talent development community (tdc) winter event€¦ · • otm management other considerations •...
TRANSCRIPT
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Talent Development Community (TDC)
Winter Event
December 18, 2019
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Today’s Agenda…
• Welcome / Kick-off
• TDC General Updates
• Civility in the Workplace
• Professional Development Program (Exempt),
Conceptual Framework
• Community Sharing
• Wrap-up / Next Steps
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Welcome and Kick-off
Debora Branham
Learning and Talent
Development Administrator
Ohio Department of
Administrative Services
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TDC General Updates
Vincent Williams
Talent Development
Program Manager
Ohio Department of
Administrative Services
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A Diversity & Inclusion
Concept: Civility and Respect
Jen Adair
EEO Manager
Ohio Department of
Administrative Services
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A Diversity & Inclusion Concept:
Civility and Respect
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Training Objectives
One: Defining Civility
Two: Understanding the Impact of
Incivility at Work
Three: Creating a More Civil Workplace
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Why Civility?
Defining Civility and
Respect and what does
it mean to Diversity and
Inclusion in our
Workplaces?
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formal politeness and courtesy
in behavior or speech
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behaviors that help to preserve
the norms for mutual respect
in the workplace; civility
reflects concern for others“Workplace Civility” defined by Lars Andersson, Researcher
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a feeling of deep admiration for someone
or something elicited by their abilities, qualities,
or achievements; due regard for the feelings, wishes,
rights, or traditions of others
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YouTube: Sesame Street: Respect | Word on the Street (2:09)
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How do you know you are in a
civil and respectful workplace?
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https://www.gallup.com/workplace/242108/diversity-inclusion-perspective-paper.aspx
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You Public
Service
Agency Innovatio
n
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The Impact of
Incivility
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What are the most common
uncivil behaviors in the
workplace?
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The Incivility Continuum
Disruption Rudeness Bullying Harassment
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YouTube: Respect in the Workplace (4:46).
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The Cost of Incivility
Decrease in Work Ethnic
Decrease in Attendance
Decrease in Work
Quality
Lost time Worrying
Lost time Avoiding
Decline in Organizational
Commitment
Retention Issues
Lack of Creativity
Toxic Culture
Take Frustration out on
Customers
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Creating More
Civility at Work
This Photo by Unknown Author is licensed under CC BY-SA-NC
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Name three rules that promote
civility at work.
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Why can Civility be difficult to
achieve at work?
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Barriers to Civility at Work …
• Implicit Bias
• Explicit Bias
• Lack of Leadership
• Buy-In
• Lack of Training
• Toxic Work Culture
• Lack of Trust
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How to Create a Respectful
Workplace Culture
• Leadership Models
Respect
• Training
• Performance reviews
• Hiring
• Communicate
expectations
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What can YOU do
to promote more
Civility at work?
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What Can You Do?
• Value and respect our similarities and our
differences
• Treat each other with dignity and respect and can
expect to be treated with dignity and respect
• Treat others as they wish to be treated
• Open-minded and courteous communication
• Positive conflict resolution
• Speak without judging or shaming
• Create a Work-Culture Improvement Plan
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Questions?
Thank you!
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Conceptual Framework
Professional Development
Program (Exempt)
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Purpose…
To develop a learning and development program
designed to enhance the knowledge, skills and
abilities (KSAs) of all exempt employees to help
them successfully accomplish performance goals
and agency initiatives.
Professional Development (Exempt)
Learning and development is essential for success at every level. Topics
have been identified to prepare individuals for the next level within the
career and/or professional development journey.
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Program Goal • To develop a learning and development program designed to enhance the knowledge, skills and abilities of exempt
employees to help them successfully accomplish performance goals and agency initiatives.
Program
Outcomes
• Prepare exempt employees for the next level in their career or professional journey that will:- Enhance engagement allowing employees to assume ownership for their individual career development;- Support individuals in becoming successful in their current positions; - Help to prepare exempt employees, who are considering or ready to transition into management; and- Offer focused management development opportunities to managers with no direct reports.
Audience • Program designed for all State of Ohio exempt employees with no direct reports.
Eligibility
Criteria
• Voluntary for exempt employees with no direct reports.• Available to enroll upon hire or entry into an exempt position.
Program
Process
• As a voluntary learning and development program, the process will includes:― Mapping competencies to each course, which will be reinforced throughout the curriculum;― Requiring participants to complete 32 hours to earn a certificate of completion;― Offering options to select courses between a variety of topics and learning methods (including optional
elective courses);― Providing an increased flexibility and access into LO: IL programs by offering elective courses, which will be
count as completion credit for both the exempt Professional Development and LO:IL programs; ― Focusing on learning management concepts offered via Lead Ohio: Inspirational Leaders (LO: IL);― Measuring effectiveness via post course evaluations, transfer of learning and learner satisfaction; and― Celebrating the achievement of all graduate via a formal graduation ceremony.
Delivery
Methods
• Instructor-led training• Blended learning supported by e-learning (e.g., courses, books, videos, self-paced learning, assessments)• DAS, other agencies and/or division-offered courses (e.g. , ADA, EOD, LeanOhio, OBM, OCB, etc.)• Web-based, webinars, workshops
Professional Development (Exempt)
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Pre-Requisite • Understanding State of Ohio Government (web-based, new design)
Proposed Topics Core Courses
• Actively Engaged in my Performance (web-based)
• Customer Service 101 (web-based)
• Diversity and Inclusion (web-based-EOD)
• DISC Assessment (web-based)
• Influencing and Communicating Upward (new design)
• Managing Time (Catalog)
• Your Career Development Plan (new design)
• Windmills – Disability Awareness (new design)
Elective Courses
• Conflict Management (LOIL)
• Creative Problem Solving (new design)
• Getting the Most out of Teams (new design)
• Emotional Intelligence (LO: IL)
• Instructional Skills Training for Trainers (Catalog)
• Managing Meetings (new design)
• Motivators (LO: IL)
• Organizational Change Management (LeanOhio)
Resources • Facilitators and agency Talent Development Community• Talent Development Program Managers• DAS Divisions and other supporting agencies• DAS Communications• OTM Management
Other
Considerations
• DAS leadership and division support• Resources available to support project (e.g., ADA, EOD, LeanOhio, OCB)• eLearning training content available• Graduation timeline for completion of program (Certificate)
Measures/Metrics • Measure based on the Kirkpatrick evaluation process (Levels 1, 2, 3).• Apply same established measures used for Annual Catalog Courses, Lead Ohio and Performance Management
workshops.
Program Benefits • Ability to offer learning and development opportunities to a larger audience of state exempt employees.• Increase development of essential skills for exempt employees without direct reports.• Prepare individuals for the next level position in their career journey.• Consistently apply DISC across a broader audience of employees.
Timeline • Timeline for program will be completed in phases (April-Pilot; June-Evaluate/Adjust; July-Full Launch)• Projected launch date July 2020
Professional Development (Exempt)
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Next Steps
Solicit input from Talent Development Community
Obtain buy-in from DAS leadership and divisions
Establish program timeline
Develop marketing and communication plan
Design remaining program components, including content (with a specific course design timeline)
Create a web page and intro video
Present final program design to DAS leadership
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What questions do you have about
the proposed program concept?
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Talent Development
Community
Sharing
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Abbie Frase
Statewide ADA Initiative
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AAA - ADA Program
Initiative
Acting to improve Access and Attitudinal Inclusion to
become a Model Employer
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To become a First-Choice employer
for qualified people with disabilities
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State Policy
ACCESSWebsitesStructural/Non-StructuralUniversal DesignRemove Barriers
ATTITUDEBuy-inHow toConfidenceEnrichmentBeneficial
ACTIONStrategic PlanImplementation and TrainingOutreach & RecruitingMeasure Success
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Program Goal:
To develop a learning and development
program designed to provide knowledge, skills
and abilities to State of Ohio employees to
enable Ohio to become a disability inclusion
state and model employer.
AAA-ADA Certification Program
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Top 10 of the ADA-AAA Training Series
ADA Coordinator:
• ADA Basics
• Interactive Process
• Essential Job
Functions
• Role of the ADA
Coordinator
Disability Awareness
and Inclusion:
• “Why w ”
• Disability Disclosure
• The Personal
Experience
Universal Design
• Day 1 Readiness
• Achieving Inclusive
Events
• Creating Accessible
Documents
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Inclusion Strategies
(onboarding and
retention)
Windmills and
Disability
Awareness
RA Process and
IT Support
(Day 1 Ready)
Best Practices
(Internal and
External)1
2
3
4
Inclusion Training
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Want to get involved?Sign up today to be added to the ODI-AAA Training Workgroup.
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Sexual Harassment E-Learning
Jen Adair
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Goal Setting and Coaching
Ray Justice
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Wrap-up / Next Steps
Roderick Cheatham
Talent Development Consultant