1. 1 A Service of the Children’s Bureau Welcome to the Leadership Academy for Supervisors Learning Network LEADING for RESULTS

2. Purpose of Session  Reinforce the learning from the Leading for Results Module  Interact with your peers  Opportunity to discuss your results oriented culture & your Change Initiatives

3. Elluminate Features- Reminders  Chat: Technical and Content Questions  Hand Raise: To Respond or Obtain the Microphone  Microphone: To speak with each other/Report out  Emoticons: Feedback for facilitators  Step Away: Temporarily leave the session

4. LEADING for RESULTS REVIEW

5. Leading for Results Review  Creating and sustaining an organizational culture of results  Logic model  Measurement strategy  Personal learning plan

6. Leading for Results Review Importance of a Results Oriented Culture  Drivers: data systems, facilitative administration, collaborating to secure resources  Skill building: using data and performance reports

7. Leading for Results Review Interpreting Child Welfare Data  Focused on outcomes  What changed?  Informed consumers of data  Definition/calculation of outcomes, indicators, measures

8. Leading for Results Review Agency Performance Reports  Architects of effective reporting systems  Agency priorities  Timely  Drill down!

9. Leading for Results Review Results Oriented Culture: Supervisor’s Role  Open, non-blaming learning environment  Routine discussion of data  Achievements are celebrated  Team-based improvement planning

10. Leading for Results Review Data informs management action:  Information & knowledge  Problem solving process Poor performance Possible causes Test assumptions Select action  Productive follow up work

11. Leading for Results Review Measurement Strategy: Logic Model  Program improvement planning  Logical connections Resources Actions Outputs Results

12. Leading for Results Review Measurement Strategy  The HOW  The WHAT  Performance measures and indicators

13. Leading for Results Review  Performance or quality improvement cycle  Identifying improvement opportunities  Selecting actions  Defining measures  Implementing plans  Monitoring performance

14. Peer Conversation  What thoughts did you have when applying the “7 Steps to a Results Oriented Culture” to your own work unit/agency?  What was your experience of creating your logic model and measurement strategy for your change initiatives?

15. Peer Conversation Agenda  Introductions  How long is your commute (in miles) from home to your office? (Longest=Facilitator/Reporter)  What thoughts did you have when applying the “7 Steps to a Results Oriented Culture” to your own work unit/agency?  What was your experience of creating your logic model and measurement strategy for your change initiatives?

16. Report Out! Themes What did you make note of during your discussion on: Creating a results oriented culture Logic models Strategies for measuring the change initiatives

17. What’s Next?  Leading Change  Leadership Academy for Supervisors Learning Network (LASLN)  Peer Networks

18. Thank-You!

19. Feedback Please!  Click on corresponding emoticon to let us know how today’s session worked for you.  We are open to your suggestions. Please use CHAT to let us know what went well and what might work better for you.