Creating a high-functioning and highly engaged teams takes more than well intentioned leaders and staff working hard together. It requires an on-going commitment to learning and development from leadership and throughout the organization. A culture of mentorship and development that focuses on building up all members of the team takes deliberate work, strong commitment, and dedicated time. Creating and sustaining an orientation of development means leaders look for opportunities in work that is currently underway, how work is delegated, feedback provided, and results evaluated. In addition, leaders look to foster development strategies with staff for shared ownership of development in service of great effectiveness and ability to achieve results for staff and the organization. In this session, learn skills and strategies to mentor and develop key staff and how to instill this practice in your organization as a whole.
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Contact: Cyndi Harris and David Thomson, TREC
Individual Development Plans are a crucial tool to support employee growth and learning, which leads to greater personal effectiveness and fulfillment. A Development Plan is different from annual job goals though it ideally would complement a workplan and can be done at the same time – or even included as part of the Annual Plan. This template can be adapted to fit your organization’s needs.
Managers who want to support the development and growth of their staff can benefit from some helpful perspectives, approaches, and skills from the field of coaching that are described in this resource. While managers/supervisors should not present or see themselves as formal “coaches” they can be more “coach-like” where appropriate.
Feedback isn’t about “once-and-done.” An effective organization strives to create a feedback-rich culture which takes both organizational systems and leadership behaviors that are applied consistently over time. Systems support and sustain behaviors. Behaviors bring systems to life. Use this list to see where your organizations thrive and identify where you might need to focus on improving.
Whether you’re a seasoned manager or just starting out, this learning lab will empower you to build clearer, stronger relationships with your staff, deepen your management confidence, and strengthen your organization’s ability to achieve its goals.
In every organization there is a vast amount of energy and potential that is locked up in well-hidden protective behaviors driven by fear and caution. This prevents people from bringing their best ideas, risk-taking, full engagement, compassion, and courage to their work. In this session, we’ll explore the concept and some basic practices of starting down the path of being a “deliberately developmental organization."