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Rocky Mountain Section AWWA/WEA
Supervisory Leadership Certificate Program
Richard Gerstberger
President
TAP Resource
Development Group
CA/NV Section AWWA2013 Annual Fall Conference
Sacramento, CAOctober 2, 2013
Supervisory Leadership Certificate Program
Water and wastewater treatment plant and system operator jobs are expected to grow by 14 percent between 2006 and 2016
Expected range of retirees in the next 5-10 years ranges from 25%-35%.
More than 1 million retirees in the next two decades.
Lack of qualified applicants.
A CRISIS IN THE INDUSTRY
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
THE NATIONAL NEED…25% of operators eligible to retire between 2009-2014
Source: AWWA 2009 State of the
Industry Report
Supervisory Leadership Certificate Program
THE NATIONAL NEED
Work for Water Campaign (AWWA, WEF)
Supervisory Leadership Certificate Program
GET INTO WATER!
Mission: The water and wastewater industry will sufficiently recruit, train and retain personnel to ensure mission-critical positions are filled with qualified, trained & technically skilled employees
◦ Drinking Water Treatment Operators
◦ Wastewater Treatment Plant operators
◦ Wastewater Collection Operators
◦ Water Distribution Operators
◦ SCADA/Instrumentation Control Operators
Supervisory Leadership Certificate Program
GET INTO WATER!
Funding by Colorado Department of Labor and Employment
“Sector Grant”
Total funding $575,000, plus in-kind and cash provided by utilities, associations
Supervisory Leadership Certificate Program
• Partners–Colorado Department of
Labor and Employment–Workforce Centers–AWWA, WEF–RMSAWWA, RMWEA– Industry Representatives
GET INTO WATER!
Supervisory Leadership Certificate Program
GET INTO WATER! GOAL #1: Training
◦ Conduct and promote training programs to ensure mission critical positions are filled with qualified, trained and technically skilled personnel.
GOAL #2: Outreach and Recruitment◦ Conduct adequate outreach and recruitment
efforts to ensure interest in, and attraction to, mission-critical positions.
Supervisory Leadership Certificate Program
GET INTO WATER!
GOAL # 3: HR/Operations Collaboration◦ Enhance collaboration, education and
communication between operations staff and human resource professionals to create a positive culture for workforce development.
GOAL #4: Knowledge Management◦ Conduct knowledge management and employee
retention efforts to ensure mission critical personnel have the knowledge and skills to operate effectively.
Supervisory Leadership Certificate Program
GET INTO WATER! GOAL #1: Training
RMSAWWA/RMWEA Supervisory Certificate Program◦ There are increasing opportunities for qualified
candidates to fill supervisor positions that are being vacated
Soft Skills Only-Classroom, Web, Conference
Supervisory Leadership Certificate ProgramSupervisory Leadership Certificate Program
Source: Get Into Water Project
Supervisory Leadership Certificate Program
Eight-month cohort program
60 contact hours
Focused on soft-skill
development
Executive Coaching
Supervisory Leadership Certificate Program
Curriculum developed using grant funding
20 participants for the
first year in Denver
Supervisory Leadership Certificate Program
1. Self-Awareness: From Insight to Impact
2. The RMSAWWA/WEA Annual Conference: A
Learning Laboratory
3. Communications and the Role of the
Supervisor – Part 1
4. The Role of the Supervisor – Part 2
The Employee Cycler
Curriculum
Supervisory Leadership Certificate Program
5. The Role of the Supervisor – Part 3: When
Things Go South
6. Organizational Culture & Leadership Styles:
Your Secret to Success
7. A Virtual Forum: Meet the Executives
8. Presentations & Graduation
Curriculum
Supervisory Leadership Certificate Program
Understand self personality
characteristics
Understand personality characteristics
of others
Apply information through interactive
activity
Identify learning opportunities at joint
conference
Session 1: From Insight to Impact
Supervisory Leadership Certificate Program
Four Development Filters
Organization
Role
Situation
Individual
From Management Research Group
Supervisory Leadership Certificate Program
Explain the importance of clear
& concise communication
Organize thoughts, ideas & key points into an effective presentation
Apply presentation skills to other types of
communication
Differentiate between effective and less-effective
public presentations
Session 2: A Learning Laboratory
Supervisory Leadership Certificate Program
Deliver an effective presentation
Give – and receive - constructive feedback
Understand the core responsibilities and roles associated with supervision
Strategize around making the transition from “peer” to “boss”
Analyze the role of clear communication, commitment
and inclusion when supervising others
Session 3: The Role of the Supervisor
Supervisory Leadership Certificate Program
Learn the employee cycle – from hire to promotion
Learn how to coach and develop staff using core communication principles
Articulate the importance of rewarding employees in non-monetary ways
Identify examples of non-monetary recognition and reward systems
Developed questions for panel.
Session 4: The Employee Cycle
Supervisory Leadership Certificate Program
Pre-Hire
Hire
Bring “on board”
Train & Grow in the job
Reward! Recognize!
Develop potential
Promote – horizontal movement - release
Stages:
Supervisory Leadership Certificate Program
Participants were able to:
Interacted with top utility managers.
Develop a broader understanding of the utility industry.
Have the questions developed in Session 4 answered.
Obtain more detail on the industry’s future and the issues driving the industry.
Session 5: Executive Panel
Supervisory Leadership Certificate Program
Explore & understand the nature of conflict
Identify your own “Conflict Style” preference
Learn a model for assessing the source of performance problems
Learn how to conduct a difficult conversation with staff
Submit abstract for graduation presentation
Session 6: When Things Go South
Supervisory Leadership Certificate Program
Assess your conflict style
Cooperation
Ass
ert
iven
ess
Avoiding
Competing Collaborating
Compromising
Accommodating
Supervisory Leadership Certificate Program
Understand principals of organizational change
Understand organizational strategy and culture
Discuss alignment strategy, culture & leadership
Session 7: Culture and Leadership Style
Supervisory Leadership Certificate Program
Define personal leadership style
Understand performance management & organizational goal attainment
Finalized abstracts for graduation presentation
Session 7: Culture and Leadership Style
Supervisory Leadership Certificate Program
Participants:
Delivered a Graduation presentation before a live audience.
Session 8: Participant Presentations & Graduation
Supervisory Leadership Certificate Program
QUESTIONS?
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Richard Gerstberger, PE
TAP Resource Development Group, Inc
(303) 561- 3788
Creating Effective Organizations Through People
Supervisory Leadership Certificate Program
Organizing & scheduling work
1. Assigning work
2. Assessing performance outcomes
3. Giving direction
Through Feedback
Accolades for a job well done!
Coaching or instruction to improve
Regular feedback (can be informal)
Annual feedback (formal review)
Core responsibilities
Supervisory Leadership Certificate Program
Managing people and resources
◦ Handling conflict
◦ Following up and following through
◦ Keeping records that can be understood by others
NOTE: not “accessed” by others, but “understood” by
others
It is your responsibility to document what goes on “ON
BEHALF OF” the organization
Core responsibilities
Supervisory Leadership Certificate Program
Culture
Process
Strategic Focus
Leader-ship
© TAP Resource Development Group Inc.