Leaders as Chief Example Officers

Guess what? Until you see yourself as a leader, no one else will. In fact, leadership has less to do with titles and more to do with behavior. Keep in mind that effective leaders strike a healthy balance between securing compliance and enlisting commitment from organizational members in their efforts to build an optimal organization, and ultimately, a stronger community. Relying on trust as the primary lubricant in fostering good relationships, these leaders galvanize their workforce to achieve unprecedented results and move forward in all directions. Read on to learn how you can become an even more influential Chief Example Officer.

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STATUS QUO TO STATUS GO! WORKSHOP

IT'S LESS ABOUT TRAINING AND MORE ABOUT LEARNING

A healthy workplace culture is a primary driver of your organization's success, so I recently developed a new half-day training/learning workshop "We've Always Done It That Way Is Over: Transforming from the Status Quo to the Status Go!" Based on a webinar I presented in August for ICMA, this workshop is exactly what your agency's leadership team will find immediately beneficial in moving your workplace culture from the prevailing to the preferred. I include a twenty-question survey instrument for leaders to complete prior to the workshop and then we review the results together. In addition, we conduct a "Pulse Check" mini-assessment of your workplace culture to provide a baseline of the prevailing culture. Healthy cultures lift people up, expand the capacity of the workforce to execute new challenges, and, overall, enhance the organization's performance. If you are interested in fortifying your workplace culture, please contact me at

patrick@gettingbetterallthetime.com

It's long past time to replace the word Training (aka expense) in your agency's budget with the word Learning (aka investment). Two longstanding myths that also should be discarded are seniority translates to competence and the most technically proficient employees will be the most effective supervisor. Targeted efforts around learning and development related to people skills must be implemented to accelerate the capabilities of potential successors into leadership and management positions. We have over thirty competency-based learning workshops that are designed to equip your workforce members with the requisite leadership, management and supervisor skills and capabilities needed to effectively address the challenges of tomorrow, today. Offered in either a cohort or standalone format, we guarantee your employees will accelerate their journey to "get better all the time" as a result of participating in our workshops. Consider what is riskier to your organization's success, developing your people realizing some might depart for other opportunities or you don't, and they stay?

I'VE BEEN WRITING AGAIN... MUST READS FOR LEADERS - PART ONE

NEWS YOU CAN USE

Today's leaders confront a rapidly changing business and service delivery model, emerging resident/taxpayer/ consumer needs and demands, increased desire for transparency, heightened visibility by social media, and building a workforce for tomorrow today-all with the perception of being a legacy operation. I believe that leadership has less to do with titles and everything to do with behavior in your role as the CEO (chief example officer).

So, I'm offering five elements of effective leadership that will accelerate your journey to "getting better all the time" and identifying books that I recommend for your visit to the "brain gym."

Upcoming Conference Presentations

On December 7 ^th , Patrick will present "Talent Management: The Next Phase of Succession Planning" at the New Mexico City Management annual conference .

In Sedona on February 1 ^st at the Winter Conference for the Arizona City/County Management Association , Patrick will serve on a panel presenting "We've Always Done It That Way Is Over: Transform from the Status Quo to the Status Go."

On April 29 ^th , in Westminster, Colorado, Patrick will be presenting the keynote address "We've Always Done It That Way Is Over: What's Next?" at the Western Region IPMA-HR Annual Training Conference .

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