A Transformational Leadership and Staff Development Program (166250599)

7/29/2019 A Transformational Leadership and Staff Development Program (166250599)

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“ A Trans format ional Leadersh ip and

Staff Development Program ”

• Kathy Snizaski (1-1-1-1)

• Susan Reeves (2-1-1-2)

• Steve Fullerton (2-2-1-1)



Why?• Clemson University

– 20,000 students

– 5,000 faculty and staff

• Clemson Computing & Information Technology

– 353 Employees

– 28 Different Locations Across State

Networking Programming Data Support



Program Goals • Break Down Silos

• Broaden staff

knowledge base

• Align strengths with

opportunities

• Empower individuals

• Mentor future leaders

• Encourage and develop

critical thinkers

Networking Programming Data Support

C O M M U N I C A T I N G



Learning Outcomes• Change Management

– Less fear: Willingness to take risks

• Coaching – Empower individuals

• Creativity

– Encourage and develop critical thinkers• Collaboration

– Improved internal communication



Implementation• Four Sessions per Year

• 50 Seats Each Session

• Participants are Nominated



Team Creation• Five Teams of 10 – Different Thinking

Styles• Hermann Brain

Dominance Instrument(HBDI)

– Different Departments

– Cannot be in groupwith their Supervisor

• Each Team is Assigned a Mentor (nominated from

previous session)



Class Activities• Patrick Lencioni’s Five Dysfunctions of a Team

– Trust

• Most Proud Moment at CCIT?• Debrief their HBDI

– Whole Brain Walk Around: Employee Recognition

• Coaching Methodology & Conversations

• Dan Pink's Whole New Mind – new ways to collaborate and create

• Project Assignment to Implement newCommunication Tools



Commitment



Project Assignment• Executive Summary

• Each Team has a Portion of the Project

• Two Weeks to Complete• Present to Clemson University Family



Inspired Programs• Staff Internship and

Shadowing

• Influenced Clemson’s HR

On-Boarding Program

• Influenced Clemson

Public Affairs

Staff/Faculty

Communications

• “Talk2Me” (CCIT

Leadership Summit

Season 2)

• Building a Coaching

Culture Seminar

• Team HBDI Reviews

• Manager’s Retreat



Recognition and Reward

The Need for Recognition is Universal.

• Extrinsic Factors

• Intrinsic Factors

• Achievement & Motivation are Ubiquitous



Creating a Recognition Program

• Get top level buy-in

• Form a committee from all levels of organization

• Set up award guidelines

• Spread the word

• Evaluate the nominations

• Select the awardees



• Targeted

Audience

• Timely

Nominations

• Public

Recognition

Three Key Components

http://www.google.com/url?sa=i&rct=j&q=public&source=images&cd=&cad=rja&docid=Cc7S4dnszlPNkM&tbnid=Yd2RGjC4ITrgRM:&ved=0CAUQjRw&url=http://www.medcosmos.gr/shop//63ce2475e45353f5a62cb24ca59f9b68/en&ei=TNKkUdbmAZTA9gTY9IAo&bvm=bv.47008514,d.eWU&psig=AFQjCNHlaPU85GREPSR9FdFfrur933Y0Mw&ust=1369842543542325

http://www.google.com/url?sa=i&rct=j&q=30+days&source=images&cd=&cad=rja&docid=97Uvu0aGOHun8M&tbnid=BVQJeKZ0JMWPnM:&ved=0CAUQjRw&url=http://www.keepvirginiabeautiful.org/outreach/grants/&ei=l9GkUdyWEIO88wSr-4HQCg&bvm=bv.47008514,d.eWU&psig=AFQjCNEdpeLFXOgdIC7mz-QwU9dt1we9KA&ust=1369842441901736

http://www.google.com/url?sa=i&rct=j&q=target+audience&source=images&cd=&cad=rja&docid=_UwrE2Aih80wsM&tbnid=kpbyTDQVMy1m4M:&ved=0CAUQjRw&url=http://sarahealy.com/index.php/2009/08/06/who-is-your-target-audience/&ei=W9GkUdDFLZOG9QTL_ICwCQ&bvm=bv.47008514,d.eWU&psig=AFQjCNG08qfN99hgrWmuqmQx7VQaykLt8g&ust=1369842393257121



Award CategoriesCCIT Staff Recognition



Recognition Poster



Return on InvestmentWhen employees

are recognized their

motivation to

produce increases.

They achieve more

and the companywins with the

increased

productivity .

Recognition

Productivity

Achievement Motivation



A Beginner's LeadershipCoaching Experience

• What did I learn in the leadership training?

• How do I use it to help my team grow new

leaders?

• I have even learned to coach myself to that

“aha” moment.



How I Learned to be an EffectiveMentor Through Leadership

There are differences between coaching and mentoring.

• What do I see as the difference between coaching

and mentoring?

• When do I, as a leader, take on the roll of a mentor?

• When I mentor, what are my goals?



What the staff are saying.• Not only did it make me feel empowered to make a difference in my

workplace…it also made me feel good that CCIT management,

overall, has the kind of respect for staff that they have chosen to

make this program available to everyone in our organization.

• I know I’m becoming a better leader because I’ve learned to be a

better teammate and a more positive person in the world.

• I found the ability to interact with other group members and I learned

how to communicate with people you don’t see eye to eye with to be

invaluable to my work.



After One Year 162 Volunteer Staff 24 Volunteer Mentors

4% 4%

25%

46%

21%

How much do you feel your skills have

improved because of the training at theseminar?

Not at all

Some Average

More than Average

Very Much So



Season Two

Communications | Coaching | Critical Thinking



Questions?

http://www.google.com/url?sa=i&rct=j&q=questions&source=images&cd=&cad=rja&docid=6yURTjhm-9s41M&tbnid=YYfg_RPwQBzTlM:&ved=0CAUQjRw&url=http://grey-mage.com/zen/index.php?main_page=product_info&products_id=232&ei=Wc6kUfyYCIq09gSKjoGoBA&bvm=bv.47008514,d.eWU&psig=AFQjCNHvbh4h6os36SyAV5LU0e6vcllE6A&ust=1369841604040003

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A Transformational Leadership and Staff Development Program (166250599)