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Leadership at Hamilton Family Center The Flywheel Effect and Mentorship.

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Presentation on theme: "Leadership at Hamilton Family Center The Flywheel Effect and Mentorship."— Presentation transcript:

1 Leadership at Hamilton Family Center The Flywheel Effect and Mentorship

2 Hamilton Family Center Mission: to break the cycle of homelessness and poverty. Through a Housing First approach, HFC provides a continuum of housing solutions and comprehensive services that promote self-sufficiency for families and individuals, and foster the potential of children and youth.

3 Executive Transition After careful consideration, the Board of Directors want to see more of the same from HFC. Libby Lefever, 2007 Board President Change is the only constant here– usually, I love that. Devra Edelman, 2010 Director of Programs

4 Collins: Good to Great at HFC HFC Strengths Surfaced HFC Weaknesses Surfaced Recommendations for HFC Gaps Management and Staff Alignment with Executive Director Priorities Doom Loop Incomplete Strategic Plans Board/Staff Confusion Create a Stop-Doing List Focus on the work HFC can do better than anyone else No Board Engagement Tools/Specifics Successful Managers and Staff Committed to the Mission New Managers Rant and Rave About Crisis Steadfast discipline over the quick fix No Manager Training Recommendations

5 Berry: Strategic Planning As A Tool For Managing Organizational Change at HFC Actions Outputs/ Outcomes Challenges Mitigating Challenges Resources Timeline Plan for the Strategic Planning Process Output: Goals, Timeline Outcomes: Board Discussion of the Value and Nature of the Process 1. Staff/Board Time 2. Excludes Future E.D. 3. Feasibility and Structure 1.Protect Overwhelmed/ Exclude Least Engaged 2. Not Prescriptive Exec. Asst. Info Source 3. Internal Facilitator/ Administrative Support Resources: Board Members/ Key Managers Launch at January Executive Committee Meeting First Steering Committee Meeting in February 3 Total Unique Meetings Identify Key Stakeholders Output: Power Interest Grid Outcomes: Comprehensive View of Organizational Stakeholders for new E.D. 1. Defensiveness About Allied Stakeholders 2. Does not include Stokes 1. Ground Rules, Unique Programs and Development Processes 2. Includes Current Staff/Previous E.D. Resources: Board Members/ Key Managers Begins After Step 1 (May) 3 Total Unique Meetings

6 Blunt: Developing Leaders at HFC HFC Strengths Surfaced HFC Weaknesses Surfaced Recommendations for HFC Gaps Long-Serving, Trusted Director Level Staff Interested in Mentoring No Opportunity or Structure for Developing Leaders or Story Telling Create a Structure Mentorship Program Downsides? History of Developing Managers Through Challenging Assignments No Structure for Developing Directors Stop Letting the Urgent Get in the Way of the Important Not Totally Applicable For Picking What Tasks Can be Stopped

7 Blunt/Douglas Leadership and Mentorship at HFC Actions Outputs/ Outcomes Challenges Mitigating Challenges Resources Timeline Mentor Nominations Mentor Nominations New Mentors 1. HR Capacity 2. Executive Capacity 3. Executive Fear 4. Mentor Capacity 5. Mentor Motivation 6. Favoritism 7. Time 1. HR Not Involved 2. Simple Process 3. Executive Control 4. Training/Support 5. Bonus/Recognition 6. Two Party Input 7. Annual Goals Executive Time Training Tools Mentor Time Bonus Money February 2011 Train Mentors Internal Training Reading, Journaling, Modeling 1.Training Resources 2.Time 1.Therapists/ Reading Packet 2. Consistency Collateral Key Staff Time March 2011 Quarterly Mentorship Meetings Monitor, Support Modify 1.Time 2.On-Going Focus 3. Resources 1. Consistency 2. Annual Feedback 3. Therapists, Board, Training Budget Therapist Time Some Executive Time April 2011 Quarterly Management Skills Trainings Presentation Supportive Supervision Vicarious Trauma CBA 1.Time 2. Resources 1.Consistency 2.Therapists, HR Partnerships External Partner Time Key Staff Time May Quarterly Mentee Trainings for Line Staff Housing First Client Income Resources Supporting Children 1. Time 2. Focus 3. Resources 1. Consistency 2. Annual Feedback 3. Therapists, Partners, Training Budget All Staff Time Partner Staff Time Small Budget June 2011

8 Timeline 2011 JanFebMarchAprilMayJuneJulyAugSeptOctNovDec Strategic Planning Launch Steering Comm. Full Board Meeting Steering Meeting Full Board Meeting Steering Meeting First Stake- Holder Meeting Full Board Meeting Program Stake- Holder Meeting Develop ment Stake- Holder Meeting Full Board Meeting New Executive Director Takes Over Strategic Plan Mentorship Select Mentors Train Mentors Mentor- ship Meetings Mentee Meetings Manage ment Skills Training: Present- ing Mentee Meetings Line Staff Training: Housing First Mentee Meetings Mentor- ship Meetings Mentee Meetings Manage ment Skills Training: Supp. Supervis. Mentee Meetings Line Staff Training: Client Income Mentee Meetings Mentor- ship Meetings Mentee Meetings Manage ment Skills Training: Vicarious Trauama Mentee Meetings


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