The Institute will provide shared learning experiences among formal and informal leaders from across all CDPS Divisions with the aim of moving our divisions towards shared core beliefs in order to achieve unified department results. We hope to foster a culture that values accountability, communication and leadership.
Specific goals of the Institute include:
- Leadership development
- Enhanced communication
- Employee innovation and involvement
- Increased overall participation by CDPS employees
- ...Resulting in improved metrics for the CDPS Employee Engagement Survey.
How it Works
The Leadership Strategies Institute will be a year-long program. Participants will attend four in-person events held at various sites around the state to engage in instruction, dialog and work sessions.
November 1 -3 2016, Loveland
February 21- 23 2017, Colorado Springs
May 16 - 18 2017, likely Breckenridge
August 28 - 30, TBD
At each three-day event, participants will learn about tools, techniques, and processes they can bring back to their division teams to implement lessons learned. In between each of the in-person events, teams will complete assignments to help them apply the principles and tools they've learned about and, hopefully, make progress on real ideas and issues within their divisions.
The program is designed to develop the skills of individual participants as well as create an interdisciplinary and cross-agency network of leaders who are dedicated to public safety and the creation of common departmental standards of work and expectations of behavior.
Who Will Participate
Director Stan Hilkey announced the Institute and application process to all employees on Sept. 14, 2016. Each division may send 5-8 participants, and all CDPS employees were welcome to apply with approval from their direct supervisor and division director. Institute organizers are seeking a blend of formal and informal leaders who demonstrate the following qualities:
- Commitment to CDPS and the purpose of the Institute
- Cross-divisional awareness
- Credibility among peers and supervisors
- Open to new opportunities and professional development
- Recognized as a formal or informal leader by peers
- Respectfully voices opinions
- Commitment to attend and participate in all sessions
- Willingness to incorporate Institute lessons into day-to-day work.
Due to the limited number of spots available and budget constraints, not all applicants will be selected -- however, this Institute is part of a multi-year leadership development plan, and more opportunities will be offered in subsequent years for CDPS employees.