leadership coaching 520-final project

8/3/2019 Leadership Coaching 520-Final Project

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Final project submitted by

Marisa Crawford Gray

February 9, 2010


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The H.E.A.R.T. program is a grant fundedopportunity provided by the DOL at Kansas CityKansas Community College. The grant wasdesigned to meet the tourism growth that is

happening in the community. The community ischallenged to find qualified employees due to lowskills and experience.

Participants are involved in an eight week trainingreceiving classroom curriculum, hands on

experience and field trip opportunities in the areaof Hospitality or Retail industries. Successful participants will receive a national

certification in hospitality or retail that isrecognized by the industry


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The new administrative team for the H.E.A.R.T. programis responsible for goals and objectives that we notwritten by them and will be difficult to achieve in theallotted time remaining with the grant.

As program coordinator, I have the responsibility ofassembling a new staff, overseeing the curriculumrequirements of the grant; marketing and recruitmentof the program and submitting all necessary reports asrequired by the Department of Labor (DOL).

This is the first grant management project I have been

involved with in a leadership capacity. One of theover-arching challenges for the management of thisgrant is in addition to my other responsibilities asBusiness Development Liaison for the college


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Ddean

KCKCC President

H.E.A.R.T. ProgramCoordinator

Support Staff

Case Manager

Financial Officer

H.E.A.R.T. Instructors

Dean,

Business & ContinuingEducation

H.E.A.R.T. AdvisoryBoard


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As a leader of the H.E.A.R.T. Project, theleadership styles that I am most comfortable withare the authoritative, democratic, affiliative, and

the coaching. At the beginning of the project, using the

Authoritative method to share the vision and aschanges needed to take place quickly provided the

guidance in a positive manner. Using Affiliative, I am able to create harmony and

build relationships between the instructors, staffand the participants of the program.


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Working with the goals that had beenestablished for the program, using theDemocratic approach we were able to move

forward with an agreed plan of action. Wehave team meetings to check in and provideassistance to anyone experiencing challenges.

Coaching is used to help the Case Manager

gain confidence in working with other adultsand making group presentations.


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Coaching skills are also used with the supportstaff as we transfer her scrap booking skills to abusiness format. We have also strengthened

her people skills as she works with thevolunteers of our Advisory Board.

Working with the instructors from theindustry, coaching and affiliative skills are

used to provide training assistance as theydeliver quality programs.


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Personnel

Grant Management

Time Management

Grant Outcomes


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Support staff is a creative scrape bookerunaccustomed to working with professionalbusiness look. Also challenged, working withvolunteer advisory board and multiple projects at

once. Industry professionals serving as instructors not

familiar with academic teaching standards Case manager is former high school teacher, but

not comfortable with giving directions to other

adults. Creating a team atmosphere in a short period of

time with individuals that dont work in the samefacility.


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Third set of administration brought in tocomplete the initial two year grant.

I was assigned management of this grant with

only 9 months to complete a 2 year project. This is my first grant management project

Recruitment and implementation of grant after

a one year hiatus, branding effect Quarterly reports- financial

expectations/restrictions


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As the Grant Coordinator I am only available to devote40% of my time to grant implementation, in additionto my responsibilities as Business Development Liaison

Working within the timeframe of the approved grant

The need to build community partners for recruitmentand industry partners for support of the program withhiring qualified students that complete the class

Recruitment of participants within the desired agegroup

Scheduling classes to meet the needs of the industrytargeted


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Data driven receiving supporting informationfrom the Research division

Outcomes listed in grant are unrealistic to achievein current economic times

Designed to impact unemployment levels for 19-25year old population that we have not been able toreach. Recent classes have not met age group buthave created a new market of people aged 45 and

above to be trained. Evaluation and follow-up from the program

participants and completers

Meeting financial expenditure obligations


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Communication at all times with all levels is key toan effective program

When making decisions consider the desiredoutcomes when developing the process

Are there policies, strategic plans or proceduresthat must be adhered to Determine the players that need to be involved Gaining consensus on actions needed

Keeping all players involved in the communicationof what needs to happen, what has happened andwhat are the gaps/next steps

Evaluating and Informing others of outcomes


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We have a number of audiences that we mustconstantly communicate with:

H.E.A.R.T. Staff members

H.E.A.R.T. Instructors H.E.A.R.T. Participants

Kansas City Kansas Community CollegeStakeholders

Hospitality & Retail Industry Kansas City Metro Area Community

Department of Labor


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Face to face

E-mails

KCKCC web-site

Newsletters

Posters

Flyers

Direct Mail

Social Media (face book, twitter, threads, etc.)


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Determine the issue, gather the facts

Are there policy matters surrounding the issue

Have a private conversation with parties

involved, in a non threatening environment.Allow time to hear all sides

Find common ground (brainstorm solutions)

Work to implement any changes needed to

avoid repeat of situation Check back with all parties periodically

Acknowledgement of progress or changes


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An example of a conflict that was encounteredoccurred with between the support staff andmyself. I had asked for materials to be

developed for the project. Support staffpreferred to receive request from my directsupervisor instead of me. We resolved thematter with a meeting outlining the chain of

command, preferred request style andprovided a system for project check-ins.


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1. What change needs to happen

2. Who are the players (key decision makers,

resource and those impacted by change)3. Articulate Goals

4. Determine task and roles

5. Take Action and implementation of plans

6. Reinforce change collect data, analyzefeedback, determine gaps

7. Acknowledge successful outcomes


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leadership coaching 520-final project

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