The Learning and Development Center
The Center for Excellence
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In this Issue
Featuring Deborah McNulty, Director of the Mayor's Office of Cultural Affairs for the City of Houston
In a quiet corner office of the bustling downtown City Hall building, Deborah McNulty is busy collaborating with arts partners to implement the City’s newly adopted Arts and Cultural Plan. It’s comprised of several projects that will help promote the work of local artists, provide access to the arts, and further cultural tourism.
Under the direction of former mayor, Annise Parker, McNulty was appointed as the Director of the Mayor's Office of Cultural Affairs (MOCA), a position she’s held since 2015.
McNulty brings a wealth of knowledge to MOCA, having served as the Lead Consultant for the City’s Arts and Cultural Plan, and later becoming a permanent fixture and leader within City Hall. She’s responsible for facilitating the National Endowment for the Arts Our Town grant and served as a program officer with Houston Endowment Inc. from 2008 to 2014, working primarily in the areas of arts and culture and community and economic development.
Mayor Turner had this to say about MOCA’s Our Town grant program, “I know the depth of talent and creativity we have in this city,” said Mayor Turner. “Houston is one of the best places in the world for arts and culture, and you won’t find a better place to ignite the power of the arts across sectors, than right here in Houston.”
Now, and with a new plan in place, McNulty hopes to foster an environment in which art and culture flourish for the sharing and benefit of all residents and visitors.
MMJ: What exactly does the Mayor’s Office of Cultural Affairs do for the City of Houston?
DMcN: The Mayor’s Office of Cultural Affairs implements the Mayor’s cultural priorities, programs, partnerships, and increasingly important communication. We develop policies and initiatives that expand access to cultural programs in the community and for visitors. We also seek opportunities to leverage private investment in the arts for public benefit.
MOCA is a resource both internally and externally, through the implementation of the Cultural Plan, with a vision to foster an environment in which arts and culture flourish for the sharing and benefit of all residents and visitors. MOCA helps city departments and offices realize their own cultural priorities, as well as residents and community members who have cultural interests and need assistance or connection to resources to complete a cultural project, like a temporary art project, to give one example. There’s internal and external work being conducted in MOCA. Besides being the point of contact and subject matter expert, we serve as a guide for cultural priorities through policy making, and as the administrator of cultural contracts and certain programs for the City.
These programs include the Mayor’s City Initiative Grant program, the City Mural program and exhibitions at City Hall. We work in partnership with the Houston Public Library to implement the Houston Poet Laureate program, and with the Office of Educational Initiatives as well as the Houston Art Partners for the Mayor’s Art Scholarship Award. We oversee contracts for the City’s grants program to the arts, purchase orders for arts services and the Civic Art Program. What we do encompasses a range of services, resources, knowledge, and program management.
MMJ: How has the expansion of Houston’s cultural scene advanced since the change of administration?
DMcN: Mayor Turner is so incredibly supportive of the arts. I am relatively new to the City and I’m blown away by his energy. It’s truly inspiring to see the City of Houston’s top elected official attending so many cultural events. Then, his interest in communicating opportunity has been wonderful. Featuring in a very public way the opportunity for Houston to secure a grant from the National Endowment for the Arts (NEA) through the Our Town program, and issuing a call to the community for applications. A substantial part of the puzzle is expanding awareness and we work to do our part by disseminating news releases, using social media and taking advantage of media opportunities, and we’ve heard back from a wide range of groups so it seems to be working. Make no mistake, ensuring that there is as much awareness of opportunities across the City is a big challenge because Houston is a big city.
The Mayor has spoken about the importance of equity a number of times and this applies to cultural equity as well. Equity was a big conversation during the cultural planning process and is a significant priority moving forward. So what you will see in the City Hall exhibitions in the future, is a commitment to inclusion and presenting Houston’s great cultural diversity in all of our presentations.
MOCA will be reviewing City programs and grants to ensure they are accessible, fair and equitable. What you will see in the City Hall exhibitions going forward is a commitment to inclusion and presenting Houston’s great cultural diversity in all of our presentations. The Mayor recently announced a major commitment to Latino Theater by launching a new Latino play festival in Houston in the spring of 2018. Houston’s Alley Theatre is organizing the initiative to be held throughout the city with Multicultural Education and Counseling through the Arts (MECA), Neighborhood Centers, the University of Houston Cynthia Woods Mitchell Center for the Arts and other partners. The festival will have a significant impact on the Latino theater community as well as the growing tourism from Central and South America. It is part of the City’s commitment to cultural equity and leveraging Houston’s “world city” image for the benefit of residents and visitors.
MMJ: Houston is a very racially and ethnically diverse city. What is the Cultural Affairs Office doing to provide access to cultural opportunities in Houston as it relates to community development and outreach?
DMcN: This is something that came up so strongly in the cultural plan conversation, and from two sides. I spoke to this in the previous question, but let me add a few thoughts.
People want to know what’s available that they can take advantage of, and they also want promotion of what’s going on in their own community that other people can come and see. Of course, a lot of people hear about these things afterward, but at that point, it’s already happened. We also want people to come into different neighborhoods and experience the cultural traditions that are happening there, which is beautiful. For students, there is the commitment through the Mayor’s Art Scholarship. It is a three-party collaboration with the Office of Educational Initiatives, the Mayor’s office of Cultural Affairs and the Houston Art’s Partners. It celebrates excellence and achievement in High School students in the arts.
We have a lovely exhibition here in City Hall where family, friends, parents and grandparents come to view the work of the students. The Mayor also awards six scholarships that can be used for the college of their choice. I believe programs like this really demonstrate how much the City of Houston values the arts, especially arts for young people. Overall, I think the Houston Arts Partners is really important to the City’s goals for children because they’re working very strategically at the systems level to get comprehensive access to arts in all of the schools.
As people increasingly recognize that activities, such as the arts, music, and physical education are critical to the development and achievement of young people, it’ll become easier to ensure that they have experience and access, and that’s precisely what the Arts Partners initiative is about. We also have any number of small, medium and large institutions working directly in the schools, such as the Houston Grand Opera, Houston Symphony and the Museum of Fine Arts, Houston. Then, there are nonprofits dedicated to children and families like the Children's Museum of Houston and the Main Street Theater, which is an amazing program.
Traffic Signal Control Cabinet (TSCC) Mural, North Main at Quitman -- BY W3R3ON3
MMJ: The Traffic Signal Control Cabinet Mural Program is transforming unsightly traffic signal control casings into traffic-stopping works of art. How did the collaboration come about and who’s responsible for producing these beautiful designs?
DMcN: The City Mural program was underway when I started. From what I understand, Public Works and Engineering (PWE) had seen this program work in a number of different cities and was trying to implement it here in Houston. Then, two artists with Up Art Studios approached the City and had the same vision. They found their way to PWE and that’s when the Office of Cultural Affairs was brought in to help facilitate. Council Member Green was the first to participate and also has sponsored the most boxes. Since then, Council Members Cisneros, Cohen, Davis and Gallegos have sponsored murals in their districts. There has also been an increase in private sponsorship. Up Art works directly with several private management districts and private individuals that desire to have murals in their neighborhoods as well. Plus, Council Members Cisneros and Gallegos are collaborating on a large mural that crosses both their districts.
More than half of the boxes are being privately sponsored, so this is a great example of how the City can leverage private investment in the arts for public benefit. Public Works does a great job of identifying boxes that are available to be painted, Up Art does a wonderful job of managing the artists, ensuring that all the steps are followed and safety requirements are adhered to. They even work with the Houston Arts Alliance to recruit local artists who can apply to participate in the program. It simply covers everything you’d want a program like this to cover while being accessible to a lot of artists. It’s very cost-effective; it utilizes local artists and creates so much pleasure and joy for the public because it’s surprising. People come on it and they don’t expect it.
MMJ: What are a few highlights of the latest projects MOCA has implemented to help ensure local artists participation in the City’s cultural process?
DMcN: Artists were vital to the City’s Arts and Cultural Plan process. There were four working artists on the Advisory Committee, as well as artist advocates. This ensured the artists perspective and voices were present throughout the plan and represented in the City’s top cultural priorities. MOCA prioritizes local artists in the City Initiative grant program and all of the exhibits in City Hall. I can’t claim the Houston Airport's Harmony in the Air program because it was initiated before I started with the City, but it features local performing artists and is just terrific.
When you see it in action, passerby’s stop and take out their phones to record the performance, and they’re just delighted that it’s happening in an airport. It’s been tremendously successful, and I give our airport a lot of credit for instituting such a program for travelers. We are also providing meeting space for Artist INC.—a collaboration of Mid-America Arts Alliance and Fresh Arts. Artist INC is a cutting edge training seminar that addresses the specific business needs and challenges artists of all disciplines face every day. MOCA is communicating more about City opportunities for artists through a Facebook page and Citizens Net and whenever possible, the Mayor issues a media release to reach as many artists as possible.
“Harmony in the Air” performing arts program is aimed at creating a stress-free, happy atmosphere through live performances featuring a diverse repertoire of classical, contemporary classical, smooth jazz and international music. Pictured above, Axiom String Quartet. More >
Pamela York, Solo Pianist
Tony Henry, Pop
The Paul English Jazz Quartet, Jazz
MMJ: Can you speak a little bit about harnessing your personal power to make an impact, and why it's critical for effective leadership?
DMcN: Great things are happening in the Mayor’s Office and the City’s Arts and Cultural Plan guides MOCA in its work. When you see the benefits of the arts in action to inspire, help people connect, bring joy to someone’s day or humanize difficult subjects, it is incredibly motivating to want to do more. There are so many ways to go about this work and I defiantly seek out collaborations and feedback as part of continuous improvement. We take calculated risks and not everything works out the way I hope, so I find it helpful to review and focus on the learning, so the next time I can improve. The biggest thing is to be open to new ideas and to let others in. The more perspectives and experiences at the table, the better informed our initiatives will be.
MMJ: How do you get people on your team to live your leadership philosophy?
DMcN: I do my best to practice servant leadership and help others realize their goals. We serve the community and remind ourselves of that on a daily basis, which helps us keep focused on delivering the best outcomes we can amid competing priorities. I think it’s important that my team, and the people we interact with, know that I care about them and their success. We each have our own expertise and that is maximized when we work together. I am working with the best team and it’s their ambition, creativity and commitment to the plan’s vision that inspires me. The best and most rewarding thing I get to do for my team is cheer them on and get out of the way.
MMJ: Is there anything that you would like to share with the City of Houston’s workforce, or something you wish people knew more about you or your department?
DMcN: Culture intersects every priority and aspect of the City’s services. Culture is a community goal in the City’s General Plan and represents everything from the arts and heritage to diversity and Houston’s welcoming spirit. As a result, MOCA works with a wide range of interests. Since our primary focus is the arts, we see our role as developing policies and programs that highlight and explore culture through the arts. This means sometimes we lead efforts and sometimes we play a supporting part, much like a value-added service. In this way we can best serve the community with our internal and external partners.
The Learning and Development Center Hosted its 2nd Ask the Expert Panel Series Discussion on the Effective Organization: Building Success from Within
Ask the Expert Panel Series is a unique organizational development (OD) intervention to address concerns presented by middle and senior-level managers from the 2014-2015 Leadership Institute Program (LIP)
FOR IMMEDIATE RELEASE: September 28, 2016
Houston, TX—The Learning and Development Center's Organization Development (OD) and Auxiliary Service team hosted the second session of the four-part Ask the Expert Panel Series entitled, Effective Organization: Building Success from Within. The panel featured Chris Brown, Houston City Controller, Office of the City of Houston Controller, Barbara E. Hartle, Director and Presiding Judge, Municipal Courts Department, Scott Minnix, Director, General Services Department, Carlecia D. Wright, Director, Office of Business Opportunity, And Mark A. Norton, Assistant Director, Municipal Courts Department.
The panel discussion, which was complimentary and open to all City of Houston employees, took place Tuesday, September 20, from 1:00 p.m. to 3:00 p.m. at the Learning and Development Center (4501 Leeland Street, Houston, TX).
All panelists shared their experience and expertise on a range of topics including leadership, people, structure, processes, and more. Mark Norton shared with the audience the importance of people, processes, and technology, and being present in conversations and creating a culture of inclusion. "I’m not so fond of people saying that the organization made a decision. It’s the people who made the decision not the organization," said Norton.
Taking the floor, Carlecia Wright noted the importance of this discussion, particularly communicating effectively with your workforce and being receptive to feedback. "Seek to understand then to be understood," said Wright.
Scott Minnix highlighted a number of factors that should be considered as part of the process of organizational effectiveness, addressing: the importance of being in tune, a master of trade, autonomous, purposeful and taking personal accountability.
The closing remarks were delivered by Kelly Shreck, Chief Learning Officer of the Learning and Development Center, who encouraged employees to attend future Ask the Expert Panel Series sessions.
The next session, Leveling the Playing Field: A Closer Look at Hierarchical Structure will be held on Tuesday, October 18th and is available for registration through the Talent Management System (TMS).
About the LDC
The Learning and Development Center (LDC) is a strategic development and employee performance improvement organization that offers comprehensive training solutions that significantly affect performance and institutional outcomes. The LDC’s consultancy is comprised of an experienced team of professionals with the knowledge and capabilities to design and implement strategies that help our clients’ achieve their goals. The LDC’s primary focus is to provide transformational learning programs that enhance the skills, job competencies, and improve performance and overall satisfaction for the City of Houston's workforce.
For more information, please visit the LDC website at http://www.houstontx.gov/ldc/
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CONTACT
Mahogany Johnson
832-395-4895
Date: Wednesday, September 28, 2016
Time: 8:30 a.m. - 12:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Date: Wednesday, September 28, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Peter Vu
Manager Approval Required: Yes
Date: Thursday, September 29, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Date: Monday, October 3, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dr. Tara Chandler
Manager Approval Required: Yes
Date: Tuesday, October 4, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Date: Tuesday, October 4, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dawn Janis
Manager Approval Required: Yes
Conflict Resolution for Managers & Supervisors
Date: Wednesday, October 5, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dr. Erica P. Howard
Manager Approval Required: Yes
Business Grammar Nouns and Verbs
Date: Thursday, October 6, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Managing Change (Managers & Supervisors)
Date: Thursday, October 6, 2016
Time: 9:00 a.m. - 4:30 p.m.
Instructor Led: Dr. Erica P. Howard
Manager Approval Required: Yes
Date: Tuesday, October 11, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dawn Janis
Manager Approval Required: Yes
Building Legendary Customer Service
Date: Wednesday, October 12, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dawn Janis
Manager Approval Required: Yes
Date: Wednesday, October 12, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Date: Wednesday, October 12, 2016
Time: 8:30 a.m. - 12:30 p.m.
Instructor Led: Karen Harris
Manager Approval Required: Yes
Business Grammar Prepositions, Pronouns and Confusing Words
Date: Thursday, October 13, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Problem Solving and Decision Making
Date: Thursday, October 13, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dr. Erica P. Howard
Manager Approval Required: Yes
Goal Setting and Strategic Planning
Date: Friday, October 14, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Tony Bolar
Manager Approval Required: Yes
Harnessing Your Employees' Strengths
Date: Tuesday, October 18, 2016
Time: 8:30 a.m. - 12:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Date: Tuesday, October 18, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dawn Janis
Manager Approval Required: Yes
Coaching, Modeling and Mentoring
Date: Wednesday, October 19, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dr. Erica P. Howard
Manager Approval Required: Yes
Business Grammar Capitalization and Punctuation
Date: Thursday, October 20, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Conflict Resolution: Building Workplace Relationships
Date: Monday, October 24, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dr. Tara L. Chandler
Manager Approval Required: Yes
Building a High Performance Team
Date: Tuesday, October 25, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dr. Erica P. Howard
Manager Approval Required: Yes
Date: Tuesday, October 25, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dawn Janis
Manager Approval Required: Yes
Date: Thursday, October 27, 2016
Time: 8:30 a.m. - 12:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Date: Tuesday, November 1, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Dr. Erica P. Howard
Manager Approval Required: Yes
Date: Tuesday, November 1, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Bonnie Sandberg
Manager Approval Required: Yes
Date: Tuesday, November 1, 2016
Time: 8:30 a.m. - 4:30 p.m.
Instructor Led: Peter Vu
Manager Approval Required: Yes
Employee Learning Spotlight
Featuring Gilbert Aguillon: Airport Operations Superintendent for the Houston Airport System (HAS)
MMJ: What is your role at the Houston Airport System?
I am one of 18 Superintendents in the Landside Operations Group at George Bush Intercontinental Airport (IAH). Our schedules are divided up to ensure coverage for a 24/7/365 operation. In addition to front line supervisory duties, our duties include ensuring that the facility, operations, and infrastructure are in full compliance with all federal, state, and municipal ordinances, as well Federal Aviation Administration and Transportation Security Administration regulations. We coordinate activities between Houston Airport System, internal and external business partners, agencies and organizations. And we ensure the safe and efficient flow of day-to-day operations for passengers and the traveling public in a major airport environment.
MMJ: How has the Houston Airport System helped you in your career development?
In addition to the CAPS program for supervisors that I recently completed. I have also completed the Modelnetics Courses and The Blanchard leadership courses. Along with numerous other enrichment and skills courses at the LDC and at HAS.
MMJ: What are three career lessons you’ve learned thus far? (here, or elsewhere)
These are three career lessons that my father, David S. Aguillon taught me by his own example:
- BE PROMPT AND PRESENT EVERY DAY. You can’t be the best on the team if you’re not here.
- BEING BUSY IS A GOOD PROBLEM TO HAVE. Keep yourself busy and productive throughout the day. Accept the unwanted challenges and “Dirty Work” in your office. Be the go-to player on the team.
- IF YOU WOULDN’T WRITE IT AND SIGN IT, DON’T SAY IT. Keep both your written and verbal communications on a professional level. Be honest and diplomatic in all your negotiations.
MMJ: What does true leadership mean to you?
A leader is someone who will reject passivity while others languish in apathy, lead courageously while others wait for someone else to take charge , be accountable while others point fingers and be willing to wait for the greater rewards when others will settle for less.
MMJ: If you could switch positions with anyone else within the City of Houston, whose job would you want?
This has got to be the hardest question on this list. But I am going to have to say that I would love to trade jobs with Samira Moghadam of MCD who I recently met in CAPS class. She is a new employee to the City of Houston and will be absolutely thrilled to see that I mentioned her name in this interview.
MMJ: If you could witness any historical event, what would you want to see?
I would love to have witnessed Wilbur and Orville Wright’s first flight in Kitty Hawk, North Carolina on December 17, 1903.
MMJ: What’s your motto or personal mantra?
“This above all, To thine own self be true.” William Shakespeare.
MMJ: Favorite line from a movie?
"Over? Did you say over? Nothing is over until we decide it is! Was it over when the German's bombed Pearl Harbor? Hell no! And it ain't over now! Cause when the going get's tough. The tough get goin'. Who's with me?" - Animal House
Upcoming Industry Webinars & Events
5 Ways You Can Improve Your Learning Culture and Experience
Join Jesse Novack, e-learning evangelist at Adobe Systems, for an immersive session about the five ways to improve your learning culture.
We’ll discuss the following points:
- defining and gaining buy-in from your stakeholders and your learner base as part of your learning culture
- deciding on the right tools to help improve your learner experience how gamification can affect learning
- why you should consider using digital badging not only to promote what you’re teaching internally, but as a way to promote your organization to potential new hires.
Topic: 5 Ways You Can Improve Your Learning Culture and Experience
Date: Thursday, September 29, 2016
Time: 12:00 p.m. EST
Host: https://www.td.org/
Website: http://webcasts.td.org/webinar/1897?_ga=1.234809047.874248056.1461768965
7 Course Design Wins and Other Cool Learning Strategies
Creating engaging training that is tailor made for adult learners can be a challenge, but it doesn’t have to be. This webcast will give you some fast tips and design ideas for building corporate training, such as leveraging video content and designing just-in-time training.
You’ll learn to:
- Create engaging corporate training.
- Leverage video content and build just-in-time training.
- Create tailor-made training for adult learners.
Topic: 7 Course Design Wins and Other Cool Learning Strategies
Date: Wednesday, October 5, 2016
Time: 2:00 p.m. EST
Host: https://www.td.org/
Website: http://webcasts.td.org/webinar/1695?_ga=1.232606166.874248056.1461768965
The Talent Activation Continuum: How Connected HR Technologies Deliver Better Business Outcomes
For a long time, the use of disparate HR technology solutions throughout the talent lifecycle has streamlined paperwork and tasks, but has not effectively engaged employees and has even hindered their contribution to organizational business outcomes, such as productivity and revenue. In addition, demonstrating the value of these technologies to the C-Suite was difficult as best.
Brandon Hall Group will show through our research how an engaging “user” experience, whether it be the candidate or employee, can empower talent at every stage of the lifecycle, from recruitment through onboarding, talent management, and learning and development. By having connected HR Technologies that foster employee engagement, HR professionals will be able to clearly align their strategies with organizational goals, deliver on business outcomes, and prove the value of their solutions and practices to the C-Suite.
In this webinar, join Daria Friedman, Principal Analyst for Talent Acquisition at Brandon Hall Group, and SilkRoad as they show how organizations can engage their talent through the effective use and selection of HR technology.
Discussion topics include:
- How the user experience gained prominence as a driver of HR technology selection
- How an engaging user experience empowers business outcomes throughout the talent lifecycle
- How organizations can build the business case for engaging, connected HR technologies
Topic: The Talent Activation Continuum: How Connected HR Technologies Deliver Better Business Outcomes
Date: Thursday, September 29, 2016
Time: 12:00 p.m. CDT
Host: http://brandonhall.com/
Website: https://attendee.gotowebinar.com/register/6014864442280177156
Spread the Love - Extend Learning Beyond Your Enterprise
To win in today’s high-speed economy, organizations are increasingly dependent on a wide network of global stakeholders to grow their bottom line and achieve their goals. If you’re not extending training beyond your employees to business partners, suppliers, resellers and customers, you are missing a major opportunity to achieve even better business performance.
An extended learning strategy that spreads critical knowledge and information beyond your enterprise to external audiences to deliver tangible, business-changing results and contribute significantly to achieving your organization’s key strategic goals.
Join David Wentworth, Senior Analyst at Brandon Hall Group, as he discusses the market demands and trends for leveraging Extended Enterprise Learning, including:
- How learning can be used to create and sustain engaging customer relationships
- Ways to leverage extended learning to increase market awareness, product adoption and boost revenues
- How extended learning can lower costs and increase productivity by reducing and recouping the cost of a traditional learning program
Topic: Spread the Love - Extend Learning Beyond Your Enterprise
Date: Thursday, October 13, 2016
Time: 9:00 a.m. CDT
Host: http://brandonhall.com/
Website: https://attendee.gotowebinar.com/register/4223225639027334913
Research Spotlight: What is New in Onboarding?
One of the top organizational priorities for 2016 through 2017 is onboarding. Organizations of all sizes are coming to the realization of the criticality of engaging and training new hires during onboarding. In fact, many organizations think onboarding is so important that they start the process before the first day of work.
Join us as we explore the results from our 2016 Onboarding Survey, including best practices for onboarding among high-performing organizations. Find out about the nitty, gritty of onboarding practices, such as which practices are administered during pre-boarding, and which ones are administered during onboarding, or not at all. You may be surprised by some of our findings.
Discussion topics include:
- Most effective onboarding practices
- Roles involved in managing onboarding process
- Areas of improvement for onboarding process
- Duration of onboarding
- Use of onboarding technology solutions
- Learning methods used during onboarding
Topic: Research Spotlight: What is New in Onboarding?
Date: Wednesday, October 19, 2016
Time: 12:00 p.m. CDT
Host: http://brandonhall.com/
Website: https://attendee.gotowebinar.com/register/8720947276369115140
About the Learning and Development Center-The Center for Excellence
At a glance...
The Learning and Development Center (LDC) develops and provides programs designed to empower and enhance employee skills and competencies for improved performance and job satisfaction. Our services also extend to external businesses, organizations, and communities.
Our mission is to build a world-class, responsive and results-oriented workforce by providing the following:
- Learning that meets critical business goals and needs
- Lifelong learning opportunities that will prepare employees for life and work in an increasingly technological society
Facility Features
The LDC is a two-story, 54,000 square foot state-of-the-art facility featuring:
- An auditorium capable of seating 150 with fold-down desktops
- Instructor computers connected to HD projectors and the Internet
- 170 available campus parking spaces
- Break-room area with microwaves and refrigerators
- Welcoming lobby area
- Open atrium for al fresco activities
Email: ldcrooms@houstontx.gov
Website: http://www.houstontx.gov/ldc/
Location: 4501 Leeland Street, Houston, TX, United States
Phone: (832) 395-4900
Facebook: facebook.com/COHLDC
Twitter: @cohldc
A fully equipped conference room that seats up to 24
Twelve classrooms with seating capacities of 10-40 students
Three computer lab classrooms with a combined seating capacity of 33 students
Internal & External Room Rental Request Forms
Strayer University
American Intercontinental University
DeVry University
Sam Houston State University
Texas Southern University
Barbara Jordan-Mickey Leland School of Public Affairs For more information: http://tsu.edu/academics/colleges__schools/publicaffairs/ | Jesse H. Jones School of Business (pending)
Springfield College
For more information: springfieldcollege.edu/shshouston
Houston Community College
Lone Star College System
The Leadership Institute Program (LIP)
Cross-department Collaboration
A Growing Cadre of Leaders
Houston Employee Assessment and Review (HEAR)
HEAR is a system that provides a clear, two-way channel of communication between employees and supervisors. Employees are able to track and monitor job performance, giving them a clear road map for success. For more information: http://houstontx.gov/hr/hear.html
City Accreditation Program for Supervisors (CAPS)
Administrative Development Program (ADP)
The Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues
In his classic, best-selling book, The Five Dysfunctions of a Team, Patrick Lencioni laid out a groundbreaking new approach for attacking the dangerous group behaviors that destroy teamwork. Here, he turns his focus to the individual member of a team, revealing the three indispensable virtues that make some people better team players than others. The Ideal Team Player presents a powerful framework and easy-to-use tools for identifying, hiring and developing ideal team players in any kind of organization. Whether you’re a leader striving to create a culture of teamwork, a human resources professional looking to hire real team players or an employee wanting to make yourself an invaluable team member, this book will prove to be as practical as it is compelling.
Website: https://www.amazon.com/dp/B01B6AEJJ0/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1
The Model
Humble
Ideal team players are humble. They lack excessive ego or concerns about status. Humble people are quick to point out the contributions of others and slow to seek attention for their own. They share credit, emphasize team over self and define success collectively rather than individually.
Hungry
Ideal team players are hungry. They are always looking for more. More things to do. More to learn. More responsibility to take on. Hungry people almost never have to be pushed by a manager to work harder because they are self-motivated and diligent. They are constantly thinking about the next step and the next opportunity.
Smart
Ideal team players are smart. They have common sense about people. Smart people tend to know what is happening in a group situation and how to deal with others in the most effective way. They have good judgment and intuition around the subtleties of group dynamics and the impact of their words and actions.
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