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Design/Build a Leadership Journey

APWA Congress and ExpositionMonday, August 18, 20082:00 p.m. – 2:50 p.m.

Presenter - Mitch Zamojc P. Eng., Commissioner Environment, Transportation and

Planning Services

Regional Municipality of PeelBrampton, Ontario, Canada

Workshop Overview

q About ETPSq Planning the Leadership Journeyq Components of the Journeyq Evaluation Resultsq Continuing the Journey

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One of the largest ETPS departments in CanadaIndustry leader in…

• 10 year capital budget of 3.5 billion dollars

Water treatment and efficiency

Wastewater treatment

Waste management

Roads

Transportation

Planning

• 1,000 employees, 10 work sites

The Community We Serve

• Peel Region

• 1. 2 million population

• Second fastest growing urban centre in Canada

• 24,000 new residents each year

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Our NeedsTo improve in:

þ Staff development and empowerment þ Enhanced coaching and communicationþ Greater clarity of roles and responsibilities þ Enhanced planning þ Increased decision making at all levelsþ Increased accountabilityþ Secure a larger talent pool for succession

Our Solution

To develop leaders at every level who inspire, foster collaboration and turn our department objectives into ACTION!

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To create a path of leadership development that all can follow!

Components

• 360 degree assessment tool • Individual professional coaching• Mandatory leadership workshops• Lunch and learns• Monthly resources, e-mail tips• Management team meetings with leadership

themes

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138 Participants

Phase 1 - 2006 and 2007Commissioner

5 directors20 managers

Phase 2 - 200769 supervisors and forepersons

Phase 3 - 2008 13 managers and 5 directors

25 supervisors starting

Measurement

1. Workshop evaluations2. Participant surveys one year into the Journey3. Re-administer 360 degree assessment after 2

years4. Positive changes in performance ratings in one

year5. Employee satisfaction survey results

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Management Team ’s 360° Assessment

Key Leadership Skills - Self Assessment

5.00 5.20 5.40 5.60 5.80 6.00 6.20

Makes decisions that effectively resolveissues

Establishes work plans

Assesses progress against goals

Achieves the desired results whiledemonstrating Regional Values

Provides feedback to others to improvetheir performance

Coaches others to develop the skillsthey need

Listen effectively to others

Defines roles clearly

Gives team members the authority theyneed to complete their work

Links long-range objectives to dailywork activities

After Journey - 2008

Before Journey -2006

Management Team ’s 360° Assessment

Key Leadership Skills - Observer's Assessment

5.00 5.20 5.40 5.60 5.80 6.00 6.20

Makes decisions that effectivelyresolve issues

Establishes work plans

Assesses progress against goals

Achieves the desired results whiledemonstrating Regional Values

Provides feedback to others toimprove their performance

Coaches others to develop theskills they need

Listen effectively to others

Defines roles clearly

Gives team members the authoritythey need to complete their work

Links long-range objectives todaily work activities

After Journey - 2008

Before Journey -2006

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Improvements in the Workplace

Employee Satisfaction Survey Results

0 1 2 3 4 5 6 7 8

Managers/ directors live by the 5regional values

Managers/ directors are genuinelyinterested in the well being of their

employees

Managers and directors do a good jobof sharing information with employees

The Region offers me development andlearning opptuniteis that are relevant to

my work and interests

The Region offers me sufficientopportunity for advancement

The right information gets to the rightpeople at the right time

Slow decision making by managementprevents me from doing my job well

Rating

2005

2006

2007

Improvements in the Workplace

Employee Satisfaction Survey Results - 2006Corporation Results versus Departmental Results

0 1 2 3 4 5 6 7 8 9

The right information gets to the right people at the right time

Slow decision making by management prevents me from doing my job well

Managers and directors do a good job of sharing information with employees

The Region offers me sufficient opportunity for advancement

Managers/ directors are genuinely interested in the well being of theiremployees

Managers/ directors live by the 5 regional values

The Region offers me development and learning opportunities that arerelevant to my work and interests

My supervisors treats me fairly

I have a good working relationship with my supervisor

Average Rating

Corporation

ETPS

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Improvements in Performance Appraisals

a. People Management - 32% of management team moved up in ratingb. Communication - 36% of management team moved up in rating c. Team work / team development - 32% of management team moved up

in rating

Management Teams' Performance Rating 2006 - 2007

33%

67%

Improved PA Ratings

Remained the same -PA Rating

Performance Appraisal CommentsHe/She………….

“ Exemplified leadership by performing consistently above the expectation and make positive contributions to the division, department and the corporation. “

“ Has passion for the job, staff, a strong vision of where the division is to go in the future and a strong commitment to Peel.”

“ Open to organization review and is providing excellent feedback and support when looking at opportunities for divisional and department refinement. ”

“ Showing a high level of professionalism under very frustrat ing circumstances. ”

“ Working to assist staff to prioritize projects.”

“ Has empowered staff to resolve issues, thus allowing time to contribute on a strategic level.“

“ Can set strong, progressive leadership objectives for the section / division and deliver on them.”

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Success Factors

ü Full commitment from the topü Strong assessment componentü All management team is learning togetherü Participation is mandatoryü Customized to Public Worksü Personal and confidential coachingü Dedicated department project managerü Solid marketing and ongoing

communication

Continuing the Journey

1. Leadership pledge

2. Project managers’ stream

3. Frontline staff stream

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A workbook for planning your career in ETPS

Self assessment tool360 degree preOne on one coaching

360 degree pre and postOne on one coaching

Assessment

Customer serviceMoving into management

Conflict Presentation skills

CommunicationNegotiation

Taking chargeCustomer service

Stakeholder management

ChangeCore skills of supervisionCoachingConflicts

Managing unionized staff

Performance appraisals

ChangeLeadership competenciesPerformance ManagementCoaching for Excellence

Strategic planningTime management

Sessions

Frontline staffProject ManagersFrontline LeadersSenior LeadersGroups

Stream 4 Stream 3Stream 2Stream 1

The Journey Experience

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Thank You

For further information: Contact: LeeAnn Lloyd

Project Manager, Strategic ServicesOffice of the Commissioner:

Email: LeeAnn.Lloyd@peelregion.ca(905) 791-7800 ext. 4210

Leadership Program Resources Public Works Congress & Exposition 2008 Workshop – Design/Build a Leadership Culture Monday, August 18, 2008 2:00 p.m. – 2:50 p.m. Presenter: Mitch D. Zamojc, Commissioner, Regional Municipality of Peel, Brampton, ON http://www.peelregion.ca/pw/other/leadership-journey/