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Emerging Leaders Development Program (ELDP). Tinkering II. The Tinkerers. Presentation Objectives. Career Development: Update. Position name, critical function (task)/training, advancement, relationships:. Career Development: Update. Emerging Leaders Development Program Purpose. ELDP.
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Emerging Leaders Development Program(ELDP) Tinkering II
Career Development: Update • Position name, critical function (task)/training, advancement, relationships:
Emerging Leaders Development ProgramPurpose ELDP Career ladder
Section 1 Qualifications and Expectations Sections: Program Overview Application and Curriculum Section 2 Section 3 Emerging Leaders Development Program
Program Overview: Purpose Emerging Leaders Development Program
Program Overview: Purpose Emerging Leaders Development Program
Program Overview: Vision The ELDP program has four basic components: • Education sessions • One day every two months • Experiential and action learning • Through group projects • Individual development plans and guidance • Mentoring, coaching and reinforcement Emerging Leaders Development Program
Application and Curriculum • Check Your E-Mail! • Applicants will need to submit: • Current résumé • Statement of Interest • Personal Leadership Vision Statement • Curriculum includes: • 6 formal sessions • Individual activities • Group projects • Mentoring sessions • Book summaries • Journaling/Discussion Boards • 360 degree assessments • And more…. Emerging LeadersDevelopment Program
Application process • Get director approval • Submit resume • Submit Statement of Interest • Submit Personal Leadership Vision Statement To HR • Participants selected by a director-level committee Application Process
Qualifications for Participants ELDP1 ELDP2 Emerging Leaders Development Program
Expectations for Participants: Emerging Leaders Development Program
Where do you want to be? ELDP can help get you there. Emerging LeadersDevelopment Program
Activity! • Separate into groups • Identify topics within “The Customer” Session • What would you include?
Evaluation Plan Pre and Post
Results After Tinkering Year 1 - Quantitative
Results After Tinkering Year 1 - Qualitative
Year 2 – ELDP1 Results (In Progress…) • 5 Emerging Leaders currently in the program • Involved in 9 company impacting projects • Analyzing the budget, and offering recommendations • Improve the accounting system in BBCS for the recipient’s benefits program • LEAN Project – improve workspace in components and distribution • Develop annual nursing competency for Flagler Hospital
ELDP2: Session 3
Activity! The Beginning and the End (An example from ELDP!)
Opening and Closing Statements • Opening Statements • Let’s make this a two-way discussion and use it as a tool to assist your future. • Well, let’s get straight to the point. • I’ve written your annual appraisal and here is the completed copy. • I would like to use the next hour to discuss openly your performance during the past twelve months. • Let’s start by asking the question, “What do you want to get out of this appraisal?” • Closing Statements • So, you understand the areas that must improve. Off you go! And don’t forget, we will be watching you closely. • That completes the appraisal. Perhaps you can help me review the way I conducted the appraisal by completing this questionnaire. • I’m glad it’s over with, aren’t you? • Let’s finish by setting a date to review your progress toward these objectives. • So, where do we go from here?
Opening and Closing Statements • A closing statement can: • Explain how the appraisal could be used in the future • Set an informal review date • Assess the appraisal that has taken place • Encourage the appraisee • Summarize • An opening statement can: • Encourage the appraisee to participate • Relax the appraisee • Explain the format of the appraisal • Outline the objective of the appraisal • Set a reasonable time frame
Year 1 ELDP2 Results (In Progress)
Tinkering Challenges: ELDP2 • Develop new curriculum • Skill building vs. vertical learning • Larger development team (original ELDP cohort) • Tested OUR interpersonal skills • Could be quicker development • Could be better presentations • But that’s not the point • Participants are not as developed at the start • Not as Engaged • Not as high a priority • More scheduling issues • Struggling to meet mentoring requirements • Limited posting on discussion board • Not as much control over their own schedules and job responsibilities (hourly vs. salaried) • Can’t do ELDP tasks off the clock • Projects • Identifying appropriate projects for ELDP2
The Tinkering Never Stops! • We may run ELDP1 biennially • Interviews for applicants • Cost reductions • Always have a “Projects” meeting • Session and activity changes • More ELDP2 mentors • Convert evals to electronic format • Etc., etc., etc…
Questions? Where do you want to go? The Tinkerers can help you get there!
Cost of ELDP • Wages for Development Team • Wages for ELDP participants when engaged in ELDP sessions and activities • Wages for Directors/Exec • When presenting at formal sessions • During mentoring sessions • Cost of external speakers for ELDP1 • ~$2,500 • Cost for outside venue (cancelled in year 2) • ~$2,000 • Cost of lunches/coffee/snacks for formal sessions • ~$3,000 • Miscellaneous • Books • Binders • Copies/office supplies • Graduation gifts/certificate frames