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DBI World Conference 2019 - Lead: Learn. Empower. Achieve. Develop. Enhancing skills through leadership development.

DBI World Conference 2019
Accessibility stream: Concurrent session 2E
Presenter: Alyssa Young & Kelly Patterson
Topic: Lead: Learn. Empower. Achieve. Develop. Enhancing skills through leadership development.

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DBI World Conference 2019 - Lead: Learn. Empower. Achieve. Develop. Enhancing skills through leadership development.

  1. 1. LEAD: Learn. Empower. Achieve. Develop.: Enhancing skills through Leadership Development Kelly Patterson & Alyssa Young Alyssa Young & Kelly Patterson DeafBlind Ontario Services2019
  2. 2. Agenda • About DeafBlind Ontario Services • What is a Leadership Development program? • Why did DeafBlind Ontario Services invest in a Leadership Development program? • How does the Leadership Development program work? • What did we learn from the pilot program?
  3. 3. DeafBlind Ontario Services  Established in 1989 by a group of parents striving for community-based supported living programs for their children.  DeafBlind Ontario Services supports deafblind adults with community- based housing, trained Intervenor services, independent living skills, work experience and other specialized support
  4. 4. Mission Statement DeafBlind Ontario Services supports individuals who are deafblind to live and thrive within the community. Vision Statement Enriching lives one touch at a time.
  5. 5. What is a Leadership Development Program? • At DeafBlind Ontario Services, it is a program to support employees to become the leaders of tomorrow.
  6. 6. Does your organization have a leadership development program?
  7. 7. DeafBlind Ontario Services’ Leadership Development Program Our Objective: • To enhance a “leaderful” organization. By doing so, we will be in a position to continue in our growth and build on the success of our clients by creating leaders within all levels of our organization • To prepare the organization to attract and retain talent (specifically Generation Y) • Build a leaderful organization
  8. 8. DeafBlind Ontario Services’ Leadership Development Program Leaderful Leading collectively is embedded in the organizational culture. It promotes leadership in all areas of the organization.
  9. 9. Primary Generations •Gen Z: Born 1996 – present •Millennials or Generation Y: Born 1977 – 1995 •Generation X: Born 1965 – 1976 •Baby Boomers: Born 1946 – 1964 (Managing Millennials: Priorities in the modern workplace, Charlie Osborne, iGeneration, 2012)
  10. 10. Gen Y and Leadership Development 65% said the opportunities for personal development was the most influential factor in their current job (Managing Millennials: Priorities in the modern workplace, Charlie Osborne, iGeneration, 2012)
  11. 11. Generation Y and Leadership Development • 50% of Generation Y’s said leadership development was a focus for their career (Paula MacLean, GenSurv 2009)
  12. 12. Generation Y and Leadership Development What percentage of Generation Y’s desired positions with increased responsibility and authority? (Paula MacLean, GenSurv 2009)
  13. 13. Generation Y and Leadership Development • 70% of Generation Y’s desired positions with increased responsibility and authority (Paula MacLean, GenSurv 2009)
  14. 14. Why did we invest in a leadership development program? • Create good teamwork and a “leaderful” organizational culture • Employee satisfaction survey • Learning organization that strives to be a leader in our field • Employee engagement and retention • Create platform for employees to develop skills • Assist with recruitment efforts - develop talent pipeline Having a program that contributes to DeafBlind Ontario Services being an employer and service provider of choice
  15. 15. Organizational Structure
  16. 16. How does the program work? • Permanent employees, who have been employed with for the organization for a minimum of one year, may apply to the program.
  17. 17. Who is involved?
  18. 18. Participant Expectations • I have the desire to learn and grow. • I will share my learning with my peers and transfer my learnings to the service I provide • I am prepared to accept constructive feedback on my performance. • I will maintain open communication with those involved in my learning. • I understand that participation in the program does not guarantee future promotions within DeafBlind Ontario Services. • I am ready for a challenge.
  19. 19. Individual Leadership Development Plans (goals) • General leadership skills identified: • Conducting meetings;/leading working groups • Creating and facilitating effective presentations • Creative problem solving and decision making • Team building skills • Difficult conversations • Leading others • Time management • Managing change • Effective communication
  20. 20. Individual Leadership Development Plan (goals) Methods of learning/resources suggested for coaches: • Tool kits • Scenario based learning • External courses • Internal documents (procedures, references, committees) • Job shadowing/hands-on learning
  21. 21. Employee Benefits • Learning and practicing new skills and competencies. • Increased confidence, initiative, resilience and adaptability. • Networking with internal and external partners. • Building relationships with all levels of the organization. • Opportunities to attend sessions and workshops. • Opportunities for ongoing feedback on their leadership development. • Potential opportunities to become coaches/mentors. • Self-development investment.
  22. 22. Service Benefits (Client) • Engaged service providers • Consistency of intervenors (retention) • Transfer of learning to client • Competencies learned to adapt to challenging situations • Shared motivation
  23. 23. Pilot Program 2017/2018
  24. 24. Pilot Program: Professional Development • Emotional Intelligence • Internal Leaders Meeting • Individual professional development goals • Discussion groups with CEO
  25. 25. Employee Engagement throughout Pilot Program • Employees created a tag line for the program (L.E.A.D.) • Road show presentations to promote the program • Kick off: meet and greet • Created mascot for the program – Paul and Jilly • Participant spotlights • Wrap up: feedback
  26. 26. Participant Spotlight
  27. 27. What did we learn? • Geography challenges • Dedication of time and resources • Training required for all levels of the program (e.g. coaches and participants)
  28. 28. Impact of the Leadership Development Program • Created shared leadership across the organization • integrated leadership into the organizational culture • Created a hype for professional development amongst employees • Employee skill development lead to new position
  29. 29. Connecting to Service Delivery
  30. 30. What does leaderful mean to you?
  31. 31. “Alone we can do so little; together we can do so much”. - Helen Keller
  32. 32. Thank You from DeafBlind Ontario Services