1. Talent Development Contra Costa Local Government Leadership Academy
Talent Development and Coaching
Branding Your Talent
June 15, 2017
Eileen Beaudry
Director CCLGLA

2. Agenda for Today Community Facilities Districts Dry Run
Ted.com Video: Amy Cuddy
Talent Development / Slides + Exercise
Development Conversations / Demo + Critique
Practice Round
Marijuana Tax Dry Run
Guest Speaker: Greg Larson, Getting the Job You Want
Reaction Panel
Team Meetings

3. Three Reactors for Today
What resonated
with me?

4. Team Project Run Through
Volunteer Timekeeper
20 Minute Presentation

5. Team Project Dry Run Presentation (15-20 minutes)
Q & A (10 minutes) Class, then Exec Spon.
******************************************************
Suggestions for FINAL pres. to CM Assoc. (10 mins)
Class, then Exec Spon.

6. Talent Development
As a leader, why focus on talent development?

7. Why Focus on Talent Development?
Our biggest investment is in human capital—talent development is way of achieving bigger ROI
Human resources are only
“expandable” resource
The big adaptive challenges cannot be solved solely by top mgmt.

8. Becoming a Great Coach
How to conduct a development conversation

9. “A Supportive Person in My Life”
Go to worksheet
Complete worksheet individually
Share in pairs
Report out and identify themes in large group
Themes?

10. Development Conversation
A development conversation is an informal discussion with your boss, colleague or friend that provides an opportunity for you to explore your hopes & dreams, receive feedback
& enlist support or assistance

11. Premises of Development Conversations
Goal: Accelerating Everyone’s Development
The Employee’s Responsibility
The Agency’s Responsibility
The Role of Supervisors & Managers

12. Premises (con’t) Difference Between Mentoring & Coaching
Who Can Serve as a Coach?
A Focus on Hopes & Dreams
Difference Between Development Conversation & Performance Review
Incorporating Development Conversations into Everyday Work

13. The Coaching Model* Ask “What are your hopes and dreams?”
Focus on hopes and dreams, not challenges or problems
Probe what truly interests the person and most importantly why
*Developed by Don Maruska, Director, Cal-ICMA Coaching Program

14. The Coaching Model Uncover the real issues
What stands between the person where he or she want to be?
What issues or obstacles
need attention?
Actively listen and paraphrase what you hear to help the person identify key issues

15. The Coaching Model Explore options What choices does the person see?
What other options can you offer? (“Have you considered. . .”)
Choices encourage and empower people

16. The Coaching Model Share stories or experiences
Stories are most powerful way to communicate
“May I share a story or experience?”
“Who do you know has fulfilled a similar dream?”

17. The Coaching Model Hold a big vision for the other person
People sometimes hold them-
selves back so you can serve
as a catalyst
Ask “What would be a big leap
to get there or achieve your
hope?”
Ask “Have you thought about
_____ (a big leap) to get
there?”

18. The Coaching Model Invite action
“I’d like to invite you to consider _____ (whatever action seems appropriate)”
You’re not telling the person what to do but you’re giving them something to which they can react
Leave the choice to them

19. The Coaching Model Build a “dream team”
Ask “Who can help you realize your dream?”
Ask “Would you be willing to approach _____?”

20. The Coaching Model 8. Anticipate success
Ask “By when would you like to ‘declare victory’ and achieve your dream?”

21. Critique of the Coach In conducting the development conversation. . .
What did Eileen do well?
How could Eileen have done better?

22. Practicing a Development Conversation
Select role as coach or coachee
Coach leads conversation based on model
25 minutes to conclude conversation

23. Feedback or Observations
What did you like about your development conversation?
What was difficult or felt uncomfortable?
What did you believe
were the outcomes?
a. For the individual coached
b. For the coach

24. Accelerating Development
Focus on “learning by doing”
Understand 70/20/10 rule
Seek “sweet spot”

25. Team Project Dry Run Presentation (15-20 minutes)
Q & A (10 minutes) Class, then Exec Spon.
******************************************************
Suggestions for FINAL pres. to CM Assoc. (10 mins)
Class, then Exec Spon.

26. Greg Larson Career journey
“Marketing & Branding Yourself--7 Steps to Getting the Job You Want”
Exercise—Your competitive advantages

27. Debrief 2nd Coaching Conversation
What did you like about the second coaching conversation?
Is there anything that could have improved the conversation?
What would you like to discuss in the third coaching conversation?

28. Additional Resources Career Compass columns—
“Developing a Dream Team of Advisors”
“How Do I Benefit From a Coach”
Article “Seven Habits of Highly Effective Mentors”

29. Other Resources ICMA Coaching Program www. icma.org/coaching Webinars
Frank’s Career Compass advice columns
“Making Presentations Like a Pro”
“Frank’s Rules for Resume Writing”
“The Art of the Interview”
One-to-one coaching (“Coaches Gallery”)

30. Resources (con’t)
Municipal Management Association of Northern California
Credentialed Government Leader Program
International City/County Management Association
Emerging Leaders Development Program
Leadership ICMA
Middle Manager Institute

31. Reaction Panel What resonated with me? What did not resonate with me?
What do I have to add?

32. Graduation! Our goals for Academy Two perspectives from graduates
Presentation of certificates & photo
Comment from each graduate (“one key learning or take-away”)
Group photo
Refreshments &
networking

33. Team Meetings