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UT/Institute for Public Service



Wednesday, December 19, 2012

Merry Christmas and Happy New Year!



Merry Christmas from Gigi (that's me) and my granddaughter Audrey.  I wish you a happy and prosperous New Year.


Photo: We had the best day ever shopping with Gigi!

In case you are wondering, the shirt says "Who needs Santa, when I've got Grandma!" We finished up our Christmas shopping last Saturday and took a lunch break at a local restaurant.

Monday, December 17, 2012

Many Employees Don't Embrace Diversity

The IPS HR and Diversity Strategy Implementation Team seeks to expand the ways we talk about and practice diversity in our workplace. Diversity is much more than a race or gender issue. It is a bottom line issue - a customer issue - a success issue. And, diversity has many dimensions, as we have discussed in the various training programs we have attended over the last three years.

Richard Stokes, MTAS HR Consultant, recently identified an interesting article that I am sharing with you.  Shirley Engelmeier is founder, CEO and chief inclusion strategist for InclusionINC.

In her book, Inclusion: The New Competitive Business Advantage (InclusionINC Media, 2012), Engelmeier offered several ways to engage a diverse workforce:
  • Share your strategy with your employees. This not only gives employees a big-picture perspective, she explained, but also “increases the odds that they will share their unique insights and ideas with you.”

  • Ask for their input. “If you rely entirely on a handful of managers and top executives to come up with great new ideas, you’re missing out on the brainpower of the majority of your workplace,” she said.

  • Listen and evaluate the idea, not the person presenting it.

  • Act on what you determine to be the best course of action. “Inclusion is first and foremost about making sure everyone gets a chance to be heard, even if their ideas aren’t always used.”

  • Provide feedback to your employees about why you did or did not take their suggestions. “This will reassure employees that their ideas were truly considered and not just passed over.”

  • Thank your employees for being willing to contribute.
See the full article at:

http://www.shrm.org/hrdisciplines/Diversity/Articles/Pages/Employees-Dont-Embrace-Diversity.aspx

Thanks to Richard Stokes for identifying the article and to Bonnie Jones for sharing it with the HR/Diversity Team so that I can share it with you.

Wednesday, December 12, 2012

Adaptive Leadership by E. Grady Bogue

I commend to you a recent New Sentinel article on leadership by Grady Bogue. Grady is currently serving as interim chancellor for UT Chattanooga and previously taught in the educational leadership program at UTK for 20 years. He served as my dissertation chair and often offered challenging questions to his students

http://www.knoxnews.com/news/2012/dec/03/a-new-song-for-leading-roles/

He says "adaptive leadership calls for us to  listen more and talk less, to ask more questions and give fewer orders, to resist the compulsion to make every decision but to call colleagues to responsibility for their own decisions". 

What do you think of Grady's view of leadership?

Monday, December 10, 2012

Baldrige and E-learning


-Learning and the Criteria, a Match Made in Australia
Posted by Dawn Marie Bailey
I’m always interested in the many ways that the Criteria for Performance Excellence are being used around the world. For example, Dr. Kulari Lokuge, in the Faculty of Business at Charles Sturt University in Australia, uses the Baldrige Education Criteria for Performance Excellence for the development and delivery of e-learning, carrying out this research with Professor Mike Keppell.

The Education Criteria allow educators to interconnect processes for e-learning, she says, which allows the educators to focus on all aspects of the total project while also managing the project in a holistic way. “Identification of different areas, stakeholders, and needs analysis, all while sharing the knowledge, has been a huge benefit,” she says.

Lokuge says the Education Criteria also guided her to align organizational goals with project objectives. Her stakeholders are seeing the positive outcomes, she says.
Lokuge says that there is a great interest in e-learning today, especially because it allows professors to try new education delivery models. “With the changes in the education sector, to move forward, I investigated and evaluated new strategies, models, and tools, and [the Baldrige Education Criteria were] selected as the most suitable model for this purpose. The areas investigated and addressed in the Criteria support the performance of e-learning resource development and delivery projects. [They] address all key areas an educational institute considers while excelling to provide better learning experiences to students,” she says.

Because the Baldrige Education Criteria have a student, stakeholder, and market focus and incorporate leadership; strategic planning; measurement, analysis, and knowledge management; a focus on faculty and staff; a focus on operations; and organizational performance results, she says they are well suited to the education industry. The Education Criteria assist educators in building “relationships within the different processes to reach the end goal,” she says.
Lokuge recommends the Baldrige Education Criteria for small-scale projects or for improvement within whole institutes: “the Education Criteria are easy to use and embed to existing other models, tools, and procedures.” She adds that she also used the Education Criteria model to implement a project, funded by the Asian Development Bank and an educational institute in Sri Lanka, named Informatics Institute of Technology.

What ways have you found to use the Criteria model?
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Below is a link to the entire article.
 

http://nistbaldrige.blogs.govdelivery.com/2012/11/29/baldrige-in-education-roots-and-reasons-for-hope/

Wednesday, December 5, 2012

Statewide Visits

I have completed six of my eight office visits statewide. Just over 1/3 of our staff have attended one of the sessions. I know busy schedules keep some staff members from attendance, so I thought I would update everyone on the major topics.

  • Why Baldrige? - we are discussing our Baldrige journey and how it serves as our accreditation effort for IPS.

  • Budget - a review of the email I sent a few weeks ago about the budget process and our anticipation of the Governor's budget request in early February.

  • "Star Wars" initiative - this two-day think tank effort resulted in a list of "big problems" that IPS could consider addressing in the future. We will share this list with all staff, advisory committee members and some customers. The effort is intended to focus senior leadership on what we should do now to prepare for services we may need to provide in the future.

  • Wellness - expect to hear more from the UT System about wellness in 2013. Judie Martin will lead an IPS team to come up with a plan for IPS staff. The City of Knoxville just won an award for their Wellness Program, so perhaps we can learn from them.

  • Performance reviews - they are right around the corner. Supervisors will receive training in January as we work to achieve greater rater consistency across the institute.

  • Communication - in an effort to improve communication, I will continue my twice annual visits to the offices. The two assistant vice presidents will also visit once per year so that at least once per quarter all staff have the opportunity to sit face-to-face with a member of the senior leadership team.  Have your questions ready!

A few other topics were raised by staff. Travel reimbursements are always an issue. Gail White is wrapping up travel training for all staff and will have one more session in Jackson. She is also working with the Treasurer's Office to see what we can do about improving the turnaround time.

There are two remaining visits December 14 in Chattanooga and December 18 in Oak Ridge. And, of course, I'm available for meetings "live" or via "OCS" if you want to talk between visits.

Monday, December 3, 2012

Congratulations for Baldrige Success!


Congratulations to all IPS agencies for achieving Level Two in the state Baldrige application process. I look forward to reviewing the feedback reports and understanding how we can improve as an organization.

As we continue our Baldrige journey, it might be helpful to read how other organizations in the education sector have approached the criteria. Below is a web link to an article about the education criteria. Within the article is a link to previous national Baldrige winners in this sector.

Of note are the benchmark organizations that some of them used - not one organization, but several organizations who were doing things really well in particular areas like customer service or employees relations.

http://nistbaldrige.blogs.govdelivery.com/2012/11/29/baldrige-in-education-roots-and-reasons-for-hope/

Keep up the great work!

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Institute for Public Service
105 Student Services Building
Knoxville, TN 37996
Phone: (865) 974-6621