Beyond Metrics: How to Manage Talent for Long-Term Success
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1 Beyond Metrics: How to Manage Talent for Long-Term Success Presented by Moira Dossetor, PhD Senior Counsel, Offord Group Senior Consultant, Marts & Lundy AFP CONGRESS NOVEMBER 22,
2 Agenda 2:00pm 2:30pm Our Sector What s keeping us up at night? What are we doing about it? Five guiding principles. 2:30pm 2:45pm Provocations from the Outside New operating systems. 2:45pm -3:25pm Provocations in the Room How can we push each other? 3:25pm 3:30pm Wrap Up 2
3 The Study 19 senior leaders across sectors, across the country Two simple challenges emerged: 1. How do we find the right candidates? 2. How do we keep and inspire staff? 3
4 Our Sector: Five Guiding Principles 4
5 1. Talent management needs to be an explicit leadership priority Prioritize the development and implementation of a strong talent management program, through: Organizational buy-in Accountability at the most senior levels 5
6 2. Recruit mission-appropriate staff who can be successful at your organization Lead with values Work your network, constantly Think of your brand in recruitment terms Nurture talent and promote from within Look outside your organization 6
7 Bright Idea Internship Program - McMaster Long-term thinking which creates an institutional path and training ground. Gives interns opportunities to learn about all areas of the Advancement operation. About 65% of interns become ongoing members of the team. We get to test drive them, and they get to test drive us. Mary Williams, Vice President, University Advancement 7
8 3. Create an atmosphere of trust and shared leadership Set the stage values and norms Create the stage spotlight moments Share the stage access to leadership 8
9 Bright Idea Spotlighting leadership and creating access Innovation rounds Lead with breakfast Breakfast with Ted Mondays with Mary 10 Questions The time for heroic leadership has come and gone. Our strength is to create as many leaders as we can. Shawn St. Michael, VP Institutional Advancement, Royal Conservatory of Music 9
10 4. Manage the expectations of younger staff Be flexible pick your battles Think expansively about professional growth 10
11 Bright Idea Expansive view of professional growth The Leadership Café Exchange Programs We operate in a state of flux. We trust you as a professional. That you know how to get your work done, and when to get your work done. Debra Singh, Vice-President Organizational Effectiveness, Plan Canada 11
12 5. Deepen your staff s connection to the cause Broaden the canvas cross-functional teams Spread the love celebrating success 12
13 Bright Idea Advancement Enhancement Day Informal and fun Formal award for someone on campus who best exemplifies what we want to accomplish in Advancement, but is not part of the Advancement team 13
14 Provocations from the Outside Work Doesn t Work! 14
15 Software Update Your computer s operating system - it s just an underlying platform, often invisible, though it shapes everything that s built on top of it. Brian J. Robertson, Holocracy It s sort of like software. You have a set of preferences, that you set 100 years ago. Mark Raheja, August 15
16 The Big Distinctions Command & Control Closed Profit Hierarchies Controlling Planning and Predicting Privacy Responsive Organizations Openness Purpose Networks Empowering Experimentation Transparency 16
17 The Small Stuff Meetings Think facilitation The Work Day Work day vs. work moments 17
18 18
19 The First Step Acknowledge that you have a way you work. And, that this way of working already involves choices. You will forever have the how of how you work in the foreground. Don t embrace too much complexity. Find a pocket in your organization to try this, and create demand within the organization. 19
20 Provocations in the Room 20
21 Agreements Listen for understanding Be truthful and speak up Share the air Be brave Recognize complexity 21
22 Thank you to: Elisa Arnold, Corporate Sales Executive, Ceridian HCM Christie Darville, Chief Advancement Officer, Canadian Opera Company Peter Fardy, Vice President Advancement, Dalhousie University Bram Freedman, VP Development & External Relations, Concordia University Sherri Freedman, Chief Development Officer, Princess Margaret Hospital Foundation Ted Garrard, President & CEO, Hospital for Sick Children Foundation Tom Harris, Vice-Principal Advancement, Queen s University Kathy Hay, President & CEO, Women s College Hospital Foundation Sarah Heynen, Chief Operating Officer, Evergreen Susan Horvath, President & CEO ROM Governors, Royal Ontario John Kearsey, Vice-President External, University of Manitoba John Lynch, Executive Director, External Relations, Crescent School Wendy McDowall, Chief Development Officer, YMCA of Greater Toronto Mark Raheja, Founding Team, Autumn Debra Singh, Vice President Organizational Effectiveness, Plan Canada Shawn St. Michael, Vice-President, Institutional Advancement, The Royal Conservatory of Music Marc Weinstein, Vice-President University Advancement, McGill University Mary Williams, Vice President, University Advancement, McMaster University Wendy Wolfman, (retired), Jewish Family and Child Services Museum 22
23 And to you! 23
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