Transcript of "Performance Ethics Prospectus_final"
Prepared byThomas G. McWeeney, PhDExecutive Director, Public Leadership Institutewww.CSM-PLI.orgApril 15, 2013LEADERSHIP, ETHICSP E R F O R M A N C EI M P E R A T I V EAND THEA PROSPECTUSA New Approach to Leadership Training
Hello - Im Tom McWeeney, Executive Director of the Public Leadership Institute,I’d like to introduce you to a new, cost effective, relevant, and highly effective approach to leadership training.Video IntroductionIn trying to design new processes that seek to improve the performance of government, I fear many haveforgotten the crucial role that human beings play in determining the success of pubic agencies. Our newtraining initiative is based on the real life and very successful experiences of very successful governmentWatch a short video clip that reflects the thinking of some successful government leadersOur approach also recognizes that resource limitations will require pubic organizations at all levels to to morewith less – as a way of of dong business for a long time. This will clearly place great pressure on governmentleaders to find new and innovative ways to meet mission expectations This will also require requires change.And there will be resistance to change. And only engaged and committed leadership can overcome theinstitutional and cultural resistance that limits the performance of far too many agencies.Our new approach seeks to address both the training needs of emerging in the current environment by:• Utilizing video case studies of individual leaders who have achieved great success;• Emphasizing the ethical imperative of public officials to do “the right thing”• Linking leadership to performance management• Providing the training in a distance learning format that provides austerity and efficiency;• Using interactive, problem solving exercises that reinforce the primary message of the courses.Thanks for taking the time to review this.Leadership & PUBLIC MANAGEMENT
Why A New Approach– Why this is different– Why it matters– Why you will benefit Overview of Our Training Program The Public Leadership Institute (PLI)– About us– Contact usContents
“Ford: No doubt there‟s aleadership void ”“Leadership void: policedeserve better at the top”“The lack of globalleadership…has become acommon refrain”“When I speakwith people inprivateenterprise or in government,there is a common refrain:„there is no leadership at thetop‟”The millions currently being spend on leadership training have not overcomethe common belief -- on the part of organizations, sectors, and institutions --that very important matters are not being addressed, decisions are not beingmade, and that leaders are more interested in their own well-being than in thesuccess and welfare of the organization they are leading.Why a New Approach
Performance EthicsPERFORMANCEETHICSETHICS PERFORMANCELEADERSHIPGovernment has shown a concern for ethics in recent years;however, the emphasis is primarily negative and punitive, focusing onrules and regulations that proscribe and restrict behavior rather thanfocusing programmatically on the right thing to do.The emphasis on performance has produced irrelevant metrics and areporting burden for many agencies. Few public agencies use themetrics for meaningful decision-making and fewer have developed aprocess that relates metrics to indicators that reflect success inmission critical areas.PERFORMANCE ETHICSA framework to assess, develop, and measureleadership, performance, and ethicsPerformance Ethics is a construct of leadership that forms atthe intersection of leadership, performance and ethics. Itreflects an approach of leaders that focus on the “The FiveAttributes of Performance Ethics”. See short video.VIDEO: “Performance Ethics”
A HYBRID/DISTANCE LEARNING INTERACTIVE FORMAT which will provide students with greater access, more in-depth engagement than traditional courses, and is expensive; A SECTOR FOCUS to ensure relevancy and a tailored approach to individual sectors, -- for example, publicsafety, health care, immigration; A COHESIVE APPROACH in which the courses would be taught sequentially, so that the end of one course setsthe stage for the beginning of the next; A COHORT APPROACH in which a group of students would take the a series of classes together –eitherby having the courses taught to students from a single agency or students who individually enrolledfrom the same sector.Most important, our approach is not based on abstractions or theories. Rather, it draws upon the real-lifeexperiences of committed leaders who transformed their agencies by elevating meaning strategic managementprinciples to the highest priority of their organization. In so doing, their experiences and their successprovides a useful and motivational framework for effective distance-learning training.Why This is DifferentOur Leadership Program is Relevant, Useful, Affordable, and EfficientOur training program addresses the real problems, of real people, in real organizations by emphasizing…
Why This is DifferentKEVIN FAVREAUAssistant Director of Intelligence for the FBIPETE GRUDENFormer Deputy Administrator of Drug EnforcementAdministrationSANDRA HUTCHENSSheriff of Orange County, CaliforniaDAVE SZADYFirst National Counterintelligence Executive and former AssistantDirector for Counterintelligence, FBISTEVE TIDWELLFormer Executive Assistant Director of the FBIDALE WATSONFormer Executive Assistant Director of Federal Bureau ofInvestigation (FBI) for Counterterrorism (CT) andCounterintelligence (CI).Our participants areLEADERS who have made asubstantial difference in theirorganizations
Why This MattersFor the foreseeable future… Government agencies will be called on to do more with less The demand for effective government is certain to continue, especially inthe following areas:-- ensuring public health and safety-- delivering essential services-- providing for those in need Leaders who understand their ethical responsibility are more likely to findcreative solutions and implement innovative strategies that solve problems.THIS IS THE VERY ESSENCE OF PUBLIC SERVICE
Why You Will BenefitSTUDENTS WILL LEARN….. About the key attributes of public sector leaders To assess, measure and improve the your leadership performance To recognize the “performance imperatives” of your organization How leadership engagement will make management more relevant and effective How leadership can be the driver of effective performance and agencytransformation To enhance your contribution to public serviceOUR PARTNERS WILL ALSO BENEFIT….COLLEGES AND UNIVERSITIES – new approach to distance leaningFOUNDATIONS – a transformational educational product – with a potential national marketAGENCIES – framework for developing leaders, measuring performance, and achieving resultsCONSULTING FIRMS – practical, real life approach to leadership training
Collectively, the courses willconvey the following: Leadership that emphasizes the ethical issues and choicesassociated with government performance, and will providereal-life examples of successful practices and approaches ofsuccessful leaders; Planning and performance measurement approaches that would help operate and quantifyotherwise lofty goals and objectives, thereby ensuring a focused strategy that will drivecritical implementation actions; A practical approach to performance budgeting as well as methodologies for assessing therelative cost/value of government programs and activities as they relate to critical strategies. An emphasis on the value of candid assessments and a thorough understanding of realobstacles to high level performance and the critical role of leadership in overcoming them. .Watch the video clip below as several successful leaders share candid recognition of the difficultcircumstances they face and their personal responsibly to improve performance.Video Excerpt:“The Value of a Candid Assessment”A Distinctive Approach
Effective leadership solve problems, sets clear direction, and elevates performance. Behind mostthriving government programs is usually a person who is committed to specific results, asks thehard questions, devises new and innovative strategies, takes strong action, and holds both he/sheand his/her organization accountable for their performance.A Blending of Leadership and Ethics to Produce High-ValuePerformanceWhy this is differentGov’t Performance:CURRENT Limited engagement of leadership/ business units Focus on activities Ambiguity in desired performance Marginal performance improvements Uncertain value; Obstacles and barriers remain No performance accountabilityGov’t Performance:DESIRED Fully engaged leadership/ business units Focus on results Clarity in desired performance Innovative implementation strategies Creative/collaborative leveraging of resources Definitive performance accountabilityPLITrainingPLI Training
Our new training program captures both the essentials of ethical leadership and theresponsibility of leaders to accept the moral and ethical imperative to overcome obstaclesand barriers, develop wise strategies, and leverage all available resources to achieve theexpectations associated with their mission.Overview: Eight-Course ProgramPROGRAM APPROACH• 5-Course Certificate Program• Distance Learning Platform• Sector focus (e.g. Public Safety)• Slide presentation with embedded videos• Links to relevant articles• Web-liography• Leadership Advisory Boardo Course material, examples, topicso Selection of studentso Review of capstone project presentationsCOURSES• Leadership, Ethics, and Performance• Strategy: Overcoming Barriers• Managing for Results• Performance Budgeting• Transforming the Organizational Culture• Outcome-Based Performance Appraisals• Utilization-Focused Evaluations• Measuring Quality Performance
A statement of course objectives and methods Written/video presentations Interactive discussions Guest speakers/case studies Supplemental written material Problem-solving ExercisesCourse Format and AdministrationEach course will include….The program will include… 8 leadership/performance management courses 4 weekly sessions per course A final review session Group discussions and small working groups Dedicated professor and instructional staff Student evaluations and feedback
Course Format and Administration A Leadership Advisory Council Leadership Presentations and Speeches A Clearinghouse of New Material about Leadership A webliography Leadership Discussion ForumsThe Program will also include….
Course A-1: Leadership, Ethics and Performance(ADAPTED FOR LAW ENFORCEMENT SECTOR)The approach reflects our attempt to effectively merge theory with practice in asingle, cohesive training course. Five primary chapters will demonstrate the practicalapplication of leadership in operational, program direction and management settings.• Chapter 1 - The Critical Role of Leadership In Law Enforcement• Chapter 2 - Leadership Case Studies: Operational; Program Direction;Management• Chapter 3 - Performance Ethics: Five Leadership Attributes that Makea Difference• Chapter 4 - Situational Leadership• Chapter 5 - Real World ApplicationsSample Course Outline
About UsClick to find out more informationabout us
“Speaking from experience, my fellow officers know who within management will back us up andwork to protect our safety. Supervisors that do this…have earned respect within the ranks and itshows that they have the ability to do what’s right and that they’re not afraid to speak up forthose that are below them. In turn, officers will give them the respect that they deserve, listen tothem, and do their best to make them look good when they can….”“I think it takes a unique individual to lead through adverse conditions (including stuffy politicalatmospheres) and I would like to believe I would have taken the same action; not out ofanger, not out of carelessness but with complete consideration of facts and studying theassociated risks and outcomes from the options in front of me. At the end of the day, ethics willprevail for me…”“My response to this question was based mostly on my experiences as a police officer…. Whileits always the right thing to take the ethical path….respect and trust between leaders andsubordinates is paramount in my opinion. Ive seen it many times at my workplace wheresergeants and above "sell out" and wont back or help an officer out of fear of retribution orbecause theyre trying to climb the ladder and appeal to higher management. This may work wellfor them personally in the long run but Ill tell you that regular officers wont trust them andusually theyll end up on an island…”Excerpts From Class Discussions
“I believe the leader made the right choice in this case….I fully believe that he was ready andwilling to face the consequences of his actions and thats what leaders must do. Even though hedid things the wrong way, Im sure that he gained a ton of respect and allegiance from hissubordinates in protecting his own..”“It was a case of what was right or wrong versus what was legal or illegal…a leader is responsiblefor managing the situation as well as his subordinates as well as leading them; often a dauntingtask. It can be disheartening to have a leader that you feel does not have your back. Granted, noleader can completely please everyone, but there are some decisions that subordinates may notlike but can respect … Sad to say personally I do not believe that many of my supervisors if anywould fight for me in a situation where an incident happened but I (acted in accordance with) myduties….”Excerpts From Class Discussions
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