Johnson County, KS Government’s Post

Continuing our journey around my office 📚 .... The three most important things I learned from studying the notorious CEO, Jack Welch, are the following:   Topgrading: Always look for and hire the most talented people available (the A Players). Redeploy, either to new positions or outside of the business, the lesser performers (the C Players). Give your B Players everything you’ve got to help them find their place among the A Players.   Learning & Development Works: GE was famous for it’s Crotonville Leadership Institute where their teams took part in experiential leadership development, function-based training, and were immersed in the culture of the business. Our organization has the most robust L&D team I’ve seen in the nonprofit field where we build internal teams from emerging leaders to c-suite executives.     And, on a more personal note,   Never Quit: No matter what anyone else tells you, never quit. Never give up. Always believe that you can and will be able to keep moving to the next best, highest level of excellence. Always. What are some of the most important things you've learned from the success of other leaders?

Workforce Solutions of West Central Texas, in collaboration with the Institute for Social and Community Development at the Abilene Christian University School of Social Work, is conducting a study on leadership training and development to better understand the needs of area employers. A business survey has been created to assess the following: - Status of leadership development and/or career planning programs - Management and leadership skills prioritized by employers - Availability and effectiveness of resources to develop leaders Your input is valuable to help identify opportunities to support the growth of current and future leaders and success of area businesses. Take the survey by March 29, 2024. https://lnkd.in/eWh7W7E5

Partners Chris Hornsby and Jack Hall share their passion and commitment to K-12 education through leadership transformation in executive search. Hear their insight on the power of partnering with an experienced retained search firm and why K-12 schools rely on CarterBaldwin for their leadership transition needs. #executivesearch #retainedsearch #searchdonebetter

As I navigated my final months of student leadership in my junior year, facing growing self-doubt and burnout, The College Latino Leadership Club (CLLC) provided an opportunity to reclaim control of my life. It gave me the energy and clarity to go all the way, because, as Jeffrey Martinez shared, “my seat is a privilege, and I want to use it to its full potential.” Founded by Refugio A. Atilano, the CLLC explored topics from the Latino Leadership Playbook like executive presence, collaboration, strategic thinking, impactful leadership, and more, pushing me beyond what I knew. I was privileged to hear from exemplary Latino professionals and leaders like Yai Vargas, Jeff Martinez, Angel Gomez, William A. (Bill) Gentry, Ph.D., John M. Staines, and Sandra Noemi. The program deepened my knowledge of my Latino heritage's powerful role, showing how understanding our culture empowers us to thrive despite challenges.   Thanks to Ref, now under the mentorship of Jeff Martinez and Carlos F. Orta (He/Him/El)., dedicated professionals who generously contributed their guidance, I am exploring what comes next for me (more updates coming soon.) I want to take a moment to express my thanks to Ref, the professionals who joined us, and the students who participated in the sessions. I truly appreciate their contributions, the time they’ve dedicated, and the stories and lessons they've shared. I look forward to seeing what these amazing people do and to continue working with several of them! I'd like to end with a quote from one of my favorites, Peter Parker, “That’s all it is…a leap of faith.” I'm embracing new spaces and challenges, constantly striving to learn what yesterday's me didn't know. I hope you are too. #Latino #Hispanic #Leadership #Learning #Community #Growth #Professional #Student #Professionaldevelopment

Here at MCEL, we believe that investing directly in the personal and professional development of leaders of color is among the most powerful investments we can make in our students, school communities, and society as a whole. To that end, we are thrilled to share a new suite of resources: The Resilient, Representative Leadership™️ Toolkit featuring the 10 Essential Competencies for Educational Leaders of Color © The Toolkit consolidates the advice we share with our friends and colleagues of color who are planning their pathways into educational leadership, rerouting around a career roadblock, or navigating a difficult or unexpected development in their leadership journeys. It’s where we want our white allies to turn, too, when they need advice and support to be part of the big, bold systemic solutions we so desperately need. Download the #RRLToolkit here → https://lnkd.in/gx9H8XpU In the comments ↓ let us know what resonates most ✔ and which additional tools ➕ would help you on the next leg of your leadership journey. Together, we can make educational leadership a more accessible, welcoming, and sustainable experience for educators of color—and, in so doing, foster a more just and equitable future for all of our children and communities.

Foundation, fun, and friendship! Leadership and professional growth adds value to every member of the team. Companies get better when their people get better. #emergingleaderdevelopment #leadershipdevelopment

Interested in learning more about motivating students and helping them persist? Check this out!

ERG Leadership Alliance (ELA) wants to know if you know how to spot the signs your ERG leaders need some support 🤔 Proactively addressing these signs of struggle early is essential to revitalize tension of resource group leaders and ensure they continue to play a meaningful role in advancing diversity, equity, and inclusion within your organization. These are some SUPER simple things to keep an eye on in order to spot where your ERGs might need help: ❗️Decreasing Participation Rates: A decline in attendance and engagement at ERG activities and events can indicate some employees are not finding value or relevance in the initiatives organized by ERGs. ❗️Lack of Leadership Support: Difficulty recruiting, training, engaging and retaining Executive Sponsors. ❗️Ineffective Communication and Collaboration: Not using, being aware of or underutilizing available communication channels, thus inhibiting collaboration among ERGs and other department and teams. ❗️High Turnover or Disbandment of ERGs: Potential underlying issues or challenges within the ERG structure or organizational dynamics that need to be addressed. Consultants will tell you "what" you should do to address and prevent these issues, but that doesn't help you if you don't know how! Sound like you’re groups? ELA might be right for you! Contact Alyssa Dver to learn more. https://lnkd.in/gUTWeAyv