Enhancing Leadership Capacity As a Means of Improving Performance in Public Organizations

1. Enhancing Leadership Capacity As a Means of Improving Performance in Public Organizations James R. Thompson University of Illinois - Chicago

2. Improving Performance in Public Organizations Technical Elements Social Elements Motivation Working in Groups Conflict resolution Communication • Process improvement • Job restructuring • Performance measurement • Reorganization

3. Leadership development as a means of addressing social elements • Leadership Levels • Executive • Middle Management • Front-line Supervisors • Front-line supervisors and employee engagement

4. The Leadership Competency “Stair Step” Source: U.S. Office of Personnel Management

5. Leadership Development Template • Classroom training • Feedback-oriented programs • Developmental relationships • Job assignments

6. Classroom Education and Training • Traditionally directed at technical issues • Insuring that skills and knowledge gained are applied on the job • Breaking the training up into blocks • Requiring the application of skills and knowledge in the workplace between blocks • “quick wins”

7. Feedback-Intensive Programs • Identification of strengths and weaknesses • Personality test • Multi-source feedback

8. Multi-source Feedback

9. Developmental Relationships • Mentoring • Coaching • Action Learning Teams

10. Developmental Job Assignments • “Stretch” assignments • Rotational assignments • Taking the trainee “off line” • Individual Development Plan • Identify and address weaknesses • Build on strengths

11. Leadership Development Success Factors • Create a continuous learning environment • Involve supervising officials in training of subordinates • Obtain top leader commitment • Use Metrics to Assess Program Outcomes • Integrate LeadershipConsiderations into Personnel Processes

12. Create a Continuous Learning Environment • Taking a systematic approach to leadership development • Determine readiness • Feedback prior to training • Reinforcement upon return • Community of Practice • Leadership days • Monthly leadership “e-lessons”

13. Involve Supervising Officials in Training of Subordinates • Bosses • Have regular contact with subordinates • Are responsible for development of subordinates • Can access organizational resources on behalf of subordinate • Concerns about loss of production while subordinate is in training

14. Obtain Top Leader Commitment • Involve senior leaders in identification of leadership competencies • Create a leadership development council to oversee leadership programs • Senior leaders as instructors • Convey values and philosophy

15. Use Metrics to Assess Program Outcomes • Individual-level outcomes • Course evaluations • Progress towards IDP goals • Multi-source feedback ratings

16. Use Metrics to Assess Program Outcomes • Group-level outcomes • Focus groups • Progress on team action plans • Observation • Interview with coach

17. Use Metrics to Assess Program Outcomes • Organization-level outcomes • Culture/Climate Surveys • Multi-source feedback results • Exit surveys • Workplace statistics • Turnover • Absenteeism • Training program attendance • Performance appraisal ratings

18. Integrate LeadershipConsiderations into Personnel Processes • Leadership Competency Model • Leadership competencies used for • Hiring • Promotion • Performance management • Training

19. Conclusion Questions?