the reaching of milestones
activities20
Activities
  • Group debate on the topic of performance measurement
  • Small group work on defining greatness
  • Identification and rating of current performance measures
  • Small group brainstorm of reward and recognition activities
slide21

“Food for Thought” activity to recognize cohort members

  • Assignment:
    • Complete a self-assessment on the “Supervisor in an Ideal EBP Unit”
    • Provide a copy to immediate supervisor for completion
    • Meet with supervisor to discuss progress throughout the academy
session 6 continuing the journey topics covered
Session 6: Continuing the JourneyTopics Covered
  • Focus on continued growth and development of leaders
  • Developing staff knowledge and skills
  • Coaching skills
  • Principles of adult learning
  • Workplace wellness and quality of work life
  • Importance of humor and fun
  • Executive Dialogue and Academy Graduation
activities23
Activities
  • Design a training program using adult learning principles
  • Self-assessment on various dimensions of wellness
  • Re-visiting the leadership competency assessment
  • Use of workplace assignment discussion to re-write the leadership development plan
post academy follow up
Post-Academy Follow-Up
  • Recommended activities to continue the learning process, including:
    • “Booster” sessions
    • Leadership blog
    • Leadership book club
    • Lunch or breakfast and learns
    • WebEx sessions for online discussion of leadership challenges and solutions
slide25

Blast e-mails with relevant leadership articles

    • Establishment of a mentoring program
    • Listserv of academy graduates
    • Follow-up alumni sessions
  • Agencies encouraged to develop individualized plans
slide26

A poem with three lines

Syllables: five-seven-five

On any topic

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