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The “Thrive Phase”

The “Thrive Phase”. Rape Crisis Services of Greater Lowell RCSGL. Launching Successful New Beginnings September, 2007. Source: Compass Point and Transition Guides. Patricia Duarte, Transition Consultant. Post Hire Support. Major Focus….

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The “Thrive Phase”

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  1. The “Thrive Phase” Rape Crisis Services of Greater Lowell RCSGL Launching Successful New Beginnings September, 2007 Source: Compass Point and Transition Guides Patricia Duarte, Transition Consultant

  2. Post Hire Support Major Focus…. • Clarifying RCSGL Leadership Agenda for the next 6 – 12 months • New ED Orientation, Building Relationships, Setting clear Performance Expectations • Attending to the needs of Staff • Announcing the good news!

  3. Shifting Gears After the Search Finding the energy to…. • Focus on important relationship-building • Adjust to the new ED’s leadership style • Attend to the trust-building phase • Avoid “savior thinking” and /or “buyers remorse • Ensure legacy issues and “thinking ruts” don’t derail the work

  4. Early Challenges for the new ED…. • Understanding the organization and acquiring knowledge quickly • Establishing solid working relationships • Balancing priorities and Managing expectations • Meeting pent-up demand • Building coalitions for change • Dealing with organizational and personal transitions • Maintaining personal equilibrium and well-being

  5. Early Challenges for Staff….. • What Issues, Questions, and/or Challenges do you have? • What Changes do you anticipate? • What will you do to ensure a successful new beginning for yourself and the new ED

  6. Social Contracting It’s a process not an event… Getting agreement & clarity about: • Assignments & Goals • Priorities • Roles, Responsibilities and Expectations • Clarifying overlap between Board, Staff and Executive • When and how performance will be evaluated • Establishing a process for honest dialogue and effective negotiation

  7. Clarifying Purpose a process for developing Vision / Mission and Strategic Plans What is Great about you (or RCSGL)? What are you Passionate about? Unique qualities & abilities Mission critical talents, skills etc Values; Interests Goals & Objectives CORE PURPOSE What fuels the RCSGL economic engine? “profit” per x factor Answer the Questions in each Circle Where answers converge Core Purpose emerges Source: Good to Great, Jim Collins

  8. The Power of Performance • What is your Vision? • What are your Goals and Objectives? • Establish a Performance partnership culture with mutual accountabilities • Negotiate and Agree to SMART Goals: Specific, Measurable, Achievable Relevant (drive or support the Mission) Time Specific • Leverage and Celebrate Success!

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