Thankful to Help 100 Leaders Develop

Many of us reflect on things that we’re thankful for during the Thanksgiving season. I am thankful to have the opportunity to help one Concerning Learning, LLC client, a government agency, develop its 100 supervisors, managers, and executives while making learning extraordinary. 

Last week we kicked off a year-long Management Incubator Program to better equip 100 leaders at all levels within the agency with enhanced knowledge, skills, and experiences that will greatly improve their ability to lead and manage employees effectively. 

The Situation: How do we achieve higher levels of employee engagement and increase morale?

The agency conducted an organizational culture survey that revealed widespread leadership knowledge and skills gaps. The gaps were having a negative impact on employee morale, employee engagement, and overall organizational performance. There was a strong need to build a learning culture that allowed leaders the opportunity to assess their leadership effectiveness, practice important leadership skills, and learn from and with their peers.

Some of the challenges that the agency’s leaders face are unique due to the nature of the work they perform, historical events, and recent changes in their upper management. Many of their leadership challenges are similar to those in other industries according to Deloitte Insights. For example in the Deloitte article, most leaders have major gaps in transparency, internal collaboration, and performance management. The agency leaders are experiencing these gaps as well.  

The agency had never implemented a comprehensive development program for leaders to grow so these challenges presented a tremendous opportunity to demonstrate to employees its commitment to creating a learning culture.

I am thankful that the agency chose Concerning Learning, LLC to help make learning extraordinary!

The Solution: Create a development program that makes management and leadership development a priority and leads to improved employee engagement and employee morale.

Here’s a short synopsis of how we got to the kick-off of the Management Incubator Program... 

First, I conducted interviews and reviewed existing survey data, policies, and performance standards to get a picture of the current and desired state of the organization.

Next, I conducted eight focus groups with agency employees from the administrative staff to executives to validate previously collected data from an internal organizational culture survey. Based on the data that I collected, I determined that the program should focus on developing skills in the following foundational areas:

• Building Trust,

• Effective Communication,

• Situational Leadership,

• Leading Change,

• Developing Employees, and

• Building and Managing Teams.

Finally, I developed the Management Incubator Program to create opportunities to continually grow and develop management and leadership skills so that their leaders are prepared to perform and are keenly aware of their critical role in inspiring and supervising employees to achieve agency goals and objectives.

The Result: Management Incubator Program Kick-Off!

I applaud this agency for investing in the Management Incubator Program as it is a major step in keeping staff motivated and engaged. 

Currently, the program participants are completing their 180-degree questionnaire which includes a self-assessment and feedback from their employees. I’m confident that I will have more updates to share as we move through the program. For many leaders, this is their first time participating in this type of assessment.

I will periodically report on this agency’s learning journey over the next year! For now, I am thankful to be able to help my client make learning extraordinary for 100 leaders and have a positive impact on the entire agency’s effectiveness to achieve its critical mission. 

Happy Thanksgiving from me to you!

Yours in learning, 

Deadra