I am enjoying working with this group. We had some very important discussions about culture, values, leadership, and management.  I believe we are off to a good start.  Here are some significant learnings this group believes we should know from our work.
 

The values of an organization are in its people, not in its rules.

We recognize the values we use and believe there are many common values that we share with others.  Bringing positive values we share into the work place is a job of managers.  Managers supporting values involves relating to others with honesty, trust, special treatment, and courage.

An organization consists of living beings, not positions, so to provide transformational leadership, organizations must embrace the concepts of honesty, trust, special treatment, and courage (James Autry in his book Love and Profit, The Art Of Caring Leadership.)

If managers support values set goals and manage systems, people will tend to manage their own behavior.

Policies and procedures have always been formal ways to protect the integrity of work, pay, customer service etc.   An informal way to provide this protection is through creating informal systems to manage for the best in us through the concepts of honesty, trust, special treatment, and courage that are discussed by
James Autry in his book Love and Profit, The Art Of Caring Leadership.

One area of discussion that seemed to be important to this group centered on delegation and its importance.  These are a few things they wish to share about delegation.

In delegating, responsibility is retained and authority must be transferred.  Accountability is shared between the manager and employees to together achieve the results for the mutual benefit of the group.

A manager always retains responsibility for a task even though it has been delegated to an employee, because the manager's supervisor holds him/her accountable, and continues to participate in the outcome by use of two way feedback, each in their respective positions.

In order to have successful delegation, the following must be present:

• Decide what to delegate
• Know yourself as a manager
• Have a role relationship with delegatee
• Select the appropriate person
• Select a challenging assignment
• Transfer authority by notifying others
• Support two way communication
• Maintain responsibility and stand up for your delegatees
• Make sure that the assignment challenges the person to grow and develop
• Resist telling the person the one best way to proceed (allow for ownership)
• Celebrate success!!!!

• expectations are clearly mutual and agreed to,
• enough information has been supplied,
• employee is supported at every check point,
• employee has opportunities to ask questions,
• the employee knows you care for them and,
• the employee receives recognition for progress.

Someone asked me for information on 360 performance evaluations and I posted my perspective on this page, just click here on 360.
 

Just a note to the managers at the City of Tallahassee:
I may deliver more programs with the City, but it will be after the new year.

Please submit your CPM outside requirement work on "work process improvement" to the Davis Award
Panel.  You can find a nomination form on the web page: http://www.floridataxwatch.org/

Don't Forget to visit the CPM Web Page for our schedule:  http://www.fsu.edu/~cpm/
Visit Sterling's webpage to see how other organizations improve: http://www.floridasterling.com/

Don't forget to read Improvement Driven Government and to write the application.  Also, look at the comp Exam and begin that process also.  I hope to hear from you again soon.  Send me an E-mail.