Discover a Public Works Leadership Journey September 12, 2007 10:00 a.m. 10:50 a.m. Presenter: Mitch Zamojc P. Eng. Commissioner, Environment, Transportation and Planning Services Regional Municipality of Peel Brampton, Ontario Canada
Workshop Overview Overview of Peel Region Peel Public Works Department The need for the Leadership Journey Components of the Journey The value of this investment and success factors Lessons learned
Region of Peel Located in Southern Ontario Next to Toronto One hour north of USA, Niagara Border Rural and Urban Mix Population 1.159 million 8.7% of Ontario s population Peel is one of the fastest growing communities in Canada
Public Works Department
Our Mission To be recognized as the industry leader in Public Works
My Goal TO GET EVEN BETTER
Getting Better Departmental SWOT Analysis Employee Satisfaction Survey LEADERSHIP DEVELOPMENT STRUCTURAL REALIGNMENT
Our New Mission To develop leaders at every level who inspire, foster collaboration and turn our department objectives into ACTION
Our New Mission To be a magnet organization where the best want to be and stay To create a path of leadership that all can follow To enhance our management team through personal learning, career development and teamwork
Leadership and learning are indispensable to each other John F. Kennedy
Public Works Leadership Journey Launched: March 2006 Project Scope: To develop and implement a comprehensive leadership development program for the management and supervisory teams of Public Works
Leadership Journey Objectives Staff development and empowerment Enhanced coaching and communication Larger talent pool for succession Enhanced clarity of roles and responsibilities Enhanced planning Increased decision making at all levels Increased accountability
What Makes It Unique? Full commitment from the top HR department is our partner Strong Assessment component Full management team is learning TOGETHER Participation is mandatory Customized to Public Works Personal and confidential coaching Team holds each other accountable
Journey Components 360 degree assessment (Q9) One-on-one coaching Eight mandatory workshops Monthly lunch and learns Monthly reference, e-mail tips Job rotation, mentoring
360 Degree Assessments Top 3 behaviours amongst management: 1. Recognizes the importance of the political environment 2. Promotes the Region s interests with external groups 3. Maintains positive relationships with external groups
360 Degree Assessments Bottom 3 behaviours amongst management : 1. Adjusts his/her communication styles to meet the needs of others 2. Coaches others to develop the skills they need 3. Provides feedback to others to improve performance
Leadership Workshops Moving From Operational Manager To Strategic Leader Coaching For Excellence Performance Management Time Management Strategic Planning Strategic Communications Working With Council And Stakeholders Change Management ADKAR Model
Journey Costs Journey One - 2006 PW Costs (coaching, Q9, resources, trainers, venue) Cost per participant (26) Journey Two - 2007 PW Costs (coaching, Q9, resources, trainers, venue) $100,000 $3,800 $160,000 Cost per participant (65) $2,500
Evaluation Stages Was the improved performance worth the cost of the training? Did it improve the division/ department as a whole? Is there improvement in their performance? Did the manager achieve his/her learning goals? How did the managers feel about the program? ROI Organizational impact Graduate behavior Participant learning Participant reaction
Measurements Workshop evaluations Follow up on the 360 degree assessment Participant survey Re-administer employee satisfaction survey Positive changes in performance ratings Observable behavioural changes
Participants Said
Key Learnings Improved management skills Better time management Learned to coach and develop self and other relationships Clear career direction Enhanced communication
Has The Leadership Journey Made Us Better? YES GREAT GOOD
Lessons Learned Support it Revisit it Live it