supervisory leadership certificate program · · 2016-11-08supervisory leadership certificate...
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Rocky Mountain Section AWWA/WEA
Supervisory Leadership Certificate Program
Richard Gerstberger, PE
President
TAP Resource
Development Group
CA/NV Section AWWA2014 Annual Fall Conference
Reno, NVOctober 23, 2014
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Operator jobs are expected to grow by 14% in the next 5 years
Retirees retires are expected to range from 25%-35%.
1 million plus retirees in the next two decades.
Lack of qualified applicants.
A CRISIS IN THE INDUSTRY
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
THE NATIONAL NEED
Source: AWWA 2009 State of the
Industry Report
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
THE NATIONAL NEED
Work for Water Campaign (AWWA, WEF)
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
• Partners–Colorado Department of
Labor and Employment–Workforce Centers–AWWA, WEF–RMSAWWA, RMWEA– Industry Representatives
GET INTO WATER!
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
GET INTO WATER!
Mission: The water and wastewater industry will sufficiently recruit, train and retain personnel to ensure mission-critical positions are filled with qualified, trained & technically skilled employees
◦ Drinking Water Treatment Operators
◦ Wastewater Treatment Plant operators
◦ Wastewater Collection Operators
◦ Water Distribution Operators
◦ SCADA/Instrumentation Control Operators
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
GET INTO WATER! GOAL #1: Training◦ Conduct and promote training programs to ensure
mission critical positions are filled with qualified, trained and technically skilled personnel.
GOAL #2: Outreach and Recruitment◦ Conduct adequate outreach and recruitment
efforts to ensure interest in, and attraction to, mission-critical positions.
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
GET INTO WATER!
GOAL # 3: HR/Operations Collaboration◦ Enhance collaboration, education and
communication between operations staff and human resource professionals to create a positive culture for workforce development.
GOAL #4: Knowledge Management◦ Conduct knowledge management and employee
retention efforts to ensure mission critical personnel have the knowledge and skills to operate effectively.
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
GET INTO WATER! GOAL #1: Training
RMSAWWA/RMWEA Supervisory Certificate Program◦ There are increasing opportunities for qualified
candidates to fill supervisor positions that are being vacated
Soft Skills Only-Classroom, Web, Conference
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Source: Get Into Water Project
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Originally developed using grant funding
Eight-month cohort program
60 contact hours
Focused on soft-skill
development
Executive Coaching
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
1. Self-Awareness: From Insight to Impact
2. The RMSAWWA/WEA Annual Conference: A
Learning Laboratory
3. Communications and the Role of the
Supervisor – Part 1
4. The Role of the Supervisor – Part 2
The Employee Cycler
Curriculum
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
5. Meet the Executives
6. The Role of the Supervisor – Part 3: When
Things Go South
7. Organizational Culture & Leadership Styles:
Your Secret to Success
8. Presentations & Graduation
Curriculum
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Understand self personality
characteristics
Understand personality characteristics
of others
Apply information through interactive
activity
Identify learning opportunities at joint
conference
Session 1: From Insight to Impact
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Four Development Filters
Organization
Role
Situation
Individual
From Management Research Group
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
“It ain't what you don't know that gets you into trouble. It's what you know for sure that just ain't so.”
Will Rogers/Mark Twain
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Myers-Briggs Type Indicator (MBTI) Assessment
E/I - Extraversion vs. Introversion
N/S - Intuition vs. Sensation
T/F - Thinking vs. Feeling
J/P - Judging vs. Perceiving
Myers-Briggs Type Indicator
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Keirsey Temperament Sorter
E/I - Expressive vs. Reserved
N/S - Introspective vs. Observant
T/F - Tough-minded vs. Friendly
J/P - Scheduling vs. Probing
David Keirsey and Marilyn Bates
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Keirsey Temperament Sorter
GuardianSJ
RationalNT
ArtisanSP
IdealistNF
ObservantScheduling
IntrospectiveTough-minded
IntrospectiveFriendly
ObservantProbing
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Explain the importance of clear
& concise communication
Organize thoughts, ideas & key points into an effective presentation
Apply presentation skills to other types of
communication
Differentiate between effective and less-effective
public presentations
Session 2: A Learning Laboratory
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Deliver an effective presentation
Give – and receive - constructive feedback
Understand the core responsibilities and roles associated with supervision
Strategize around making the transition from “peer” to “boss”
Analyze the role of clear communication, commitment
and inclusion when supervising others
Session 3: The Role of the Supervisor
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Organizing & scheduling work
1. Assigning work
2. Assessing performance outcomes
3. Giving direction
Through Feedback
Accolades for a job well done!
Coaching or instruction to improve
Regular feedback (can be informal)
Annual feedback (formal review)
Core responsibilities
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Managing people and resources
◦ Handling conflict
◦ Following up and following through
◦ Keeping records that can be understood by others
NOTE: not “accessed” by others, but “understood” by
others
It is your responsibility to document what goes on “ON
BEHALF OF” the organization
Core responsibilities
Session 2: The Role of the Supervisor
Copyright © 2012, State of Colorado
The role of the supervisor
1. What am I supposed to do?
2. How well am I supposed to do it?
3. Why am I supposed to do it?
4. How can I ______________?
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Learn the employee cycle – from hire to promotion
Learn how to coach and develop staff using core communication principles
Articulate the importance of rewarding employees in non-monetary ways
Identify examples of non-monetary recognition and reward systems
Developed questions for panel.
Session 4: The Employee Cycle
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Pre-Hire
Hire
Bring “on board”
Train & Grow in the job
Reward! Recognize!
Develop potential
Promote – horizontal movement - release
Stages:
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Participants were able to:
Interacted with top utility managers.
Develop a broader understanding of the utility industry.
Have the questions developed in Session 4 answered.
Obtain more detail on the industry’s future and the issues driving the industry.
Session 5: Meet the Executives
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Explore & understand the nature of conflict
Identify your own “Conflict Style” preference
Learn a model for assessing the source of performance problems
Learn how to conduct a difficult conversation with staff
Submit abstract for graduation presentation
Session 6: When Things Go South
Session 2: The Role of the Supervisor
Copyright © 2012, State of Colorado
Flight, Fight or somewhere in between
Typical responses to conflict?
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Assess your conflict style
Cooperation
Ass
ert
iven
ess
Avoiding
Competing Collaborating
Compromising
Accommodating
Session 2: The Role of the Supervisor
Copyright © 2012, State of Colorado
Best strategy
I.D. the root of the problem…
Session 2: The Role of the Supervisor
Copyright © 2012, State of Colorado
Conducting productive conversations
I. Pre-Work:
II. Have a conversation:
III. Solicit solutions
IV. Follow-Up With Feedback
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Understand principals of organizational change
Understand organizational strategy and culture
Discuss alignment strategy, culture & leadership
Session 7: Culture and Leadership Style
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Define personal leadership style
Understand performance management & organizational goal attainment
Finalized abstracts for graduation presentation
Session 7: Culture and Leadership Style
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Leadership Filters
Organization
Role
Situation
Individual
From Management Research Group
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
©Corporate Development Group, Inc.
Team BuilderFirst among equals
CoachTrust Builder
AuthoritativeConservative/Cautious
Firm/AssertiveDefinitive
CatalystCultivator/HarvesterCommitment Builder
StewardAppeal to higher-level vision
Conceptual visionaryTaskmaster
Assertive, convincing persuaderChallenger of others
Directive
Standard Setter
Participative
Charismatic
Leadership Practice Types
Actuality
Possibility
ImpersonalPersonal
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Participants:
Delivered a Graduation presentation before a live audience.
Session 8: Participant Presentations & Graduation
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
18 participants for CO 2012-13
18 participants for CO 2013-14
20 participants for CO 2014-15
15 participants for NM 2013
21 participants for NM 2014
Supervisory Leadership Certificate Program
QUESTIONS?
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Richard Gerstberger, PE
TAP Resource Development Group, Inc
(303) 561- 3788
Creating Effective Organizations Through People