Description
This program focuses on knowledge and skills to lead at the highest levels of the organization. Emphasis is placed on modeling this organization's values and core competencies, thinking strategically, and leading change
- Vision, mission, values, organizational culture change and leadership competencies
- Identification of strengths
- Multi-rater feedback (Benchmarks 360 – Center for Creative Leadership)
- Individualized development plans
- Interdepartmental relationships and team building
- Outdoor adventure – low challenge course
- Executive coaching
- Action Learning - Team projects to put learning into action and benefit the City
Target audience
Directors, Assistant Directors, and people who aspire to those positions as their next career move (20 participants)
Acceptance into this program is through an application and selection process. Applications accepted ongoing.
Time frame - 8 months (1 to 2 days per month) Applications accepted ongoing
Faculty and format
Faculty comes from both within the organization and from other organizations. Content is delivered through a variety of methods, including lectures, discussions, assignments and projects.
Primary lead partner - Organizational Development, City Manager’s Office
What’s happening now and what’s needed?
One Executive Leadership Institute is held each year for approximately 20 participants.
Continuing education events are needed that build on knowledge and skills acquired through the Institute and that strengthen relationships among graduates. Examples include Preparing for Interviews and Assessment Centers, Crucial Conversations, and Tools for Engagement.
For additional information and to contribute ideas and energy
Contact:
Vickie.Atkinson@durhamnc.gov 560-4222 x 225
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Management Academy
Description
This program focuses on building "bench strength" for the organization and preparing key individuals for leadership positions in departments.
- Departmental alignment with organizational vision, mission and values
- Identification of strengths
- Multi-rater feedback (Skillscope)
- Individualized development plans
- Networking and sharing ideas with managers from other departments
- Designing change initiatives
Target audience - Managers, administrators, and other key leaders
Acceptance into this program is through an application and selection process. Applications accepted ongoing.
Time frame - 6 months (2 days per month)
Faculty and format
Faculty comes from both within the organization and from other organizations. Content is delivered through a variety of methods, including presentations, discussions, exercises/simulations, and role-plays.
Primary lead partner
Organizational Development, City Manager’s Office
What’s happening now and what’s needed?
One Management Academy is held each year, for approximately 20 participants.
Continuing education events that build on the knowledge and skills acquired through the Academy and that strengthen relationships among graduates. Examples include Resume Preparation and Interview Practice.
For additional information and to contribute ideas and energy
Contact:
Vickie.Atkinson@durhamnc.gov 560-4222 x 225
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Frontline Leadership
Description
Frontline Leadership is an 11-session series designed to provide core knowledge and skills for supervisors. The series combines general skills and principles of supervision with specific information about issues in the City of Durham. Topics include: Human resource policies and procedures, Communication styles using MBTI, Basic principles of supervision, Giving constructive feedback, Getting good information from others, Getting ideas across, Dealing with emotional behavior, Recognizing positive results, Safety issues, Employee relations and Ethics
Target audience - Supervisors
Time frame - 11 half-day sessions
Faculty and format
Faculty comes from both within the organization and from Durham Technical Community College.
Primary Lead Partner - Human Resources
What’s happening now and what’s needed?
Newly promoted supervisors are expected to participate in Frontline Leadership. It is generally offered twice a year.
For additional information and to contribute ideas and energy
Contact:
Larry.Peace@durhamnc.gov 560-4214
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Monthly Training
Description
Employee Training and Development offers a variety of training sessions every month. Topics include such things as computer skills, sexual harassment awareness, city purchasing, pre-retirement planning, and other programs of importance to employees. For more information about training offered every month, go to:
Training Catalog
Target audience - All employees
Time frame - Varies – often half-day sessions
Faculty and format
Faculty comes from both within the organization and outside.
What’s happening now and what’s needed?
Monthly training is posted on the intranet and an email is sent to all users announcing training. Hardcopy catalogs are made available throughout the organization.
Employees, especially frontline employees, frequently complain that they are not made aware of training or given the time to participate. Supervisors and Department Directors need to find ways to encourage participation and development for ALL employees.
Organization-wide training needs assessments should be done periodically to assess whether current training programs are meeting present and future needs of employees and the organization.
Primary Lead Partner - Human Resources and Department Directors
For additional information and to contribute ideas and energy
Contact:
Ruby.Hargrove@durhamnc.gov 560-4214
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Adventure Programs: Team Challenge and Low Ropes
Description
Adventure programming is based on the idea that people learn best through active experience. A challenge course uses group games and initiatives as metaphors for work situations in a progressive format to develop trust, cooperation, effective leadership and teamwork as well as to promote individual and organizational growth. Through the team challenges and use of the low rope elements, participants are able to relate the metaphors and hopefully transfer learning to real life situations. During a program there are chances to reflect on the activities, challenges and outcomes. The reflection/debrief process is lead by experienced facilitators who focus on open discussion and transference of group and individual learning to the workplace.
Target audience
Supervisors who want to promote teamwork and creativity. The team challenge and low ropes course is appropriate for any group of people who need to work cohesively as a team and who want to use an outdoor experience to achieve that goal.
Time frame
Programs can vary: 2 hour, half day, full day to several segments during a calendar year are all available depending upon desired group outcomes.
Faculty and format
Faculty is trained facilitators from the Department of Parks and Recreation at the Spruce Pine Lodge. Content is delivered through a variety of activities that stretch participants physically, mentally and emotionally. There is a fee for this program.
Primary lead partner - Durham Parks and Recreation
What’s happening now and what’s needed?
The ropes course is operational and available for groups to utilize.
For additional information and to contribute ideas and energy
Contact:
Kimberly.Oberle@durhamnc.gov 560-4933 x203
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CityTalk Toastmasters Club
Description
Leaders must be able to communicate successfully. The Toastmasters club provides opportunities to practice and get feedback for improvement. At Toastmasters you learn by actually speaking to groups and working with others in a supportive environment. Toastmasters club also provides numerous opportunities to assume leadership responsibilities locally and in the larger organization.
Target audience
Employees who want to hone their leadership skills and prepare for advancement opportunities
Time frame - One hour – 1st, 3rd and 5th Mondays
Faculty and format
Club members provide the structure and content. . Every meeting includes a short business session, impromptu speeches, prepared speeches, and constructive evaluation.
What’s happening now and what’s needed?
CityTalk Toastmasters Club was chartered several years ago. It is a valuable resource for professional development that is not adequately recognized and utilized by City employees. It is a good place to develop leadership potential.
Primary Lead Partner -
Human Resources
For additional information and to contribute ideas and energy
Contact:
Ruby.Hargrove@durhamnc.gov 560-4214
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Department Director Learning
Description
Various topics of interest or concern are presented or discussed at monthly meetings. Topics often include review and update of departmental policies. Annual or semi-annual retreats provide opportunities for more in-depth learning on topics such as team alignment and Crucial Conversations.
Target audience
Department Directors, City Manager, Deputy City Managers, and Assistant City Managers
Time frame - Monthly (30 minutes to an hour)
Faculty and format
Programs are usually provided by department directors and other City employees
Primary Lead Partner - Organizational Development, City Manager’s Office
What’s happening now and what’s needed?
Monthly programs are underway. Directors and managers are also currently participating in the Executive Leadership Institute.
For additional information and to contribute ideas and energy
Contact:
Vickie.Atkinson@durhamnc.gov 560-4222 x 225
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Formal Education
Description
Expectations for education are rising across our organization. Employees who are interested in advancing in their careers should strongly consider pursing higher education, whether that means a two-year degree from a community college, a four year degree, or an advanced degree. Advanced education is required or preferred for many positions across the City.
Limited support for tuition reimbursement is available through Human Resources. Colleges sometimes offer scholarships or other incentives to help working employees pursue advanced education.
Target audience - Employees who are motivated to achieve higher levels of education
Time frame - Often requires several years of full or part-time commitment
Faculty and format - External
Varies according to college or university. Some programs are offered part-time. Some others are offered partially online.
Primary Lead Partner - Human Resources
What’s happening now and what’s needed? -
Many City employees go to college part-time while they continue to work. Some employees have obtained 4 year degrees from Mount Olive College through their part-time program. Many employees have obtained masters degrees in public administration through NC Central’s part-time program.
The North Carolina Fellows Program provides one scholarship a year for an employee to continue working part-time while pursuing an MPA at UNC. The City is invited each year to submit a nominee for this program.
NCCU has an accelerated executive program leading to an MPA in a more intensive, but abbreviated format.
A central clearinghouse or resource guide could help employees more easily navigate the path to the next degree. Another possibility might be a network of employee alums could be identified as resource people for those who are considering their next degree.
For additional information and to contribute ideas and energy
Contact:
lethea.Bell@durhamnc.gov 560-4214 or
Vickie.Atkinson@durhamnc.gov 560-4222 x 225
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UNC School of Government – Municipal Administration
Description
The course covers municipal and county government law, organization and management, finance, personnel, planning and economic development, and the administration of specific municipal and county functions. It provides an understanding of the legal and administrative requirements of North Carolina city and county government and an appreciation of how specific laws and programs contribute to the achievement of the overall missions of municipal and county government.
Target audience
Designed for city or town managers and administrators, county managers, department heads, and other municipal and county officials with responsibilities that require them to understand functions beyond those of their own departments.
Time frame - One hundred and fifty hours over several months time.
Faculty and format- External - Faculty is from the UNC School of Government
Primary Lead Partners - Human Resources and Organizational Development, City Manager’s Office
What’s happening now and what’s needed?
Two employees are sponsored each year from the City. This is usually a very competitive process. Employees should let department directors know of their interest in this program. Solicitation for applications is usually done in June. Recommendations are made by the Learning Advisory Board. Priority is given to department directors and other top administrators with far reaching responsibilities.
For additional information and to contribute ideas and energy
Contact:
Vickie.Atkinson@durhamnc.gov 560-4222 x 225
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School for Applied Leadership
Description
The School for Applied Leadership teaches tools for engaging people in taking action. Small teams from various organizations (other governments, private and not-for-profit) attend to the school with projects they plan and implement. All learning is applied to the team projects.
Target audience
Limited number of employees from various levels and departments across the organization (usually around 5) The City has previously sponsored three teams.
Time frame - Two to three days per month (10 months).
Faculty and format- External
Program is offered through The Learning Consortium. Learning is centered on a visible far-reaching project of benefit to the entire organization. Faculty for the School for Applied Leadership features nationally known consultants in organizational and leadership development.
Primary Lead Partner - Organizational Development, City Manager’s Office
What’s happening now and what’s needed?
Three teams have been sponsored by the City. The first team project resulted in Durham One Call. The second team project provided recommendations to the City Manager’s Office for reengineering purchasing and contracting. The third team created this blueprint for the leadership pipeline and an informal mentoring plan.
Employees who have benefited from the School for Applied Leadership could collaborate to more consciously bring the engagement tools they learned to this organization and to teach these tools to others. Formal training events could be initiated to implant these concepts.
For additional information and to contribute ideas and energy
Contact:
Vickie.Atkinson@durhamnc.gov 560-4222 x 225
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