listening, learning, leading: valerie mitchell
DESCRIPTION
Listening, Learning, Leading Valerie Mitchell presented a very thought-provoking “Listening, Learning, Leading” session at the APM 2014 National Conference for Women in Project Management. In her role as Head of Games Workforce, Glasgow 2014 Limited, Valerie Mitchell led Glasgow 2014’s Games Workforce Department and was responsible for the team of 15,000 volunteers as well as workforce planning for paid staff, contractors and volunteers, workforce services, recruitment, training and uniforms.TRANSCRIPT
Valerie MitchellHead of Games Workforce: Glasgow 2014
Women in Project Management21 Anniversary Seminar
Talking Points
About Me
My Professional BackgroundI’ve been lucky to be involved in the management of a number of projects but actually started life as a teacher!
My Interest in SportI’ve always been interested in sport, I’m a big football fan and I coached the Scottish Ladies Basketball team.
My FamilyI’ve got two young children (a boy and a girl) and keeping on top of them is every bit as challenging as delivering the Games!
Why Glasgow 2014I love sport and I’m a proud Glaswegian – the chance to be part of the Games was something I jumped at!
The Role of Games Workforce
Planning and Operations―Responsible for calculating ‘Games Time’ headcount by establishing demand for paid staff, clyde-siders and contractors through a sequence of reviews over a two year period.―Provision of a full range of venue-based workforce services at Games Time.
Games Workforce Services―Communication and engagement with clyde-siders/Workforce via various web-based channels – including management of our Volunteer and Contact Centres.―Co-ordination/management of key technology including the Games Management System.―Scheduling of invitations to interviews, training & Uniform Collection. ―Ultimate ownership of the scheduling/rostering of Workforce.
“Delivering an appropriately skilled team, at the right time, place and in the right ‘gear’.”
Core Functions
The Role of Games Workforce
Volunteer Recruitment―Delivery of the frontrunner pre-Games volunteer programme. ―Recruitment of 15,000 clyde-siders from a pool of 50,000 candidates. ―Completion of 20,000+ clyde-sider interviews within an eight month period.―Management of Lead 2014 programme―Ownership of weward and recognition programmes for clyde-siders and paid staff
Games Workforce Training―Designs all common elements of training, supporting material and E-learning. Including:
o Orientation Trainingo Role Specific Trainingo Venue Specific Trainingo Event Leadership Training
The Role of Games Workforce
Uniforms―Responsible for providing uniforms for the following groups:
o Paid Staffo clyde-siderso Technical Officialso Medal Bearers
Delivering the Games Workforce
Key Elements of the Glasgow 2014 Approach―Robust Strategic Planning―Translation of Strategy into Operational Planning―Risk Management Protocols―Change Control―Reporting and Review
Listening
Creating the Games Workforce Team―The success of any project and project manager hinges on the team.―Core values in Workforce:
Trust Respect Honesty Decisiveness Humour Determination Ownership Courage
I’ve carefully recruited a team of people I can rely on to deliver results; under close public and media scrutiny and against fierce timelines.
Listening
Creating the Games Workforce Team
Neil CampionGeneral Manager, Volunteer Recruitment
Nanine ArtupGeneral Manager, Workforce Planning and Operations
Stuart CoyleGeneral Manager, Games Workforce Training
Tony WilsonGeneral Manager, Games Workforce Services
Susan NorrisGeneral Manager, Uniforms
Learning
Building the clyde-sider programme:Engagement with subject matter experts and partner organisations was critical to the development of the clyde-sider programme.―Scottish & UK Government―Glasgow City Council―Other public bodies (for example the NHS)―Volunteering organisations―Sponsor Organisations―Private Industry―The General Public―Press and Broadcast Media―London 2012 (LOCOG)
Learning
Building the clyde-sider programme:
It was important to create a space where the knowledge from across these groups could be shared. ―Games Workforce established the Glasgow 2014 Volunteer Advisory Group and Volunteer Strategic Forum to support the programme and provide guidance during the planning phase. ―In addition strong links with LOCOG and observation opportunities gave us a real time understanding of challenges and solutions.―Detailed research on attitudes to volunteering in Scotland, completed in 2012, underpinned our planning and informed our expectations.
Leading
―This quote sums up the Glasgow 2014 and my own approach to leadership. ―The Games and the clyde-sider programme are too big to micro manage.―Success has been built on getting the right people, in the right roles and giving them the freedom to perform.―I’m incredibly proud of the results and the people behind them.
Trust your people. You need to encourage them and
empower them to do the best work of their lives David GrevembergChief Executive – Glasgow 2014 Limited
The Outcome(s)
Glasgow 2014 has been a resounding success.The clyde-sider programme has been one of the Games’ central themes. clyde-siders have been a source of inspiration across the Commonwealth. There is huge personal and professional satisfaction for my team and I but a touch of sadness too that it’s all over.o 50,000+ Applicationso 8 Months of interviewso 4 months of trainingo 3 months of Uniform and Accreditation fulfillmento 13,000+ clyde-siderso 17 sports, 13 venues, one dream team!
Your Questions
Q+A
When it All Comes Together…
This presentation was delivered at an APM event
To find out more about upcoming events please visit
our website www.apm.org.uk/events