CAS Leadership Development Committee

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CAS Leadership Development Committee

• CAS 2014 Leadership Summit
• October 24, 2014
• Aaron Halpert, Chair
• CAS Leadership Development Committee

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Leadership Development Committee

• The Leadership Development Committee is
  responsible for implementing the
• "Leadership Development Program"
• through which potential leaders will be
  identified and development plans for their
  progress will be formulated and tracked.

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LDC Roster
Aaron Halpert Committee Chair
Leadership Training Subcommittee Rob Walling
(Chair) Lily Liang Mai Dong Rob Foskey Debbie
Rosenberg Mary Kathryn Smith Cynthia Ziegler
Mentoring Subcommittee Bruce Fell (Chair) Rich
Moncher David Terne Cynthia Ziegler
Business Analytics Subcommittee Larry Haefner
(Chair) Bernard Gilden Debbie Rosenberg Aaron
Halpert
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Leadership Training Subcommittee

• Purpose of the subcommittee is to develop and
  administer a variety of training programs and
  best practices for leaders of the CAS.
• Goals are
• Expand the training programs available to CAS
  Chairs to be effective leaders of their
  committees.
• Distill a set of best practices for Committee
  Chair Leadership.
• Develop an Advanced Training Program to prepare
  future candidates for CAS Board, EC, and
  President roles.
• In 2014, the subcommittee
• Developed a Committee Chair training program
  for delivery at the Centennial Meeting.
• Prepared a Chair Leadership best practices
  document (draft available today).
• Formulated the concept of an Advanced Leadership
  Program.

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Leadership Training Subcommittee (contd)

• Purpose of the subcommittee is to develop and
  administer a variety of training programs and
  best practices for leaders of the CAS.
• Going forward, the subcommittee will
• Develop additional Chair training webinars
• Continue to develop and administer the Advanced
  Leadership Training Program

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Mentoring Subcommittee

• The subcommittee is charged with developing and
  rolling out a mentorship program
• focused on building leadership skills for future
  CAS leaders.
• Goals are
• To create a mentorship program that is
  sustainable and supports the development of a
  pool of potential leaders for future CAS roles
  including board members, VPs and President
• To develop a program that includes 40-50 mentor
  pairings in calendar year 2014
• To create the training materials as well as
  create the structure within the CAS to allow the
  program to expand over time
• In 2014, the subcommittee
• Has recruited 18 mentors/mentees and rolled out
  the program so that they are actively engaged in
  monthly mentoring discussions.
• Additionally recruited a further 5 mentors who
  are currently awaiting assignments
• Targeted experienced CAS members with active
  participation in CAS volunteer activities and who
  have already taken on a leadership role with a
  CAS committee
• Focused on the CAS Leadership framework skills
  and attributes

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Mentoring Subcommittee (contd)

• The subcommittee is charged with developing and
  rolling out a mentorship program
• focused on building leadership skills for future
  CAS leaders.
• Going forward, the subcommittee
• will be focused on expanding the program through
  2015 with additional recruiting efforts to
  achieve our 40-50 pair goal
• Will develop appropriate feedback channels so
  that participants (both mentees and mentors) can
  provide recommendations for improvement
• Will develop recommendations for the CAS to
  consider with regard to appropriate CAS staff
  support so that the program can naturally grow
  and expand over time

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Business Analytics Subcommittee

• Purpose of the subcommittee is to develop a more
  data focused
• objective method of identifying future leaders of
  the CAS.
• Goals are
• To investigate the feasibility of developing a
  predictive tool that would help determine leading
  indicators of individuals who have the potential
  to be key leaders
• If feasible, to develop the initial model
• In 2014, the subcommittee
• Investigated how various entities are using
  predictive models in the HR space
• This included models associated with hiring and
  identifying future leaders
• Reviewed a small sample of recognized CAS leaders
  to determine if there are common experiences in
  their background that could be used to identify
  future leaders
• Used results to develop an initial list of
  potential indicators of future leaders
• Had initial conversations with a couple of
  consulting firms about predictive HR models

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Business Analytics Subcommittee (contd)

• Purpose of the subcommittee is to develop a more
  scientific and
• objective method of identifying future leaders of
  the CAS.
• Going forward, the subcommittee
• Will look to expand the sample size of recognized
  CAS leaders to determine if the same early
  indicators of experiences exist in a broader
  group
• Will determine what data is currently available
  at (or through) the CAS for all members that
  could be used to identify future leaders (related
  to the experiences, characteristics we initially
  have identified)
• Will continue conversations with consultants and
  others about characteristics of more
  sophisticated models including what
  characteristics/experiences have proven to be
  good indicators of successful leadership qualities

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• Questions and Discussion