2. Presentation Outline
SDITE Leadership Program
Background
Approach
Program Overview
Personal Experiences
Open Discussion
3. What Is SDITE?
Southern District Institute of Transportation
Engineers
Nine Southeastern States
Alabama Georgia
Kentucky Louisiana
Mississippi North Carolina
South Carolina Tennessee
Virginia
Composed of Transportation Professionals
from Private & Public Sectors (Engineers &
Planners)
4. Key Question
What’s keeping our members from
becoming more-effective leaders?
Too busy to figure out how to do better?
5. Background
Outcome of SDITE 2010 Strategic Plan
Two member surveys -- compelling
need!
86% indicated leadership development is training
needed
60% did not know where to get training
72% indicated ITE should establish a leadership
program
SDITE Board Mandate → establish a
program!
Volunteers prepared training materials
6. What’s Different?
First known ITE Leadership Program
Overview, practical, and “how to”
training
Based on members needs
Focused on outcomes and application
Developed by experienced/committed
volunteers (SDITE Leadership Oversight
Team)
7. Pilot Session Goals
Leadership Team facilitates workshops
in each Section for 12-15 upcoming
leaders
Low
Attendees motivated to acquire
Cost!
leadership skills and willing to
facilitate future workshops
2-3 year results: 100-200 future SDITE
leaders with a road map, ITE passion,
and ownership of leadership
development
9. SDITE Approach
Provide a clear road map
Condensed reading materials
Engaging - dialogue / shared
experiences
Facilitated by senior SDITE leaders
Team building / program ownership
(Importance of Section Champions)
Emphasis on implementation and
evaluation
12. Program Overview
Leadership Overview
Five Key Leadership Characteristics
Eight Core Management Practices
13. Key Leadership Characteristics
Creating a
Having a Positive Shared Vision
Influence
Developing New Creating
Leaders Positive Change
Demonstrating
Character
14. Core Management Practices
Conducting Effective Meetings
Communicating Effectively
Building Effective Relationships with
Elected Officials
Creating Vision and Action Plans
Identifying and Engaging Stakeholders
Mentoring Others
Evaluating Leadership Effectiveness
15. “The Results”
“The SDITE leadership program was
incredibly motivational and has armed me
with excellent tools to be a more effective
leader”
“Excellent program to develop and improve
ITE members to become leaders and to give
something back to ITE”
“Leadership training had been sorely lacking
in our profession…something that is
absolutely necessary for success in our
careers”
16. Personal Observations
A retreat type setting is helpful
Small groups support interaction and
relationship building
A mix of young and seasoned professionals
is best
Allow time for dialogue and “war stories”
Multiple smaller sessions are better than one
marathon session
Learning that isn’t internalized won’t be
retained
The true test of effectiveness is changed
17. What’s Next
International ITE Task Force to adapt
program for use nationally
Alabama Section ITE to host the
program for ALDOT in December &
January
Other Sections in SDITE to host
program for members during 2011
20. Open Discussion
Do you agree that Leadership Training is
an under served need among engineering
professionals?
Do professional organizations like ASCE
have a duty or opportunity to provide
leadership training?
How can young professionals best tap
into the wisdom and experience of senior
professionals?
Notes de l'éditeur
Probably don’t have time to get answers
Purpose of program is to equip and energize our members to become effective leaders