Succession planning is complex – it is not just a matter of picking and choosing a person to pass the torch to. It’s an arduous process that involves modeling, coaching, and mentoring towards leadership training and character building. So how does an organization go through this properly?
Dr. Kimberly Miller is one of Justice Clearinghouse’s sought-after speakers and she will lead this course to share insights, strategies, and tools to develop your bench. For more than 15 years, she’s served as a speaker, consultant, and trainer in the field of personal and organizational development. Her relationship-based approach ensures that organizational success is built from the ground up through effective and efficient staff and leaders.
Some of the specifics covered in this webinar are:
- The structural steps to take to steer the organization in the right direction through:
- A customized approach to training and problem solving by Identifying the ongoing issues, asking specific questions, defining a goal, and setting timelines.
- The road map for success encapsulated in a handbook created for each position which will give individuals a place to start in their new role.
- Ensuring that supervisors and even line level people and trainees are ready to mentor and train the next generation of leaders by espousing personal growth and empowerment.
- The critical skills that coaches and mentors must possess themselves before attempting to teach and train other people.
- Concepts and tools to teach new leaders that focuses on soft skills.
- The Buddy vs. Boss issue that is often experienced when an individual is promoted to become the boss of his/her friends and the process of setting boundaries.
- Teaching essential character qualities that will significantly improve the culture of the whole organization.
- Highlighting the importance of positive relationships to establish influence and power.
- Developing influence by fostering relationships that promote freedom, creativity, learning and accountability, is in touch with each individual’s strengths, skills and interests, is open to feedback, and values perspective.
- The concept of the psychological bank account
- How depositing, investing and withdrawing from it works.
- Specific examples of things a leader can do that show intentionality and authenticity.
- Symptoms of people who have depleted or overdrawn accounts due to negative past experiences or burn out.
- Things to evaluate before attempting to make a withdrawal from a person’s psychological bank account.
- Navigating difficult conversations by coming from a place of expertise and the intention of helping others gain more influence.
- Understanding the dangers of overusing, underusing and inappropriate use of our strengths.
- Training the mind to practice positivity in spite of negative situations or interactions, seeking the lesson amidst difficulties, and practicing self-care.
- During the Q&A segment, course attendees had questions about:
- Motivational interviewing as a skill to learn and practice by leaders and trainers.
- The format of the handbook.
- Traversing friendships as the new leader.
- Matching the leaders with their people.
- “Today I learned how my pointing out what’s wrong all the time has hindered my relationship with my staff. I have failed to make deposits as I am supposed to.” –Desiree
- “This was a great webinar. So many of us absorb problems of others, do not look at ourselves closely enough to know when we are getting “crispy” and come into work with bad attitudes which affects the staff. Dr. Miller shared some very helpful tools to think about what you do and who you are daily, to also look at staff from the human aspect, not just workers. I would love to have her speak at our bureau!” — Kathleen
- “As a new supervisor, I learned many new tools to use with my employees and to not become the “Darth Vader.” –Paul
- “As a supervisor, it has reminded me to practice my skills. To improve and work on my less desirable skills and work harder on my strengths.” –Janet
- “Fits right in with some issues our line supervisors are facing right now.” –Kim
- “I enjoyed the “bank” concept and the ideas/tips on recognizing a full bank vs. an empty one. Having done this for quite some time I appreciated sharpening up some perishable thoughts/concepts. Thanks!” –Tim