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Slide 1 Leadership: Laying the Foundation for a Better Workforce David E. Keller, Assistant City Manager/CFO City of Weston, Florida 9 May 2012 FGFOA Annual.

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Presentation on theme: "Slide 1 Leadership: Laying the Foundation for a Better Workforce David E. Keller, Assistant City Manager/CFO City of Weston, Florida 9 May 2012 FGFOA Annual."— Presentation transcript:

1 Slide 1 Leadership: Laying the Foundation for a Better Workforce David E. Keller, Assistant City Manager/CFO City of Weston, Florida 9 May 2012 FGFOA Annual Conference

2 Slide 2 This session will cover: Issues for governments: Demographic data/the “generation gap” What is a “Leader”? Developing the next generation and identifying “rising stars” Agenda

3 Slide 3 Issues for governments: Demographic Data/the Generation Gap

4 Slide 4 Baby Boomers are generally defined as that group of persons born between 1946 and 1964. Approximately 76 million people were born during that period. Baby Boomers

5 Slide 5 In 1964, boomers represented about 40% of the US population. Baby Boomers

6 Slide 6 Baby Boomers Birth Rate per 1,000: 1909 - 2009

7 Slide 7 Baby Boomers Births per year 1930 - 1990

8 Slide 8 As of January, 2011, an average of 10,000 Boomers will turn 65, every day. Boomer Status

9 Slide 9 For the next 19 years Boomer Status

10 Slide 10 That is roughly 69.4 million people turning 65 during the 19 year period. Boomer Status

11 Slide 11 Boomers represent 27% of the population today. By 2030, boomers will be between the ages of 66 and 84, and make up about 20% of the population. Over 50% of boomers live in only 9 states, of which Florida is one. Long Term Financial Planning

12 Slide 12 The Census Bureau reports 3.12 million persons working in public administration. Boomer Status

13 Slide 13 The following chart shows the government sector to have a significantly older workforce. In particular, where private sector workforce had only 48.0% older than 40 in 2006, local government had 63.5% older than 40. Issues for government workforce

14 Slide 14 Characteristics of Workforce

15 Slide 15 On average, public sector employees are five to seven years older than the private sector counterparts. Issues for government workforce

16 Slide 16 The following chart shows the government sector to have a significantly more educated workforce. In particular, where private sector workforce had 45.9% with no more than a high school degree, local government had only 27.0% who had not advanced further in education. Issues for government workforce

17 Slide 17 Furthermore, 47.0% of local government employees have a bachelor’s degree or higher. Only 24.9% of the private sector can claim that accomplishment. Issues for government workforce

18 Slide 18 Characteristics of Workforce

19 Slide 19 The chart shows that better educated federal, state and local government sector employees will be retiring, and equally educated replacements are not available in the private sector pool. Issues for government workforce

20 Slide 20 As the economy has transitioned from manufacturing to service oriented, the nature of work requires different skills. “Knowledge” workers require specialized education, training and skills. Examples are educators, health care workers, legal professionals, engineers and managers. Issues for government workforce

21 Slide 21 The following chart shows that while only 32.2% of workers in the private sector are classified as “Knowledge” workers, in local government 67.5% are so classified. There are not enough young government sector Knowledge employees to replace those who are leaving. And the private sector does not have them at any age. Issues for government workforce

22 Slide 22 Also, more public sector knowledge workers are older. In the private sector, approximately 25% are over 55 years of age. In the public sector, it is over 33%. Issues for government workforce

23 Slide 23 Characteristics of Workforce

24 Slide 24 The projected slowing in the growth of the labor force, coupled with the loss of skills and talent as boomers retire, means the public sector must develop an effective ingress strategy. The strategy should: Attract new workers Retain younger workers Energize and prolong careers Issues for government workforce

25 Slide 25 About 60% of public sector workforce is over 40. More than half will retire within ten years. It will be critical to reach out to minorities, the groups that will account for the greatest growth. Currently, Hispanics account for 13.2% of the workforce, but more than 20% of population under 15 years of age. Issues for government workforce

26 Slide 26 The 90,740 state and local governments across the country had 16.6 million full-time equivalent employees in 2010. Of that, 12.2 million are in local government. The 2010 amount is 203,321 lower than the 2009 total. Issues for government workforce

27 Slide 27 Characteristics of Workforce

28 Slide 28 Apparently morale for senior level staff is tanking under the strain of having so much more to do with so much less. Between May 2010 and May 2011, 25% of retirement-eligible state and local government employees moved up their retirement dates, a rate more than double the previous year. Issues for government workforce

29 Slide 29 A report by Mary Willett of Willett Consulting reported that 77 million Americans will reach age 55 between 2007 and 2020. Issues for government workforce

30 Slide 30 States and Local governments will feel the impact of aging workforce before private sector employers. The public sector has a higher percentage of boomers than the private sector, and many public sector employees, particularly police and fire personnel, retire earlier. Issues for government workforce

31 Slide 31 In 2000, the Department of Labor listed the employment categories that would be hardest hit by boomer retirements as: Registered nurses Administrators in education Public administration officials Police and fire personnel Lawyers Social workers Plumbers, pipe fitters and steamfitters Issues for government workforce

32 Slide 32 Local governments have minimal bench strength. Issues for government workforce

33 Slide 33 For decades, surveys showed the vast majority of college students viewed government work as full of inflexible red tape, a dead end, inefficient, and bureaucratic. Issues for government workforce

34 Slide 34 A 2010 Gallup poll found that 37% of Americans aged 18 to 30 expressed affirmative interest in government jobs. This group reports that doing good for society is as important to them as doing well financially. Some good news

35 Slide 35 Younger workers want more than just a paycheck. They want to: Be part of innovative, creative, and challenging working environments; Quickly assume leadership roles; Collaborate as partners with equally bright peers and mentors These are all traits that our younger workers prize highly. Gen X, Y, Millennials

36 Slide 36

37 Slide 37 Hey old guys!

38 Slide 38 What is a Leader?

39 Slide 39 One good way to find out the characteristics of a leader is to compare and contrast those of a leader with those of a manager. Both are essential to public service and are responsible for the health of the organizations they work for. Leaders vs Managers

40 Slide 40 Long Term Financial Planning

41 Slide 41 Managers have subordinates. Their authority is vested in them by the organization. Management style is transactional. Managers have a work focus. Managers seek comfort. Managers

42 Slide 42 Leaders have followers. Their authority comes from their charisma and their ability to inspire people to follow them. Leadership style is transformational. Managers have a people focus. Managers are more comfortable with risk. Leaders

43 Slide 43 Leaders vs. Managers

44 Slide 44 Webster dictionary defines the two as follows. Lead: to guide on a way especially by going in advance; to direct on a course or in a direction. Manage: to handle or direct with a degree of skill; to make and keep compliant. Leaders and Managers

45 Slide 45 Leaders and Managers: Core differences Leadership is Synthesis; Management is Analysis.

46 Slide 46 Leadership has long term impact, management has shorter term goals. Leaders and Managers: Core differences

47 Slide 47 Leadership is an intention of climbing to some next level, management is the process of efficiently executing the plan. Leaders and Managers: Core differences

48 Slide 48 With all of those differences, it is important to note that most leaders are also managers, and many managers are also leaders. Both leadership and management exist at every level of management Leaders and Managers: Core differences

49 Slide 49 Leaders and Managers: Core differences

50 Slide 50 Leaders optimize the upside; Managers minimize the downside. Leaders and Managers: Core differences

51 Slide 51 Leaders envision possibilities; Managers calculate probabilities. Leaders and Managers: Core differences

52 Slide 52 Leaders focus on the ends; Managers focus on the means. Leaders and Managers: Core differences

53 Slide 53 Leaders prepare beyond the limits; Managers focus execution within the limits. Results based Leadership

54 Slide 54 Leaders generate energy; Managers preserve energy. Results based Leadership

55 Slide 55 Leaders seize opportunities; Managers avert threats. Results based Leadership

56 Slide 56 Leaders amplify strengths; Managers reduce weaknesses. Results based Leadership

57 Slide 57 Leaders do the right things; Managers do things right. Results based Leadership

58 Slide 58 In matters of style, swim with the current; in matters of principle, stand like a rock. Thomas Jefferson Quotes on Leadership

59 Slide 59 The task of the leader is to get his people from where they are to where they have not been. Henry Kissinger Quotes on Leadership

60 Slide 60 When nothing is sure, everything is possible. Margaret Drabble Quotes on Leadership

61 Slide 61 Leadership should be born out of the understanding of the needs of those who would be affected by it. Marian Anderson Quotes on Leadership

62 Slide 62 Do not follow where the path may lead. Go instead where there is no path and leave a trail. Ralph Waldo Emerson Quotes on Leadership

63 Slide 63 Nearly all men can stand adversity, but if you want to test a man’s character, give him power. Abraham Lincoln Quotes on Leadership

64 Slide 64 Leadership is understanding people and involving them to help you do a job. That takes all the good characteristics like integrity, dedication of purpose, selflessness, knowledge, skill, implacability, as well as determination not to accept failure. Admiral Arleigh A. Burke Quotes on Leadership

65 Slide 65 Never mistake knowledge for wisdom. One helps you make a living; the other helps you make a life. Sandra Carey Quotes on Leadership

66 Slide 66 People ask the difference between a leader and a boss. The leader works in the open, and the boss in covert. The leader leads, and the boss drives. Theodore Roosevelt Quotes on Leadership

67 Slide 67 The real leader has no need to lead – he is content to point the way. Henry Miller Quotes on Leadership

68 Slide 68 To be able to lead others, a man must be willing to go forward alone. Harry Truman Quotes on Leadership

69 Slide 69 If your actions inspire others to dream more, learn more, do more and become more, you are a leader. John Quincy Adams Quotes on Leadership

70 Slide 70 He that cannot obey cannot command. Benjamin Franklin Quotes on Leadership

71 Slide 71 Leadership and learning are indispensable to each other. John Fitzgerald Kennedy Quotes on Leadership

72 Slide 72 The led must not be compelled; they must be able to choose their own leader. Albert Einstein Quotes on Leadership

73 Slide 73 A leader takes people where they want to go. A great leader takes people where they don’t necessarily want to go, but ought to be. Rosalyn Carter Quotes on Leadership

74 Slide 74 I suppose leadership at one time meant muscles; but today it means getting along with people. Mohandas K. Gandhi Quotes on Leadership

75 Slide 75 The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it. Theodore Roosevelt Quotes on Leadership

76 Slide 76 A leader is a dealer in hope. Napolean Bonaparte Quotes on Leadership

77 Slide 77 A sense of humor is part of the art of leadership, of getting along with people, of getting things done. Dwight D. Eisenhower Quotes on Leadership

78 Slide 78 Innovation distinguishes between a leader and a follower. Steve Jobs Quotes on Leadership

79 Slide 79 Because a thing seems difficult for you to accomplish, do not think it impossible for anyone to accomplish. Marcus Aurelius Quotes on Leadership

80 Slide 80 The secret of successful managing is to keep the five guys who hate you away from the four guys who haven’t made up their minds. Casey Stengel Quotes on Leadership

81 Slide 81 So we have looked at the generational issue and why it is an issue for governments. And we have been considering some qualities and characteristics of leaders and leadership. How do we begin in our own organizations? Identifying Rising Stars

82 Slide 82 There are five leadership traits that can assist us in identifying rising stars. These are five traits that people look for in a leader. By inference, if we identify these traits in someone, we are identifying someone who can be a leader. Five Leadership Traits

83 Slide 83 The first trait is: Honesty Five Leadership Traits

84 Slide 84 The second trait is being: Forward Looking Five Leadership Traits

85 Slide 85 The third trait is: Competency Five Leadership Traits

86 Slide 86 The fourth trait is: Inspiration Five Leadership Traits

87 Slide 87 The fifth trait is: Intelligence Five Leadership Traits

88 Slide 88 Again, in summary: Honesty Forward-looking Competent Inspiring Intelligent. Five Leadership Traits

89 Slide 89 Look for these traits in persons in your own organization. They are the ones with the potential to be future leaders! Look for theTraits

90 Slide 90 Identify the “Rising Stars” in your organization

91 Slide 91 Once you identify those with the potential, support them. Make sure they have the tools and environment they can flourish in. Encourage continuing development and education. Rising Stars

92 Slide 92 Take a chance on them! Give them some responsibility and see how they do. Listen to them. They want to be part of the decision-making team. Rising Stars

93 Slide 93 It’s not the time to stick your head in the sand…

94 Slide 94 It’s part of our responsibility to deal with the present and prepare for the future

95 Slide 95 Thank you.

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