Webcast:
Public leaders on the verge of, or recently retired, offer tremendous experience. Up and coming leaders and high potential talent in the public sector will be more successful with guidance on how to manage and influence within a bureaucratic maze. At a time when talent development budgets are squeezed, the riches are right in front of you, IF you can successfully match retiring leaders with promising talent from the next generation. This webcast explores how senior talent in the public sector have mentored others successfully.
Webcast on Demand
This on-demand webcast is available to community members. Please log in or sign up as a community member to view this webcast.
Presenters
Tom Fox is the Director of the Annenberg Leadership Institute - an innovation and leadership laboratory where rising leaders learn the best management practices and put them to use solving some of their agencies most significant challenges. As Director, Tom leads the overall program administration, including classroom sessions, and serves as an advisor to the various agency teams. Since joining the Partnership in 2002, Tom has worked with agency leaders to improve their management and operations, including work with the Department of Defense, the Department of Homeland Security, the Department of Education, the Department of Interior, and an Executive Branch intelligence agency.Tom has also researched and developed recommendations to overcome significant federal crises. Most notably, he authored a report - Homeland Insecurity: Building the Expertise to Defend America from Bioterrorism - documenting a shortage of federal biologists and medical professionals that threatened to undermine our nation's defenses against bioterrorism. The report generated Congressional hearings, legislation, and action by the White House Homeland Security Council.Prior to joining the Partnership, Tom's professional experience includes work in the public and private sectors, including the U.S. General Accounting Office (GAO), the U.S. Senate and the White House. Within Andersen's Office of Government Services, Tom was a Senior Consultant providing strategic human capital and workforce planning support to government clients. At GAO, Tom was a human capital analyst managing the development of reports such as Human Capital: A Self-Assessment Checklist for Agency Leaders.Tom is a summa cum laude graduate of Bowling Green State University and holds a master's degree from Georgetown University's Public Policy Institute.
Jim is currently Vice President of Public Sector at Saba (NASDAQ: SABA). Saba is a premier global provider of strategic human capital management (HCM) software and services. Its people management solutions are used by more than 1,200 organizations and over 17 million end users worldwide including the United States Army, the United States Navy, U.S. Department of Health and Human Services, U.S.Department of Justice and multiple State and Local Government Organizations. Saba product offerings address all aspects of strategic HCM - including Learning, Performance Management, Succession Planning, Compensation, Social Networking and Collaboration, and are available both on-premise and OnDemand.
Jim has more than Twenty-five years of experience in results oriented environments, thoroughly demonstrated at critical management positions in highly competitive and diverse organizations. Jim has varied experience as an Executive, Entrepreneur, Director of Government Solutions for a Silicon Valley Software Company, Venture Capitalist, Human Capital and Learning Consultant to major Government Agencies. Jim has led complex organizations in both the private and public sector. Jim retired from the United States Army in 2003 having served for 20 years in various operational assignments including the 193rd Infantry Brigade Panama, the 101st Air Assault Division, the 11th Armored Calvary Regiment, the 24th Infantry Division and the United States Army Recruiting Command. Jim was Director of Government Solutions for SumTotal Systems from 2003 -2008 and previously was Director of Training for the United States Army Recruiting and Retention School from 2001-2003. He is a recognized thought leader in Human Capital Management Solutions within the Public Sector. He is a contributing author to Chief Learning Officer Magazine and has been interviewed by Military Training Technology, the Denver Post, ASTD Magazine, and Federal Computer Weekly. Jim is an active angel investor and advisor to several Internet and Technology companies including Viddler and GeoPage.
A website recommended and mentioned in today's webcast
http://www.govloop.com/
for social networking in the public sector
What's the benefit to the rest of the organization to the practice of making preparation of the next leader somewhat transparent (morale-wise, and retaining critical talent)?
What are the pros and cons of an incumbent preparing their successor vs a mentor from another agency or outside the organization (even from the private sector)?)
Often people are fortunate to have either a coach or a mentor, but this webcast points out that it is ideal to have both... what do you recommend for people to seek out their own coach or mentor and set up a developmental network?
Some leaders have a powerful impact by virture of their own example... but when it comes to coaching someone that is a distinct skill set that may not come naturally to leaders ... how do organizations prepare leaders to develop others?
thanks, Bill for your feedback, much appreciated. interested in the good work you do in your agency in leadership development, and how you might apply some of the webcast ideas... let's connect! joy.kosta@hci.org And hope to see you at the next webcast in this series...Jim Trinka is a terrific speaker and known for practicing what he preaches :-)
This was an outstanding webinar--packed with a lot of great information on leadership development!