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2 Click to edit Master title style Leadership 2025: Leaders at all Levels Presentation to 2016 Association of Minnesota Counties Conference December 5, 2016

3 Developing Leaders at all levels Why is this important? What are we doing? How do we do it?

4 Hennepin County Hennepin County at a glance: 1.6 billion budget 1.2 million residents served 8,500 employees 30 departments 100+ job sites

5 Hennepin County s Workforce Total Employees Estimated* Retirements % of Workforce 2020 % of Workforce 2025 Directors % 62% Managers % 51% Supervisors % 46% Employees 6,455 1,371 21% 32% Total 7,703 1,798 23% 35% *Based on age 62 (social security benefits eligible); per PERA data 30% retire at age 62; county s average age at retirement is 62

6 Organizing employers around changes needed to close the opportunity gap , percent of Hennepin County workforce will be eligible to retire in 2025 Over 100,000 more metro jobs available than qualified applicants in the next five years. For the next 25 years, nearly all of our region s workforce growth will be new Americans and people of color.

7 Workforce Challenges Shifting workforce demographics Job market competition Complex customer needs

8 With a partner: Share your why is leadership development important to you and your organization?

9 Leader Development Goal Aspiration to meet leadership demands; High levels of performance & potential; and Possess (or can develop) the skills, knowledge and abilities.

10 Leadership Development Philosophy Leaders at all Levels

11 Leader(ship) Development Assessment Challenge Developmental Experiences Support Variety of developmental experiences Leadership context Ability to learn Leader development Source: CCL s Two-Part Leader Development Model Developmental Experience The Developmental Process

12 Leadership Development Focus Areas 1. Support leadership development at all levels of the organization 2. Identify employees with potential for leadership 3. Support senior leader succession planning 4. Increase the number of leaders of color 12

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15 Mission Driven Mission: To enhance the health, safety and quality of life of our residents and communities in a respectful, efficient and fiscally responsible way. Goals: Healthy Protected and safe Self-reliant Assured due process Mobile

16 Strengths Based Those who focus on their strengths are six TIMES as likely to be engaged in their jobs.

17 Reprinted or used with the permission of Gallup Inc. 17 Copyright 2013 Gallup, Inc. All rights reserved.

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19 Workforce Development Attract Develop Retain Career Pathways Tuition Reimbursement Collaborative Communities

20 2015 Workforce Action Areas Attract Recruitment of Qualified Candidates Hiring and Onboarding Processes Develop Leadership Development Employee Development / Skills Development Knowledge Transfer Retain Collaboration/Partnerships/Communication Employee Engagement Diversity and Inclusion

21 Successful Career Pathways 1. Educators accelerate and customize programs 2. Community organizations align wrap-around services with training programs 3. Students accept guided pathways with guaranteed internships 4. Employers change hiring practices Hennepin County Association of Minnesota Counties conference

22 Deliverables and goals they meet Career Pathways Meet workforce needs for the county and other employers in our region Change in hiring practices Reduce unemployment and income disparities Place-based strategies Target persistent concentrations of racial economic disparity in our community

23 Collaborative Communities Communities of Practice Gain knowledge Grow skills Share best practices Communities of Interest & Networks Share Info Exchange Ideas Influence each other Employee Resource Groups Common diversity characteristic Supportive Influence practices

24 Business Analysis Toastmasters Communities of Practice Community Engagement Facilitation Network GIS Technical User Group Improvement and Innovation Project Management Service Design SharePoint Users Group Strategy Management Training

25 Communities of Interest Customer Service Cultural Speaker s Bureau Hennepin-University Partnership Leadership Development Employee Engagement

26 My strengths and talents are appreciated at Hennepin County. I appreciate that my manager empowers me to do my job and encourages my development. - Steve S. Employee

27 Networks Change Leaders Network Coaching Network Mentoring Programs Network Communicator s Forum Technology Related Communications Network Facilitation Network

28 Employee Resource Groups Lean In Hennepin Millennials Transgender and Gender Non- Conforming People of Color Veterans Women in STEM Asian Connections Interfaith and Spirituality

29 The People of Color ERG has helped build my confidence to be a leader and to collaborate with others to create and inclusive and supportive environment for Hennepin County employees. -Amanda K. Chair, POC

30 Collaborative Community Best Practices CREATION: Purpose Executive Sponsor Structure Roles & Responsibilities

31 Collaborative Community Best Practices CONTEXT: Development Focus Etiquette Principles Relevant & engaging content

32 Collaborative Community Best Practices INFORMATION Manage knowledge & information Utilize various communication medium

33 Collaborative Community Best Practices SPACE Welcoming Manage in person/remote Interactive

34 Workforce Leadership Council Partnership Aligns education pathways with employer needs. Leadership Peter McLaughlin, Hennepin County Commissioner Steve Cramer, CEO of the Minneapolis Downtown Council Membership Employers with more than 100 employees Community organizations under contract with employers Minnesota State college presidents Stuart Companies

35 Hennepin County is a leader in structural changes necessary to recruiting and developing the next generation of public servants. The Minneapolis business community salutes their efforts. - Steve Cramer President and CEO Minneapolis Downtown Council

36 Lessons Learned Executive Sponsorship Change Champions Support of Collaborative Communities Strong communication Partnerships

37 Desired Outcomes Develop the Organization Strengthen Business Operations Develop Talent Cross disciplinary connections Highly engaged workforce Healthy culture & interactions Share knowledge & perspectives Innovate & improve Partner in the implement of solutions & initatives Provide leadership experience Cross pollinate ideas & learn Mentor & coach one another

38 Hennepin Projects + Initiatives County Active Living Assessment and Taxes Better Together Hennepin Career Connections Community Health Community Works Cool County County HIV Strategy Ending Homelessness Human Service Centers Solid Waste Planning Youth Sports Program UMN Partnership Complete Streets

39 Contact Information Julia Miller, Workforce Development Specialist Shawn Sorrell, Diversity & Inclusion Consultant Jan Williams, Strategic Initiatives Project Manager