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EC’s Leadership Development Framework Proposed 2012-13 Implementation Plan. Presentation to EMC Lynette Cox & Coleen Volk September 19, 2012. Overview. Goal Drivers & Influences Framework Objectives Results of Leadership Needs Analysis Proposed Deliverables for 2012-2013 Next Steps

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ec s leadership development framework proposed 2012 13 implementation plan

EC’s Leadership Development FrameworkProposed 2012-13 Implementation Plan

Presentation to EMC

Lynette Cox & Coleen Volk

September 19, 2012

  • Goal
  • Drivers & Influences
  • Framework
  • Objectives
  • Results of Leadership Needs Analysis
  • Proposed Deliverables for 2012-2013
  • Next Steps
  • Annex A – Leadership Learning Passport Prototype
  • Annex B – Details of Course Offerings
  • Annex C - Working Group Members

Environment Canada

A World Class Regulator - with world class leaders

We will support this journey by:

  • Building leadership capacity and fostering leadership excellence at all levels to prepare our workforce for the future, in line with Public Service Renewal objectives; and
  • Providing a clear and structured, yet flexible approach to leadership development at EC.
drivers influences
Drivers & Influences
  • Phasing out of central initiatives (CAP, MTP, AEXDP)
  • Limited resources (time and $) requires creativity and innovation in how we approach learning
  • 2011 Public Service Employee Survey results indicate that career development is an area for improvement
  • Inconsistent leadership development initiatives between Branches at EC
  • Demographics indicate that approximately 14% of EC employees (EXs, EX minus 1s and minus 2s) are eligible for retirement within the next 2 years; therefore need to position employees to take on leadership roles to assist the department in achieving its goals.
implementation objectives
Implementation Objectives
  • Invest in our future leaders for a high performance and adaptable Public Service
  • Build a leadership development curriculum that is
    • Flexible
      • Modular approach allows for selection of learning options that applies to the individual
    • Accessible
      • Centralized fund will enable employees in all Branches to participate
    • Evergreen
      • Leadership Learning Needs Analysis to be conducted on a yearly basis to help us prioritize what learning opportunities to make available to managers and employees across the country.
    • Linked to performance management processes
      • Leadership learning will be available to all interested employees
    • Strategically aligned to corporate needs while respecting Branch-specific needs
      • Branch initiatives to continue and shared with other Branches, where appropriate
leadership learning needs analysis preparing for the future
Leadership Learning Needs Analysis“Preparing for the Future”
  • Sources of information on EC leadership learning needs included:
    • 2011 PSES EC Results
      • Leadership Development and Engagement
      • Workforce: Career Development and Management
      • Workplace: Conflict Management
    • Managers’ Network Survey – May 2012
    • MSC Leadership Survey – January 2012
    • Working Group consultations
  • Learning needs identified for 2012-2013:
    • People Management
    • Engagement
    • Strategic Planning & Analysis
    • Leading Transitions / Change Management
    • Learning needs are in line with identified skills and competencies for Public Service Renewal
2012 2013 deliverables
2012-2013 Deliverables

Self-Assessment Tool

EC Leadership Passport

Learning Opportunities

getting ready for leadership self assessment tool
Getting Ready for Leadership: Self-Assessment Tool

Questionnaire Based on Key Leadership Competencies

Aimed at encouraging self-assessment and self-awareness

Compendium of learning options

Answers to questions and compendium of learning options to be used

to guide career management conversation and

to develop or update learning plans

Available to all employees now

A 360 component is to be incorporated this Winter

ec leadership passport
EC Leadership Passport

Documented Roadmap to leadership by each employee

Based on Key Leadership Competencies

A means to track learning related to leadership

Incorporates learning that occurs beyond the classroom

Space for reflection

Built to guide and facilitate individual career management

Linked to learning plan

See prototype attached and at Annex A

Launch  Winter 2013



Learning Opportunities for

Middle and Senior Managers

  • Based on priority learning needs
  • Targeted for EX Minus 1, 2 & 3
  • Delivered in both official languages
  • Increased accessibility to regions
  • Leverage what already exists
  • Make use of existing technologies
  • Foster partnerships & collaboration
  • Online calendar and registration
  • Proposed Offerings for Fall/Winter 2012/13:
  • People Management Curriculum
    • Transition to Management
    • Engagement
    • Providing feedback
  • 5 Dysfunctions of a Team Modules
  • How to Transform Conflicts in the Workplace and Come out a Winner (EC Office of Conflict Management)
  • Tools for Engagement Workshop (facilitation skills)
  • Leading Strategically (Canada School of Public Service - CSPS) – regional group sessions
  • Introduction to Risk Management (CSPS) – Online self-learning!
  • Leadership Exchange– delivered regionally
  • Details are at Annex B
next steps
EMC Approval

Communications strategy for roll out

Presentation to management tables across country

Messages to Leadership Council

Information sessions for managers/employees (through Managers’ Network)

Use of existing suite of internal communication tools (News@EC...)

Share with unions

Leadership Exchange in NCR to kick start

Promote and deliver learning opportunities

Develop and pilot improved self-assessment tool

Develop and pilot passport prototype

Conduct learning needs analysis for


September 2012

Late September to October

October 2012

January 2013

January 2013

March 2013

Next Steps
annex b 2012 13 calendar of offerings
Annex B 2012-13 Calendar of Offerings

Black: already in the calendar

Red: details to finalize

annex b 2012 13 calendar of offerings1
Annex B 2012-13 Calendar of Offerings
  • People Management Curriculum: This 2-day workshop will look at an overview of the key intrinsic drivers of human engagement and then delves deeper into the specifics of people management, including: personal engagement; team engagement; feedback; and support networks. New managers will also benefit from a session on “transition to management.” Real-life cases and scenarios will make the training relevant. Developed and delivered for and by EC managers.
  • ‘5 Dysfunctions of a Team’ Modules: Based on Patrick Lencioni’s, “The FIVE Dysfunctions of a Team: A Leadership Fable”. These modules will be offered through five monthly (1.5hrs) facilitated discussions on how to improve team engagement. Lencioni’s model helps team leaders overcome: an absence of trust; a fear of conflict; a lack of commitment; avoidance of accountability; and inattention to results.
  • How to Transform Conflict in the Workplace and Come out a Winner: This 1-day workshop on communication and conflict management skills addresses: impact of communication, how to ensure your message gets across, and being pro-active when faced with a difficult situation. The workshop design is interactive, allowing for questions and dialogue among the participants. Exercises and practice are also included to integrate the learning.
  • Tools for Engagement: Mobilizing employees and/or diverse stakeholders towards a common goal requires effective and efficient tools. Through experiential learning, participants will gain an understanding of practical “tools” that can increase engagement scores, and/or boost productivity and innovation. In the 1-day Tools for Engagement workshop with an engagement practitioner, participants will be introduced to 13 practical tools that can be used in their office the following day.
annex b 2012 13 calendar of offerings cont d
Annex B2012-13 Calendar of Offerings (cont’d)
  • Leadership Exchange: 90-minute interactive leadership conversations with senior management. An opportunity to share career-related experiences, ask questions and absorb leadership wisdom from a group of executives whom participants may not otherwise have access to.
  • Leading Strategically: Leading strategic change within the public service demands an understanding of the complexities and challenges involved in renewal, reform and culture change. This 3-day course offered by the CSPS in collaboration with EC in the regions encourages the reflection and discussion needed to enhance the role of managers in helping to shape a renewed work environment.
  • Introduction to Risk Management: This free online (self-paced) course explores the fundamental concepts, terminology and processes of risk management and integrated risk management within the context of the federal public service. Participants will gain valuable knowledge and best practices to help them apply the principles of risk management and integrated risk management in their organization.
annex c working group membership
Annex CWorking Group Membership

Client Representatives:

  • Melanie Corkum, Atlantic Region SI
  • Souad El Ouakfaoui, S&T
  • Diane Johnston, MSC
  • Marie Schingh, MSC
  • Michelle Sanders, ESB

HRB Project Team:

  • Virginie Mongeon, Director, Learning Programs & Recognition
  • Isabelle Bureau, Senior HR Advisor
  • Richard Chénier, HR Advisor
  • Iannick Lamirande, ESB
  • Robert Sergent, Managers’

Network, HRB

  • Jennifer Vincent, SPB
  • Luc Hamilton, CSB