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training & development
Implementing a Sustainable
Leadership Plan
YORK REGION BRINGS INNOVATION TO MUNICIPAL LEADERSHIP DEVELOPMENT
Public sector organizations are rarely viewed as drivers of
innovation, however those in the business know there has
never been greater pressure to do more with less – and
with adversity comes innovation. When the budget axe
falls, training dollars are often sacrificed, which can have long-term
consequences on the resiliency of an organization and its ability to
drive and sustain a culture of continuous improvement.
Recognized as one of Canada’s Top 100 Employers, The
Regional Municipality of York strives to be a leader in public service
delivery and fosters a culture of continuous improvement. In
2013, the Environmental Services department held focus group
sessions with staff to identify critical areas for leadership development
to help build more cohesiveness and align day-to-day
actions with strategic priorities. Feedback from these sessions
identified three main areas for improvement: the need for better
communication across the department; increased opportunities
for collaboration to strengthen relationships and break down natural
silos; and additional opportunities for staff development.
Borrowing concepts typically used in the private sector, York
Region’s Environmental Services department acted on staff feedback
and have started implementing a three-year Sustainable Leadership
Program that builds on in-house talent, reinforces personal accountability
and integrates an element of friendly competition.
Through a more progressive and strategic approach to training,
the new leadership plan is midway through its first year and
is unlike most training programs typically found in the public
sector. The plan uses unique engagement approaches, internal
and external development tools and demonstrates that when it
comes to employee skills development, there is plenty of room
for innovation.
By David Szeptycki and Lauren Edwards
HRPATODAY.CA ❚ FEBRUARY 2015 ❚ 57