Laying a Foundation A Gathering of CASFAA Financial
- Slides: 74
Laying a Foundation: A Gathering of CASFAA Financial Aid Leadership for the Seasoned Professional Designed Exclusively for the 2008 CASFAA Executive Training Forum Terry D. Everson Consulting
Session 1 Strategic Planning: Laying the Foundation
Personal Learning Journal Initial Learning Objectives A training program is like a communication situation in one important way: If you are clear about what you want or need, and you are willing to ask for it, you are more likely to get it. In the space below, write down what you want or need from this training program. ______________________________________
Ah-Ha’s Activity Responsible Person Key Dates
Program Agenda-Sessions 1 -2 n n n Welcome / Introductions / Overview Visioning and Strategic Planning: Putting It All Together n Definition n How the pieces fit n Templates to consider Leadership: What We All Need, What We All Want n The “Ohio” Model n A look in the mirror n Taking it to the next step n Lessons from the leaders
Program Agenda-Sessions 3 -4 n n Change Management: Your Role, Your Challenge n Why people resist n Understand your impact n Sacred cows make the best steaks Team. Work n Rules according to Betty n What I bring to the Plate - Lessons - Stages
Program Agenda-Session 5 n n Staff Motivation and Executive Communication n 3 Major theories: Compare and Contrast n Get creative n Do unto others n Listener’s viewpoint n Emotion and logic/reason: A five-step approach to staff communication Action Items / Next Steps
Session 1 Agenda n Visioning and Strategic Planning: Putting It All Together n Definition n How the pieces fit n Templates to consider n Action Planning
Strategic Planning n Executive Activity n Managerial Activity n Operational Activity
It Ain’t Rocket Science n Why n n What n n Vision Core Values Mission Statement CFSs Who, When, How n n KPIs and Goals Strategies / Action Plans
Organizational Terms to consider Term Issues Involved Core Values Qualify of life, meaning of work, ethics, values Vision Long term look into the future Mission Reason for existence Objectives Goals Process Role/Job Skills/Task Resource Critical Success Factors (CSFs) Key Performance Indicators (KPIs) Work planning, continuous improvement Responsibilities, functions, relationships Duties, activities, behavior Equipment, tools, materials
Vision Values Organization Mission Statement Organization’s Strategic Objectives Annual Measurable Organizational Goals Department Mission Department’s Critical Success Factors Key Performance Indicators and Annual Goals Key Performance Indicators and Annual Goals
Steps In The Process Normal Approach Our Approach n Vision n n Mission n Critical Success Factors (CSFs) n Key Performance Indicators (KPIs) and FY Goals n n Strategies Vision CSFs n KPIs and Annual Goals n Mission n Strategies
Making It Personal Statement of Employee Goals Employee: ________Department_____ Appraised by: _________Date_______ KPIs Performance Standard (Goal) To Be Met By (Date)
There Is A “Me” In Team Summary of Departmental Goals Department: _______Manager ________ Period: _________to____________ KPI Performance Standard (Goal) Responsible Employee To Be Met By (Date)
Action Planning Worksheet I will do what? By when? Action Date Signed__________ Date______ 9/25/2020
Contact Information Terry D. Everson Chief Training Officer and Executive Coach Everson Consulting 807 Sunrise Bay Waunakee, WI 53597 everson. consulting@gmail. com www. Everson-Consulting. com (c) 608 -225 -3762 linkedin 9/25/2020
Laying a Foundation: A Gathering of CASFAA Financial Aid Leadership for the Seasoned Professional Designed Exclusively for the 2008 CASFAA Executive Training Forum Terry D. Everson Consulting
Session 2 Advanced Leadership
Personal Learning Journal Initial Learning Objectives A training program is like a communication situation in one important way: If you are clear about what you want or need, and you are willing to ask for it, you are more likely to get it. In the space below, write down what you want or need from this training program. ______________________________________
Ah-Ha’s Activity Responsible Person Key Dates
Session 2 Agenda n n Welcome / Introductions / Overview Leadership: What We All Need, What We All Want n The “Ohio” Model n A look in the mirror n Taking it to the next step n Lessons from the leaders
Leadership Defined n Manager: n Leader:
The Cornerstones Of Leadership n Be A Role Model n Build A Shared Vision n Challenge Your Processes n Enable Others n Remember Your Heart
What Goes Into Leadership? n See The “Big Picture” n Achieve Your Maximum Potential n Know Your Personal And Organizational Paradigms n Build A Shared Vision n Create A Learning Environment
Ohio: The Home of The Leadership Movement 9/25/2020
A Day-to-Day Look Need-Based Management
Employees Tasks Need-Based Leadership Assessment Step 1: Identify all employees you directly supervise (you are responsible for their performance). Step 2: Identify some of the tasks these employees perform. Step 3: For each employee, review the job tasks they perform and place an “X” in the corresponding box. 9/25/2020 Step 4: For each “X”, rate the person based on their ability to perform that particular task (1+Low to 4+ High)
Need-Based Leadership Assessment IV 9/25/2020 III II I
Delegating Level 4 Cooperating Level 3 Convincing Level 2 9/25/2020 Instructing Level 1
NBL Template Employment Skill Level to Individual Tasks High Has task mastered – has accepted responsibility and authority for task completion – identifies with corporate goals – wants freedom to act – independence – wants total authority – may ask or volunteer to take on similar tasks – may help others – totally comfortable with task Wants to be involved – wants input to decisions – wants input to goal setting – identifies with departmental and personal goals – wants to be rewarded for tasks well done – needs interactive involvement – assumes more responsibility and authority – self-directed May challenge authority – concerned with personal goals – still learning task – questions – may revert to preferred past habits – gaining confidence Low New to task – inexperienced – insecure – afraid – needs direction – open to suggestions Delegating Level 4 Management Activity Provides resources – encourages creativity – allows/encourages independence – communicates corporate goals – monitors end results – delegates authority and responsibility with tasks Cooperating Level 3 Convincing Level 2 Instructing Level 1 Encourages joint/group involvement – jointly sets departmental goals – combines efforts – questions and answers Regularly checks performance – gives proof – corrects – stresses results – uses positive feedback – assists with tasks – stresses whys Tells what, how, when, where, why of tasks – explains – shows – repetition – reinforcement – save face
Action Planning Worksheet I will do what? By when? Action Date Signed__________ Date______ 9/25/2020
Contact Information Terry D. Everson Chief Training Officer and Executive Coach Everson Consulting 807 Sunrise Bay Waunakee, WI 53597 everson. consulting@gmail. com www. Everson-Consulting. com (c) 608 -225 -3762 linkedin 9/25/2020
Laying a Foundation: A Gathering of CASFAA Financial Aid Leadership for the Seasoned Professional Designed Exclusively for the 2008 CASFAA Executive Training Forum Terry D. Everson Consulting
Session 3 The Challenge of Change – Managing Change
Personal Learning Journal Initial Learning Objectives A training program is like a communication situation in one important way: If you are clear about what you want or need, and you are willing to ask for it, you are more likely to get it. In the space below, write down what you want or need from this training program. ______________________________________
Ah-Ha’s Activity Responsible Person Key Dates
Session 3 Agenda n Why people resist n Understand your impact n A Life cycle of change n Sacred cows make the best steaks n Action planning
Managing Change: The Next Great Oxymoron? n n It Will Just Happen Our Role Is To Define The Opportunities And Lead The Implementation
Why People Resist Changes n H n F n LOI
You And Your Staff n Pioneers: n Settlers: n Wagon Masters:
We Need To Be Ready To “Sell” n Benefits n Features n Matching The Tools To The Situation
Life Cycle Of Change C Settlers (SJ’s) Success C B Pioneers Settlers (SJ’s) D (SP’s) (NT’s) D (SP’s) B Pioneers (NT’s) B Pioneers A (NT’s) Phase A: No data, unclear direction, few boundaries. Need to clarify rules. False starts and failures gives the box its shape. Phase B: High energy, play the game, bend the rules. Time Phase C: The processes are stabilized. Phase D
Your Role In Leading The Change n n n Accept Responsibility For Potential Damage Done To Staff You Can’t Over-communicate Seek Out The Bad News Be Inclusive Try Lots Of Stuff, Keep What Works Hey, Let’s Have A Funeral
The Stages Of Change And The Grieving Cycle n Recent Passing n Stages We Experienced n A Recent Change n The Stages We Experienced
Action Planning Worksheet I will do what? By when? Action Date Signed__________ Date______ 9/25/2020
Contact Information Terry D. Everson Chief Training Officer and Executive Coach Everson Consulting 807 Sunrise Bay Waunakee, WI 53597 everson. consulting@gmail. com www. Everson-Consulting. com (c) 608 -225 -3762 linkedin 9/25/2020
Laying a Foundation: A Gathering of CASFAA Financial Aid Leadership for the Seasoned Professional Designed Exclusively for the 2008 CASFAA Executive Training Forum Terry D. Everson Consulting
Session 4 Team Work: The Secret to Success
Personal Learning Journal Initial Learning Objectives A training program is like a communication situation in one important way: If you are clear about what you want or need, and you are willing to ask for it, you are more likely to get it. In the space below, write down what you want or need from this training program. ______________________________________
Ah-Ha’s Activity Responsible Person Key Dates
Session 4 Agenda n n Team. Work n Why Even Worry? n What I Bring n Lessions n Stages Action Items / Next Steps
Preference Outgoing Private H M L M H Practical Creative H M L M H Analytical Beliefs H M L M H Structured Flexible H M L M H
Customer Service: The Reason We Are Here n The Customer Isn’t Always Right n Do Unto Others Revisited n n It’s not my job!!!
The Dodger’s of FA n n n Take Personal Pride Like vs. Respect I’ve Got Your Back The Customer Manny being Manny
Personal Lessons from Betty Harrigan n n n n Rules Are Our Friends Players Have Positions Camaraderie Can Be Fun Don’t Talk Back To The Coach You Can’t Win Them All Take Defeat In Stride Nobody is Perfect, Not Even You Competition is the Prize; Keeping Score Tells Us Who Wins
4 Stages of Team Development B B
It’s Your Call n Choices & Consequences n Pick Your Battles n Agree to Disagree n Taking It To The Top n One Band – One Sound
Action Planning Worksheet I will do what? By when? Action Date Signed__________ Date______ 9/25/2020
Contact Information Terry D. Everson Chief Training Officer and Executive Coach Everson Consulting 807 Sunrise Bay Waunakee, WI 53597 everson. consulting@gmail. com www. Everson-Consulting. com (c) 608 -225 -3762 linkedin 9/25/2020
Laying a Foundation: A Gathering of CASFAA Financial Aid Leadership for the Seasoned Professional Designed Exclusively for the 2008 CASFAA Executive Training Forum Terry D. Everson Consulting
Session 5 Executive Communication and Motivation
Personal Learning Journal Initial Learning Objectives A training program is like a communication situation in one important way: If you are clear about what you want or need, and you are willing to ask for it, you are more likely to get it. In the space below, write down what you want or need from this training program. ______________________________________
Ah-Ha’s Activity Responsible Person Key Dates
Session 5 Agenda n Staff Motivation and Communication n 3 Major theories: Compare and Contrast n Get creative n Do unto others n Listener’s viewpoint n Emotion and logic/reason: A five-step approach to staff communication n Action Planning
Ah Ha’s Of Life And A Truth Debunked
#1: Motivation, Communication, And Your Team n Bad News n Good News
3 Common Theories Maslow Herzberg S M Mc. Clelland n n n
Maybe Herbie Was Right n My Job n Tough and Tender n It’s a Miracle
The Golden Rule Revisited Do Unto Others
The Listener’s Viewpoint n n n n I Am Important And Want To Be Respected I Want My Viewpoint Considered Will Your Idea Help Me And Give Me What I Want? What is Your Idea? What Are The Facts? What Is Best To Do? I Approve
Communication Planning Worksheet Intended Audience: Status on your emotional bank account (+ or -) 2) Your idea, plan, suggestion (just the facts). 1) Describe the present situation (who, what, where, when, how) 3) Resulting difficulties, problems, and “losses” to the listener from the present situation. Logic/Reason 4) Resulting advantages, plusses and “benefits” to the listener from the new way of doing things. Emotion Objective of Listener your Idea/Plan/Suggestion can address:
Action Planning Worksheet I will do what? By when? Action Date Signed__________ Date______ 9/25/2020
Contact Information Terry D. Everson Chief Training Officer and Executive Coach Everson Consulting 807 Sunrise Bay Waunakee, WI 53597 everson. consulting@gmail. com www. Everson-Consulting. com (c) 608 -225 -3762 linkedin 9/25/2020
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