mid-atlantic congress for pastoral leaders presentation...
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Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 1
Michael BroughMid-Atlantic Congress, March 9, 2012
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That participants will:
! Understand the impact of employee engagement in the ministerial workplace
! Understand the role of leadership development in promoting a flourishing school team
! Be able to identify six elements of a successful leadership development program
! Be able to identity strategies for creating a culture of accountability in their school in the area of performance development.
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 2
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National Federation of Priests Councils
National Association of Church Personnel Administrators
National Leadership Roundtable on Church Management
With the Center for Creative Leadership
All slides, copyright, © 2012
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“In a comprehensive personnel system, this area [Evaluation and Feedback] addresses regular performance appraisals, as a part of ministerial workplace practice, that provide a formal opportunity for every individual minister to reflect on his or her own performance and get feedback from a supervisor and that may include the views of colleagues and those served. Appraisal and feedback is most effective when conducted in the context of the mission of the parish or diocese. Documentation of honest and constructive feedback about deficiencies and subsequent steps for improvement is important, as is both formal and informal recognition of generous, Christ-centered, and effective service.”
Co-Workers in the Vineyard of the Lord
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 3
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“Those who minister in the name of the Churchare called to grow in the likeness of Jesus so that our ministry can more accurately reflect
his life and communicate his message.”
We understand and appreciate the meaning and purpose of our ministry as we exercise it and as we reflect upon our words, actions and effectiveness
John 13:1-15
6© Hewitt Associates, www.hewitt.com, Employee Engagement: Insights into why it matters and what you can do about it by Raymond Baumruk and Ted Marusarz, 2004
Ministerial Workplace
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 4
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1. Purposeful selection of talent2. Meaningful work3. Clear work impact4. Inspired leadership5. Continuous learning and development6. A sense of community7. Results-based recognition and rewards
Hewitt Associates, www.hewitt.com
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! How well are you doing as a pastoral leader?! What leadership competencies do Catholic
school principals require?! How do we encourage accountability for the
ongoing formation of Catholic teachers?! How can young teachers learn how to become
good administrators?! How can we capitalize on opportunities at hand
in every day work and ministry situations?! How can you tell the leadership strengths and
development needs of your school team?
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 5
9 !2010 Center for Creative Leadership. All rights reserved.
The Need for Leadership Development
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“The fear of not looking good is one of the greatest enemies of learning.
To learn, we need to acknowledge that there is something we don’t know,
and to perform activities that we’re not good at.”
Peter SengeThe Fifth Discipline
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 6
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1. Leading Others
2. Leading the Organization
3. Leading Yourself
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Opportunity for school leaders to:•gain insight into their leadership performance
•work with a facilitator / mentor / coach to integrate into education ministry
• identify actions to take to support ongoing formation and develop a plan
360 Feedback Tool = Vehicle
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 7
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Is
A systematic way of collecting multiple people’s opinions about behaviors
Assessment
A spring board for creating a development plan
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Raters
Superior
Peers
OthersDirect Reports
Supervisor
•You choose your raters
•Except for supervisor/ superior all feedback is anonymous
•Feedback reports are strictly confidential
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 8
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! Increases self-awareness! Confirms known strengths and development
needs! Highlights blind spots and unrecognized
strengths! Focuses on behaviors that can be modified! Based on 25 years of research
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An organization has a development orientation if:
1. Senior managers participate in the development process
2. Success planning is taken seriously
3. Superiors and supervisors are held accountable
4. All employees have development tasks
5. Mistakes are treated as learning opportunities
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 9
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1. Orientation
2. Identifying Competencies
3. Gathering Feedback Data
4. Interpreting Feedback
5. Creating a Development Plan
6. Coaching, Support and Resources
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Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 10
19 !2010 Center for Creative Leadership. All rights reserved.
20
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 11
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Assessment
ChallengeSupport
GROWTH
Diocesan Context
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! Context setting and positioning within diocese / organization is critical• Expectations, Ownership, Accountability
! Need for integration with other HR Systems and Ongoing Formation process
! Need for awareness-raising / education for participant, raters and supervisors
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 12
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! Pastoral Leadership Competencies From:! Pastores Dabo Vobis! The Basic Plan for the Ongoing Formation of Priests! In Fulfillment of Their Mission: The Duties and Tasks of a
Roman Catholic Priest! Co-Workers in the Vineyard of the Lord! National Certification Standards for Lay Ecclesial Ministers
! Created Two Competency Models• One for Lay, one for Ordained• Validated with broad audience
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 13
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! 13 leadership competencies with 81 specific behaviors• Communication• Managing Conflict/Negotiation• Listening• Brings Out Best in People• Influencing, Leadership• Seeks to Learn
! Ministerial Competencies – Focus on Ministerial Identity and Role: Person of Faith and Minister of the Church
! Open-ended Questions – Focus on Effective Ministry
• Selecting/Developing People
• Inspiring Commitment• Planning and Goal Setting• Openness, Flexibility• Time Management
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Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 14
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“I have some good news and some bad news.You are honest, kind and smart…but you are perceivedto be sneaky, cruel and dumb.”
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“While perceptions may not be the ultimate truth, they are what people use to make decisions.”
Breaking the Glass Ceiling
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 15
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! Who to ask for it?! When to ask for it?! How to ask for it?! How to use it?
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Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 16
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“Criticism is hard to take, especially from a friend, a family member, or a total stranger.”
Franklin P. Jones
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! Feedback is not the complete truth! Feedback is a snapshot! Feedback is data! You are the expert about you – context
matters! Two common mistakes: agree or disagree too
quickly
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 17
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Developmental Planning RoadmapAnalyze Results
Define Development
Goal
Integrate
Strategies
Strategy 1
New Position
Strategy 2
Existing Position: Current or New
Challenges
Strategy 3
Ongoing Feedback
Incorporate Effective Learning
Tactics
Seek Feedback and Support for Plan
Implement
Plan
Strategy 4
Mentors and Coaches
Strategy 5
Training and Reading
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 18
35
1. Identify your strengths and development needs! Confirmed strengths! Unrecognized strengths! Confirmed development needs! Unrecognized development needs
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2. Prioritize your data! How important is this area in my current
school ministry?! What challenges will I face in my school
leadership over the next year or two?! How will developing in this area enable me to
meet those challenges more effectively! Is it worth the time and effort it will take to
change in this area?! How motivated am I to develop in this area?
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 19
37
3. Identify and articulate your goals! Set 2 or 3 goals with observable outcomes! Choose goals that are important to you and
that you can commit to accomplishing! Goals should be clear, specific and
assessable
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4. Create an individual leadership development planInclude:
! Goal! Time frame for completion! Action Steps! Expected outcomes! Trade-offs
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 20
39
5. Follow Through! Receiving and responding to ongoing
feedback! Staying on track
! Set a date for review! Make an appointment with a supervisor
or superior
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Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 21
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Create developmental relationshipsThese relationships should represent one of three functions:
! Assessment (ongoing feedback)! Challenge (to push you beyond your
normal comfort zone)! Support (both ministry support and
personal support)
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! “Development in Place”! Diocesan Formation Programs! Catholic Colleges, Universities, Seminaries! National organizations
!NFPC, NACPA, NCEA, ! Websites
!TheLeadershipRoundtable.org!ChurchEpedia.org!CatholicStandardsForum.org!CatholicPastor.org
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 22
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“Central to our understanding of stewardship and development is the concept of accountability. Dioceses, parishes, schools, and other church-related organizations that seek to develop urgently needed human and financial resources need to show that their programs and services truly “make a difference” in meeting the spiritual, educational, and social needs of the people they serve.
… This is a basic requirement of stewardship and development—to render an account of the organization’s use of the time, talent, and treasure entrusted to its care.”
Stewardship: A Disciple’s ResponseUS Bishops’ Pastoral Letter on Stewardship, USCCB, 1993
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 23
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TimeTalent
Treasureand
TRUST
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Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 24
47
o Clarify the organization commitment to leadership development
o Elicit senior management (diocesan) supporto Identify the audienceo Select the assessment toolo Conduct the 360" assessmento Conduct feedback program o Support development planningo Provide ongoing coachingo Evaluate the process
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! How well are you doing as a pastoral leader?! What leadership competencies do Catholic
school principals require?! How do we encourage accountability for the
ongoing formation of Catholic teachers?! How can young teachers learn how to become
good administrators?! How can we capitalize on opportunities at hand
in every day work and ministry situations?! How can you tell the leadership strengths and
development needs of your school team?
Mid-Atlantic Congress for Pastoral LeadersBaltimore, March 8-10, 2012
PresentationMichael Brough
Leadership Roundtable
© 2012, All Rights Reserved 25
49
Contact:Michael Brough
Web Resources:TheLeadershipRoundtable.org