The Problem
The Pennsylvania Department of the Auditor General identified several challenges that they needed to address:
- Loss of experienced staff,
- Increase in requests for audits,
- Telework for all employees,
- Expansive Auditing Standard implementation, i.e., 2018 revision of GAGAS,
- Audit approach incorporation of the U.S Government Accountability Office’s (GAO’s) Standards for Internal Control in the Federal Government (aka: Green Book), and
- Significant budgetary challenges.
The Approach
Using our competency modeling process, we engaged in a deep analysis that included:
- Review of job description and employe performance process documentation
- Top performers in key roles
- Competency-based skills gap assessment
- Professional development gaps by role and competency
Based on the analysis, we designed and developed a competency guide coupled with an Auditor Career Tracks Map. This helped us to determine the key competencies and topics to include in the leadership development program.
The Solution
Dering created a leadership development program that provided foundational leadership skills to leaders across the organization. Up to 28 participants engaged in a variety of assessments tools, such as a 360 process and DiSC personality assessment to gain valuable feedback on their leadership skills. The program culminated in a group project, in which teams had to demonstrate their learning related to leadership through a presentation.
The workshops included a blended learning approach of online self-paced learning, and in-person and virtual instructor led training. Workshop topics included the following:
- Leading vs Managing
- DiSC Personality Assessment
- Communicating with Confidence
- Change Management
- Problem Solving
- Performance Management
- Resolving Conflict
- Coaching for Success
- Motivation
- Engagement and Accountability
- Talent Management
- Delegation
- Decision Making
- Organizational Awareness and Strategic Thinking
Review this LinkedIn post to see the participants in action!
The Results
Participants told us they preferred the live sessions where they could interact, network and discuss common workplace challenges in a productive, safe space. They also noted the core competencies that they have put into practice at work: delegation, communication, team building, and manage change through engaging and listening. With a deeper understanding of their leadership style and strengths, they made a personal commitment at the end such as having more variety of meetings with their teams, communicate in more ways and more often, and reevaluate how much time they spend on team development.