human development & leadership division human development & leadership division member...
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Human Development &Human Development & Leadership Division Leadership Division
Member Celebration & Engagement
What We’re About
VISION
MISSION
To be the community of choice for everyone by making human potential a
global priority, an organization and personal imperative.
To enrich the personal and professional lives of our membership and the global community to triumph over current and
future challenges.
Commitments
• Provide practical, value-added content via products and services
• To be a leader in traditional and innovative thinking to optimize the application of personal development and leadership principles.
Benefits• Improve your leadership skills
• Learn how to make all of your relationships more effective
• Increase your opportunities for personal development
• Be part of an exciting division that is at the heart of quality improvement
The True North Values• Passion for human development & leadership
• Positive thinking and sharing optimism
• Respect for Diverse Individuals and Environments
• Maximizing the potential (or possibilities for growth) for all Individuals
• Focus on Holistic development - Mind, Body and Spirit
• Embrace the 'Spirit of Play' and 'Yes, And..' Philosophy
• Be Fully Engaged at all times
AgendaJoining Time / Collective
Networking7:00 start
• Council Introductions
• Membership Profile / VOC Results: – “Wants” Delivering Value:
• Publications
• Education
• Communications
• Recognition
• Strategy
• Networking
• Volunteering
• It’s a Wrap
7:45 dismissal
Post-Meeting Networking
HD&L Council
Financial Status (YTD 3/31/11)
• Assets $87,900• Income $15,522 dues (84%) & investments
• Expenses $11,053 publications, webinars, planning
• Balance $ 4,469
Note: FY-2011 budget to be developed for FY beginning 7/1/2011
Strategic PlanningINPUTS
1.HD&L Mission & Vision Statement2.VOC data3.Existing Initiatives4.Annual Budget5.Current Organization Chart6.Benchmarking of other ASQ divisions/organizations
INPUTS
1.HD&L Mission & Vision Statement2.VOC data3.Existing Initiatives4.Annual Budget5.Current Organization Chart6.Benchmarking of other ASQ divisions/organizations
STRATEGIC STEERING COMMITTEE
1.Review Input Data - SWOT2.Brainstorm on Potential Long-term strategic initiatives3.Identify top 3-5 strategic Initiatives4.Propose identified initiatives to HD&L Leadership with high-level requirements5.Upon Approval, create a detailed plan and allocate division resources
STRATEGIC STEERING COMMITTEE
1.Review Input Data - SWOT2.Brainstorm on Potential Long-term strategic initiatives3.Identify top 3-5 strategic Initiatives4.Propose identified initiatives to HD&L Leadership with high-level requirements5.Upon Approval, create a detailed plan and allocate division resources
OUTPUTS - Strategic Plan (2-5 years)
Initiatives Proposed budget requirements Estimated resources requirements Link with short-term goals Detailed plans for Approved Initiatives
OUTPUTS - Strategic Plan (2-5 years)
Initiatives Proposed budget requirements Estimated resources requirements Link with short-term goals Detailed plans for Approved Initiatives
Using Lean / Hoshin Model
QMP Results 2010-11
1. Form Strategic Alliances
2. Grow Membership
3. Provide Member Touch Points
4. Product Offerings
5. Improve Infrastructure
6. Engage Volunteers
QMP Results 2010-11
1. Form Strategic Alliances– Actively provided an HD&L presence during 5
distinct professional events– Promoted social responsibility through
communication with membership
2. Grow Membership– Developed communication tool with new
members– Provided HD&L literature to local Sections
QMP Results 2010-11
3. Provide Member Touch Points– 3 Newsletters– 4 Face-to-Face– 2 Webinars– Surveys and other written communications
4. Product Offerings– 2 Webinars– 1 Primer with more in the works
QMP Results 2010-11
5. Improve Infrastructure– Establish new position for Standards and
Procedures– Develop Roles and Responsibilities for key
positions and tasks
6. Engage Volunteers– Increase number of Member Leaders to
share roles– Established Personal Well-being Chair– Recognize Volunteer involvement
Membership Profile
Student0.6%
Six Sigma1.3%Auditor
1.4%Technician3.1%Professional
3.5%
Engineer12.9%
Consulting14.4%
other15.5%
Manager47.4%
Pie Chart of Position
2662 Total Members 48 Fellow 102 Attending WCQI
60% Senior31% Regular 9% Other
80% 8%12%
Virtual Networking•Linked In Group•Discussion Boards
Voice of the Customer
• VOC Survey – January 2010– 28% response rate
• Respondents are established ASQ members that are new to HD&L– 60% of respondents in ASQ >7 years– 70% of respondents in HD&L <4 years
Voice of Customer
• Primary Reason for joining HD&L– Personal Development & Growth
• Top Rated Programs & Services– Articles– Best practices studies– HD&L Body of Knowledge– Training programs– Newsletter
Voice of the Customer
• Most common other professional associations– American Society for Training & Development– Project Management Institute– Society for Human Resource Management
• Most often cited “Recommendation to Deliver Exceptional Value”– Communication
Body of Knowledge (BOK)
HDL's intent is to create a LEADERSHIP BODY OF KNOWLEDGE to inform on the concepts and terms used in different facets
of leadership.
BOK – Proposed Steps1 - Research existing bodies of knowledge on leadership (in process).
2 - Compare existing ASQ Body of Knowledge to leadership terms.
3 - Call for volunteers to put plan in place.
4 - Complete tasks in plan,
5 - Publish ASQ-HDLs Leadership BOK
Need volunteers who have an interest in leadership body of knowledge.
Value: Publications
• Will publish 4 primers this year– Published: Organizational Trust– In process: Examining Employee Engagement– Planned: Five Pillars of Leadership,
Measurement for Leaders
Value: Publications
• Newsletter published– Maintaining Quarterly Schedule– First two issues completed.– Next issue due out in July
• Submission Deadline: June 15th
• Behind the scenes work to update website– Technical challenges– ASQ implementing new software
Awards and Recognition
• More Seniors and Fellows. – One fellow nomination was supported by the Division. – To encourage all HD&L members to become senior
members.
• Ash Ogle award of $500 offered for studies in leadership
• Recognition: – Best paper published from our members supporting
HD&L activities.– To consider recognizing any new concept published
in ASQ that promote HD&L improvement.
Objectives 2010-11
1. Grow Membership 2667 3000
2. Engage more Volunteers 10 30
3. Member Touch Points 4 12
4. Awareness & Alliances 2 12
5. Revenue Streams 0 2
6. Improve Organizational Effectiveness
Networking
• LinkedIn – HD&L Group– Personal
• Discussion Boards– Initiate / Contribute
• Other – One-to-One– ????
Volunteer Opportunities
• Council Roles– Membership, Publications, other
• Webinar Speakers
• Article Writers
• Proofing/Editing– Newsletter– Primers
Final Words
• HD&L is a highly viable division of ASQ
• The incoming leadership represents highly competent, willing and motivated individuals
• Our membership reflects high level of intellect and diverse interests
• The interest in human development and leadership is universal and at the core of every leader
• We recognize the contributions of all who founded this division and trusted us to move it forward