Embed Size (px)
Citation preview
Wisconsin Department of TransportationDivision of Transportation System DevelopmentJuly 18, 2013
DTSD Leadership InitiativeGrowing leaders at all levels
Why is leadership important?
• WisDOT missionProvide leadership in the development and operation
of a safe and efficient transportation system.
• WisDOT visionDedicated people creating transportation solutions
through innovation and exceptional service.
• Division of Transportation System Development (DTSD) mission– Transportation professionals providing leadership
in planning, development and operation of safe, reliable and efficient multimodal transportation systems. Enhancing opportunities for economic development by incorporating local communities’ needs and seeking input from diverse stakeholders
Why is leadership important?
• DTSD employee diversity– 1,423 employees– 12% management– 46% engineers– 31% engineering related positions– 23% other supporting fields
• Communications• Environmental• Real Estate• Financial/Contract Specialists• Electricians• Information Systems• Payroll/Human Resources
Why is leadership important?
• Initiative goal– To develop, improve and sustain leaders at all
levels in the division
• Initiative objectives– Communicate DTSD leadership expectations
– Provide leadership development training and opportunities
– Provide recognition for leadership growth
DTSD Leadership Initiative
• Consists of a diverse group of 12 management and staff members across multiple regions and bureaus
• Created sub-committees to develop individual components of the initiative
• Started development in June 2012 and expect to roll out the program in Fall 2013
Leadership Steering Team
• Identified core leadership values
– Researched other private and government leadership programs
– Ensured division leadership values complimented WisDOT mission, vision and values
Communicating LeadershipExpectations
Communicating Leadership Expectations
Communication
Positive
Attitude
Perceptive
Motivates
Engages
Teaches/
Mentors
Listens
Excellence
Change
Agent
Innovative
Perseverant
Passionate
Seeks continuous
improvement
Visionary
Integrity
Empathetic
Courageous
Humble
Consistent
Committed
Accountable
DTSD Core Leadership Values
• Leadership roles
– Leaders are needed at all levels of an organization
– Each play an important role in the success of an organization
– Need to develop leaders now for the future success of the organization
Communicating LeadershipExpectations
Communicating Leadership Expectations
Leadership roles
Leadership Initiative Components
DTSD Leadership Development
Initiative
Coursework
MentoringLeadership
Opportunities
• Core courses– Selection of 15 highly beneficial courses that
can apply to any person in any position
• Elective courses– Selection of over 25 leadership-related courses
to choose from
– Selection based on an individual’s skills and goals
• All courses are categorized and relate to core leadership values (communication, excellence, integrity)
Component One: Coursework
• Perceptive Communication
• Systematic Development of Informed Consent
• Leadership Practices Inventory
• Your Unique Leadership Style
• Strategies for Personal Success
• Navigating Change and Uncertainty
• What is a Leader?
• Project Management Concepts and Methods
• Performance Measures and Management
• Lean Six Sigma Intro
• Teamwork Skills
• Conflict Resolution
• Value of Workforce Diversity
• Making Difficult and Courageous Decisions
• Time Management/
Organizational Skills
Component One: Coursework
Core Courses
• Key component of leadership initiative
• Real world application of leadership skills and training
• Promotes culture of change in assignment of work, special assignments, and committee participation
• Work and non-work related opportunities
Component Two: Leadership Opportunities
• Examples– Involvement in professional organizations
– Region or statewide committee involvement
– Subject matter expert
– Communications (presentation, reports, etc)
– Cross training
– Community involvement and volunteering
Component Two: LeadershipOpportunities
• Mentor supports the mentee
– Advisor and guide
– Gives perspective
– Provides feedback
• Separate from Supervisor support
– Performance evaluation
– Training approval
Component Three: Mentorship
• Formal plan of action, specific to an individual
• Considers experience, skills and personal goals
• Leadership development is not one size fits all
• Charts an individual’s path for leadership development
• Short and long-term goals
• Supervisor and mentor often assist with developing and updating plan
Individual Leadership Plan (IDP)
Leadership Initiative Levels
• DTSD survey results
Most employees prefer:
– Informal recognition from their supervisor and peers
– Personal investment recognition (ability to attend a conference, special assignments, etc.)
Leadership Recognition
• Formal recognition
– Based on each leadership level
• Certificate
• Plaque
• Gift vouchers
• Formal recognition presentation
• Informal recognition
– Promote recognition through personal investment (conference attendance, etc.)
Leadership Recognition
• Roll out scheduled for fall 2013
• Internal website being developed
– Documents
– Resources
– Contacts
– Links
• Marketing materials
• Presentations to staff
Implementation
Matt Bronson, P.E.
NC Region Operations Manager
715.421.7385
Lindsay Schmidt
SE Region Communications Specialist
262.548.6702
Contacts
