NRCS National Leadership Development Strategy

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NRCS National Leadership Development Strategy

• Chris Tippie, Director
• National Employee Development Center
• June 10, 2008

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National Leadership Development Program

• Vision
• Each NRCS leader demonstrates an organizational
  culture in which every leader grows leaders and
  every employee is an apprentice leader.

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National Leadership Development Program

• Business Drivers
• Predicted departure of 600 GS-14-15s over the
  next five years
• Large scale organizational change
• Change in the social, political, economic,
  technological context for NRCS mission
• Change in the profile of NRCS employees and
  partners

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Purpose of Leadership Development

• Develop Leaders at all levels who
• Understand the agencys strategic and
  organizational priorities,
• Have a clear line of sight between their work and
  the agencys strategy,
• Develop critical skills required to achieve the
  agencys mission.

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Significant Business Decisions

• The Employee Development Board supports a
  pipeline plan, not a replacement plan.
• NRCS will leverage the program to address
  business issues and maximize return on
  investment.
• The program will be research-based.

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Leadership Development Strategies

• Deputy State Conservationist Positions
• See National Bulletin 360.8.39 Issued May 13,
  2008
• State Level Leadership Development
• Program Framework for State Implementation
• Facilitated Learning Programs
• Implement National Mentoring Framework
• National Leadership Development Program

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State Leadership Development

• Targeted to potential leaders at the State level
• National framework will be developed for
  consistency and expanded networking
• Feeder pool for National Leadership Development
  program

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National Leadership Development Program

• Program Goals
• Create a pool of candidates capable of succeeding
  600 GS14-15s over the next five years
• Build organizational leadership capacity
• Institutionalize leaders growing leaders
• Create a learning organization
• Benefit and leverage diversity

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National Leadership Development Program

• Significant Learning Decisions
• Senior leaders actively support learners.
• Goals, objectives, content and methods are based
  on current research in leadership and adult
  learning.
• Learning is experiential.

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National Leadership Development Program

• Leadership Is Learned in Four Ways
• Challenging job assignments (42)
• Interaction with leaders (22)
• Hardships and setbacks (20)
• All other ways including classroom training (16)
• (Center for Creative Leadership)

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Leadership Competency Model

• Leading Change
• Vision
• Strategic Thinking
• External Awareness
• Leading People
• Leveraging Diversity
• Developing Others

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Leadership Competency Model

• Building Coalitions
• Political Savvy
• Partnering
• Foundational Competencies
• Including Integrity/Honesty, Interpersonal
  Skills, Continual Learning, Public Service
  Motivation, Communication, and Life
  Balance/Resiliency

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National Leadership Development Program

• Program Structure
• Pre-Work
• Orientation Training
• Cohort Workshop
• Policy Seminar
• Capstone Symposium
• Inter-sessions

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Requirements

• Action Learning Team Project
• Individual Leadership Model
• New Leader Orientation
• Minimum of 25 of participant work time
• One three-month detail
• Four residential sessions in their entirety
• Personal Board of Directors
• Program Learning Contract
• Four Learning Plans

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Program Requirements

• One, one-hour coaching session per month
• Assessment center review
• Self-directed learning experiences
• Use of leadership systems, tools and processes
• Learning journal
• Required reading
• Residential session pre-work

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National Leadership Development Program
Learning Support
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National Leadership Development
ProgramLearning Methodology
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Executive Roles

• Before the Program
• Advocate
• Behavioral Interviewer
• During the Program
• Executive Sponsor
• Mentor
• Coach
• Action Learning Project Sponsor
• Residential Session Host
• Tutor
• Speaker, Presenter, Facilitator, Panel Member

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National Leadership Development Program Team
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National Leadership Development Program

• Barriers to Success
• Lack of Senior Leader involvement
• Poor selections
• Lack of resources
• Poor deployment of graduates

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Questions? Feedback?

• Contact Jacqueline T. Horne, Program Manager at
  817-509-3287 or jacqueline.horne_at_ftw.usda.gov.