Leadership Matters Symposium Agenda for Philadelphia

Transcription

1 Leadership Matters Symposium Agenda for Philadelphia Monday (04/09/07) 5:00-7:00 PM Symposium Registration Networking Social Warwick & Grand Ballroom Tuesday (04/10/07) Time Option 1 Warwick Option 2 Cherry Option 3 Chestnut Option 4 Walnut Option 5 Crystal 7:00 am Registration Warwick Foyer 8:00 am Opening Speaker: Laurie Watkins, Regional Commissioner, Philadelphia Grand Ballroom 8:45 am Leadership in SSA Finding a Leader Within Jeannette Harmon, BJ Hughes (Teambuilding, HR Management) 10:00 am Break The Power of Responsibility - Earl Whatley (Accountability) Raise Productivity & Morale--Create an Inclusive Environment- Sonia Aranza Coaching and Feedback: Keys to Employee Improvement Darrell Lee Harvey Crucial Conversations Ron McMillan Conflict Management, 10:15 am Above continued Above continued Above continued Above continued Above continued 12:00 pm Luncheon Speaker: Linda McMahon, Deputy Commissioner, Operations Grand Ballroom 1:30 pm Understanding Yourself and Others - Craig Rogers Team Building, Accountability & 3:00pm Break The Power of Responsibility - Earl Whatley (Accountability) Raise Productivity & Morale--Create an Inclusive Environment- Sonia Aranza Coaching and Feedback: Keys to Employee Improvement Darrell Lee Harvey Crucial Conversations Ron McMillan Conflict Management, 3:15 pm 5:00 pm Above continued Above continued Above continued Above continued Above continued

2 Leadership Matters Symposium Agenda for Philadelphia Wednesday (04/11/07) Time Option 1 Warwick Option 2 Walnut Option 3 Cherry Option 4 Chestnut Option 5 Crystal 8:00 am Morning Speaker: Bill Gray, Deputy Commissioner, Systems Grand Ballroom 9:15 am Understanding Yourself and Others - Craig Rogers (Interpersonal Skills, Team Building, Accountability & 10:15 am Break Challenge of Change and Team Building Sheila Haji Interpersonal Skills and Teambuilding) Behavioral Interviewing Bob Lewis (HR Management, Interpersonal Skills, Raise Productivity & Morale--Create an Inclusive Environment- Sonia Aranza Crucial Confrontations Ron McMillan Conflict Management, 10:30 am Above continued Above continued Above continued Above continued Above continued 12:15 pm Luncheon Speaker: TBD Grand Ballroom 1:30 pm Leadership in SSA Finding a Leader Within Jeannette Harmon, BJ Hughes (Teambuilding, HR Management) Challenge of Change and Team Building Sheila Haji Interpersonal Skills and Teambuilding) Behavioral Interviewing Bob Lewis (HR Management, Interpersonal Skills, Raise Productivity & Morale--Create an Inclusive Environment- Sonia Aranza Crucial Confrontations Ron McMillan Conflict Management, 3:00 pm Break 3:15 pm - 5:00 pm Above continued Above continued Above continued Above continued Above continued

3 Leadership Matters Symposium Agenda for Philadelphia Thursday (04/12/07) Time Option 1 Chestnut Option 2 Warwick Option 3 Walnut Option 4 Cherry Option 5 Crystal 8:00 am Morning Speaker: TBD Grand Ballroom 8:30 am SSA FO Workshop Dealing with Your Realities SSA FO Workshop Dealing with Your Realities SSA FO Workshop Dealing with Your Realities SSA PSC & TSC Workshop Dealing with Your Realities SSA RO/HQ Workshop Dealing with Your Realities 10:30 am Break 10:45 am 11:30 am Speaker & Wrap-up: Wayne Harmon, Associate Commissioner, Office of Training Paul Harrison, Director, Center for Employee and Leadership Development Grand Ballroom Jim O'Neill and Janell Gerard-Jones SSA Workshops will be facilitated by SSA staff and managers. The words in (parenthesis) are the competencies covered in the session. The names in Italics are room assignments for the sessions. Highlighted Areas are tentative.

4 Philadelphia Symposium Session Descriptions Day 1 (04/10/07) "Leadership in SSA - Finding a Leader Within" (Jeannette Harmon & B.J. Hughes) One of the biggest challenges in SSA, is developing a workforce that can keep up with the retirement wave, a workforce that can lead an organization effectively, and a workforce that can continue to provide the services and products that our public demands of us. Let's face it - it takes leaders to do this. Developing leadership skills in yourself and others will have a greater effect on the future of SSA than anything else you can do. Even though many of us are pursuing self-development and we may be mentoring others, we generally are too busy to stop and assess where we are and where we need to be in our professional development. This session will help you identify your personality profile and provide an opportunity to discuss the personal and professional skills our SSA leaders must have. Whether you are continuing to develop your own skills or you are thinking more about creating SSA s future leaders, you need to understand your individual personality profile and the personality profile of others. This session will help you get to know yourself better, and will assist you in charting a course for addressing those leadership skills you have determined to be critical in developing the right leadership profile for you Have you ever found yourself: "Understanding Yourself and Others (Craig Rogers) frustrated with an employee or manager? having difficulty communicating with a colleague or team member? ready to give up because you just can t seem to get along with them? Well you are not alone! Many of us have had those same challenges! Part of the answer is in discovering & learning their working style. That is how they approach their work (ex. what they value & prioritize).

5 During this interactive workshop you will be provided with a practical tool that you can use to overcome these challenges and really begin understanding others from their perspective. In addition to helping you with potential areas of conflict, it will also enable you to leverage your skills & talents as well as your staffs by assisting you in assigning work or involving yourself in work that is in alignment with your or their working style strengths. In addition, understanding yourself & others will explore the origins of typical dysfunctional behavior like blaming, scapegoating & other inadequate problem solving models. Then, we will explore how to break the blame cycle, accept responsibility and increase both creativity and productivity. Results from this workshop include better communication, problem solving, improved performance and REAL team work The Power of Responsibility (Earl Whatley) In a highly interactive format, two key concepts are presented which is the core of effective leadership. The concepts are: establishing and managing personal credibility and being 100% responsible for individual actions. These concepts are the heart and soul of accountability. Specifically, participants will learn that: Personal responsibility is not an option, it is a necessity There is a high cost involved in avoiding responsibility Credibility is the cornerstone of trust Accepting responsibility and demonstrating accountability is the real key to personal empowerment Consider the following quote: Responsibility is a unique concept; it can only reside and inhere in a single individual. You may share it with others, but our portion is not diminished. You may delegate it, but it is still with you. You may disclaim it, but you cannot divest yourself of it. Quote by: Admiral Hyman Rickover

6 Raise Productivity and Morale: Create an Inclusive Environment (Sonia Aranza) This high energy session seeks to raise awareness about exclusionary behaviors in the workplace and their impact on moral and productivity. Participants will gain skills to create a more inclusive workplace environment Coaching and Feedback: Keys to Employee Improvement (Darryl Lee Harvey) Effective coaching and feedback play a central role in a manager s ability to accomplish objectives through others. However, many factors often contribute to managers finding it difficult to reap the full rewards of these key activities. This workshop will address how managers can coach and provide feedback to employees in a manner that has the maximum impact for their staff, their customers, the organization, and themselves. It will be an interactive workshop that addresses: The leadership role of the manager in coaching and feedback; The impact of effective coaching/feedback; Key issues/factors in effectively coaching and providing feedback to employees; and Understanding one s own approach to coaching/feedback situations. Participants are encouraged to come ready to examine, receive feedback upon, and develop approaches to their own difficult coaching and feedback situations Crucial Conversations (Ron McMillan) The hallmark of a crucial conversation is disagreement among two or more people that can eventually lead to strained relationships, poor decisions, and eventually kill the free flow of ideas. This session discusses and provides you the tools to handle life's most difficult and important conversations. You'll learn to: Prepare for high-stakes situations with a proven technique Transform anger and hurt feelings into powerful dialogue Make it safe to talk about almost anything Be persuasive, not abrasive.

7 Day 2 (04/11/07) Challenge of Change and Team Building (Sheila Haji) Organizational Change is inevitable. Whether it is a transitioning workforce or a realignment of tasks, change challenges managers and teams to consider new possibilities for learning and growth. Management decisions and actions taken during times of uncertainty have a dramatic effect on a team's capacity to achieve and sustain high performance. This dynamic presentation focuses on the following learning outcomes: Diagnose managerial experiences, perceptions and beliefs related to team building and change; Assess the interconnectedness of leadership strategy; interpersonal skills, and team behaviors; Use tools and techniques to help re-gain team focus and clarity in the midst of chaos and ambiguity Behavioral Interviewing (Bob Lewis) Of all the decisions managers make, none impacts the effectiveness of an organization more profoundly than hiring. Research on interviewing techniques indicates that the consistent application of well-developed hiring criteria leads to higher productivity, reduced turnover, and increased employee job satisfaction. Behavioral Interviewing is a systematic method for applying objective criteria to the hiring process. Based on the foundation that past behavior is the best predictor of future behavior, you can develop structured, objective interview and assessment techniques. Objectives: Differentiate between behaviors and traits; Develop structured interviewing techniques; Create a defendable hiring process; Define Talent Theory; Discuss interview pacing; Define question reliability and validity.

8 Crucial Confrontations (Ron McMillan) This session on Crucial Confrontations concerns itself with life's disappointments (failed promises, missed expectations, and other bad behavior). Confrontations are the prickly, complicated and often frightening performance discussions that keep you up nights. Participants will learn to recognize confrontation situations and how to deal with them in a timely and appropriate way. Participants will learn tools for resolving broken promises, violated expectations, and bad behavior