Forging leadership: Refining our skills

FORGING LE

ADERSH

IP:

REFINING OUR SK

ILLS

2 0 1 3 COUNT Y L

E AD ER SH I P

CON F E R ENC E

O S THOF F RE SORT , E

L K HART LA K E ,

W IF E BRUARY 2

7 -MARCH1 , 2

0 1 3

GOOD TO GREAT

Pre-conference Survey Purpose

To learn from your thoughts and ideas for improving the current county

leadership model

We used your input to plan the sessions this year

Who Participated in Survey

• All Department Heads and WNEP Coordinators were invited to participate

56 Department Heads Responded 23 WNEP Coordinators Responded

We have

experi

enced an

d

novices

in lea

dership

roles

109

22

17

21

0

5

10

15

20

25

1 2 3 to 5 6 to 10 > 10

Year(s) in leadership role

Num

ber o

f res

pond

ents

We like

working with

each

other

0

10

20

30

40

50

60

70

80

90

100

Inte

ract

ing

with

othe

r UW

EXle

ader

s

Lead

ing

empl

oyee

s

Com

mun

icat

ing

impa

ct

Inte

ract

ing

with

Cou

nty

Supe

rvis

ors Oth

er

Perc

ent

Percent totally like or verymuch like

We want to

grow

profess

ionally

in our

leaders

hip roles

0

10

20

30

40

50

60

70

80

90

100

Profesionaldevelopmentopportunities

Web basedresources

Decision matrixwith contactinformation

Emergency redphone

Pere

cent

The leaders

hip role c

an

take a

very

large t

ime

commitm

ent

10

29

24

69

22

0

5

10

15

20

25

30

35

< 4 hrs/

week

4.4 to

8 hr

s/wee

k

8.4 to

12 hrs/

week

12.4

to 16 hrs/

week

16.4

to 20 hrs/

week

>20 hrs/

week

Perc

ent

Some t

hings tr

ouble us

more th

an others

53

4540 39

11

44

0

10

20

30

40

50

60

Leading em

ployess

Administr

ative

duties

State b

ureau

cracy

County bure

aucra

cy

Federa

l burea

ucracy

Other Pe

rcen

t

Are we fe

eling h

appy in

our

leaders

hip roles

?

Feeling Very frequently to frequently

Occasionally

Rarely to very rarely

%Absolute jubilation

9 35 56

Paralyzing fear

6 21 73

Supported

58 36 6

Respected

58 39 3

Extreme frustration

24 50 26

Sometim

es we a

ll need

to

vent!

Your id

ea(s) f

or improv

ing

County Le

adership m

odel

Do you as leaders see or perceive a conflict when RBC breaks down and you are left holding up the office?

Serving two or sometimes three masters is challenging – county, state, federal.

Guidelines, support, resources, and bringing one of our core values back into focus – work/life balance is key!

Coordinato

r Ideas

For

Improving T

he Lead

ership

Model Provide professional development

or mentoring to improve career track for Coordinators who wish to advance in Extension

Develop a “user friendly - easy” place at the countyor state level to put things to “celebrate”. The“yes!” moments, when you reach someoneHard to reach and you make positive impactOn their life.

REGIONAL D

IRECTORS

Push Up, N

ot Dow

n?!

COUNTY LEA

DERSHIP

CONVERSATI

ON

From Goo

d to Grea

t

For me, as a county leader my most important role and contribution is __________?

What (a.) helps and (b.) hinders the ability of county leaders to achieve these purposes?

What does CE need to do to improve support for county leaders?

In your role as a county leader, what do you need to do to better support your colleagues and yourself?

Based on our conversation, what is the one big thing that CE needs to do to move county leadership from good to great?

Responses?