Grow and attract leaders who are compassionate and influential.

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Grow and attract leaders who are compassionate and influential. создатель Mind Map: Grow and attract leaders who are compassionate and influential.

1. Authentic connections. Have to be able to relate.

1.1. Diversity - There can be no "Other"

2. Results Base Budgeting

2.1. Trickle down effect of a culture of kindness in the organization charged with shaping children and youth.

2.1.1. Childhood development literature - impact of environment on criminality, addiction, unemployment, etc.

2.1.1.1. Results Based Budgeting typically supports Preventative measures

2.2. Effectiveness of Compassionate and Influential Leaders.

2.2.1. Leadership literature - impact of loyalty, engagement, trust organizational effectiveness.

3. GoA Competencies

3.1. Relationship Competencies

3.2. Strategic staffing approach recommended by HRCs

4. Durkheim's Role Theory

4.1. Roles become identities

4.1.1. Which behaviours are modeled, rewarded, enabled, expected?

5. Leadership Development

5.1. GoA Leadership Program?

5.2. 7 habits for Leadership Success

5.3. Manager as Leader

6. Recognition Product Timeline

6.1. Short Term - Thank you cards, Thank you e-cards cc manager.

6.2. Medium Term - Award Program based on behaviours not just achievements.

6.2.1. Develop bank of keynote speakers who address compassion and influence to share with department.

6.3. Long Term $$$ Video clips of actors portraying compassionate interactions based on true staff stories. Use as a recognition and recruitment tool.

6.3.1. Definite the role expectations as far out as possible.

7. Toolbox/Methodology

7.1. Research/Literature Review

7.1.1. Best practices

7.1.2. Evidence led, peer reviewed

7.1.3. Cutting edge

7.1.4. Identify GoA linkages and success stories

7.1.5. Adopt and adapt approach

7.2. Project Management Methodology. Irritating or welcome?

7.3. Timelines in GoA - Parallel planning process.

7.4. IAP2 - Community Circles, Participatory Democracy (Juries), Focus Groups, Surveys, Engagement Games.

7.5. Graphics/Infographics/Mapping

8. Attract

8.1. Strategic distributed membership in Professional Associations, Universities, Charities, Crises response groups

8.2. Outward facing ads portray compassionate interactions

8.3. Ambassador program - where do we recruit?

9. Reaching Our Full Potential

9.1. Outcomes link into daily routine and basic processes.

10. Mentorship

10.1. Mentorship program participation

10.2. Mentors are good potential job candidates

10.3. How much influence does someone who has mentored 10 people have? If 20? More?

10.3.1. link analysis, degrees of seperation

10.4. Provide informal mentorship tools and casual process for solidifying/recognizing semi-formal mentorship relationships.

11. Importance of Networking Opportunities

11.1. Social time: Potlucks, Games, Team Building, coffee chats.

11.2. Committees and Boards

11.2.1. Encourage staff to participate, make sure that their time is back filled or covered so they can succeed. Include 'side of desk' work in performance agreements or job descriptions - legitimize special projects and committees.

11.3. Friendly office chatter is good. Office laughter is great.

12. Respectful Workplace Initiative

12.1. Connect to this work.

13. Develop

13.1. Identify who are the kindest people in the organization?

13.1.1. Are they getting developmental support?

13.1.2. Nominations from below, ex-staff, clients

13.1.3. Processes in place that enable the behaviours they are modeling.

13.2. Add crises response capacity to department.

13.3. Enable kindness everywhere.