I'm working on a development programme for a particularly diverse Parnership Board of a regeneration programme. Members include elected Councillors, senior professionals from local agencies and service providers, representatives of voluntary & community organisations, and community representatives. There are reportedly both individual and group needs but these have been little discussed. Some members are only too aware of their learning needs and very keen to become more effective in their role; others, for all the obvious reasons, are likely to be less willing to be forthcoming.
Any ideas for getting a dialogue going? I'm thinking self-assessment questionnaire but don't know of an appropriate one that's not too scarily 'psychometric' for this early stage.
John Chapman
2 Responses
What do they need to be able to do
Hi John
Is there anything agreed such as a ‘job description’ for the board members showing what skills they need? If so I have a simple questionnaire that can be adapted to any behaviour or skill. If you give me a call on 07766 422376 I can talk you through it.
Regards
Sue
Developing boards
This is a challenge for a number of reasons – not least because some of them are there because it is their job to be there, they will not see personal development as a requirement.
I have worked with many ‘boards’ & Cmttee’s like this and I have yet found a broad spectrum LNA to work.
If you can identify a single goal or task of the board and then demonstrate that they need development in that area (finance, planning etc) then that works well. Remember it is their emplouers that are responsible for their personal development not the regeneration programme.
One ‘holistic’ approach would be to use the DDA a 360 paper tool from SHL (not it is not as expensive as it sounds) and comes with a system called “check a board”. this little know instrument is great in this arena.
Happy to share specific experiences off line.
Mike Morrison
RapidBI – Rapid Business Improvement