Human Resources

From the early days of employee assistance programs to the current opioid epidemic, substance abuse remains a significant workplace challenge. You’ll learn how to recognize on-the-job indicators of alcohol and drug abuse and what constitutes reasonable suspicion. Examine your role in maintaining a substance-free workplace, recognizing on-the job indicators of alcohol and drug abuse, and making a “reasonable suspicion” referral for testing. You’ll also examine your role in maintaining a substance-free workplace as well as the do’s and don’ts for supervisors regarding employee substance use and abuse.

Presented by Michael McCafferty, FEI Workforce Resilience, and co-facilitated by Tameaka Bryant, City of Madison Human Resources, who will speak specifically about the City’s policy on handling cases of suspected substance use at work or impacting the employee during their work time.

Learning Objectives:

1. Ensure the safety of the working environment, employees and public
2. Provide Alcohol & other drug education/awareness
3. Establish and maintain a work environment free from the effects of alcohol and/or drug use

Toxic acts have no place at work, yet too often, people experience harm. Without the right mindset, leaders might overestimate the problems their people face. Preventing harm takes more than only stopping the most severe behaviors. Unaddressed, minor behaviors and violations at any level heighten isolation, derail creativity, and erode trust. Research estimates that only 3 of 10 workers feel like their voices matter. And almost 75% of violations faced at work go unreported. 

Your people’s unfiltered opinions and creative ideas are your greatest assets. How can you be sure they feel safe enough to speak up? How can you guarantee they feel empowered to advocate for themselves and others?
 
Attendees will adopt an empathy-driven framework to label rooted issues and identify organizational initiatives that restore trust. Managers will acquire skills to ensure that their people feel empowered to speak up, regardless of their role, tenure, or social capital.
 

Prior to the Course:

• You are encouraged – but not required – to complete this survey.

The survey will help customize content for the three upcoming virtual workshops brought to you by Create Safe on behalf of the City of Madison. During the workshops, the Create Safe team will never share data collected from an individual response, but overall trends will be discussed. Create Safe will only share the overall trends with the City, and will clean and make anonymous all provided information when weighing the total feedback.

The March 15, 2023 session has been canceled due to upcoming staffing changes. Please keep an eye on our upcoming courses should future offerings become available. Thanks for your understanding! 

Burnout is a growing challenge for leaders and teams. Many employees are struggling with exhaustion, loss of confidence, and disengagement. But burnout is not just an individual problem, it’s a systems and leadership issue too. This session focuses on workplace culture and leadership factors that contribute to burnout. This course is not a lecture; most of your time will be in small and large group discussion to analyze strategies for improving our workplace.

Note: If you are having a personal struggle with burnout, you are not alone. Consider reaching out to the Employee Assistance Program or their external partner, FEI Workforce Resilience for free, confidential support.

Learning Objectives:

• Define burnout
• Describe six common causes of employee burnout
• Discuss leadership actions that contribute to workplace vitality

The whole is greater than the sum of its parts. In this two-part series, we'll decode the dynamics of high-performing teams.

Part 1: The Whole is Greater than the Sum of its Parts; Understanding Inclusive and Effective Teams

Building effective teams is a fundamental management competency. This session starts with an invitation to reflect on your experience and the characteristics of effective teams. You will learn to identify different types of teams, the assumptions we make, and the impact of those assumptions have on management and team members. The session will close with a comprehensive discussion of Google’s Project Aristotle, its origin story, and the impact its findings has had on the field of management.

Part 2: We’re Simply the Best; Decoding High Performing Teams

Effective teams and their leaders achieve common goals that positively impact organizational objectives. They accomplish coordinated and integrated tasks independently and as a team, while creating efficient processes and building inclusive relationships. Using the model offered by Google’s Aristotle project as a roadmap to assess, address, and create environments where effective teams can flourish, we will take a deep dive into the five characteristics of effective teams. Placing a special focus on psychological safety, particularly in an increasingly diverse workforce, we will explore the behaviors and team dynamics of each characteristic. We will also learn to recognize our role as leaders and create plans to develop these characteristics in our teams.

This course is presented by Organizational Development as part of our Management Skills Webinars series.

During Conflict Management, participants will have an opportunity to increase their self-awareness regarding their common styles to approaching and navigating conflict. Additionally, attendees will be encouraged to recognize different behaviors that they may engage in that lead to inadvertently increasing tension during a conflict. Finally, they will also be offered strategies and tools to defuse and resolve conflict in ways that honor their values, boundaries, and those of the other person involved. In spite of our focus being on the professional and collegial setting during the training, all of these skills are transferable to other contexts.

Learning Objectives:

• Increasing self awareness about one's personal style of managing conflict

• Recognizing how different behaviors may increase tension
• Exploring tools and strategies to successfully navigate conflict

Note:

Because this course is interactive, we request that you join from a computer or smart device. This course incorporates break-out sessions and we encourage your full participation in the virtual space.

The City of Madison is on a mission to provide the highest quality service for the common good of our residents and visitors. Staff achieve our mission through the continuous improvement of the ways we do our work. Join us to learn from the 2021 Supervisor Development Program participants as they present their Continuous Improvement Lightning Talks describing ways they improved their work through their capstone. This opportunity is offered in two parts and will feature a different set of presentations each day. Presentations will also be recorded and made available on the Lightning Talks Channel.
 

The 2021 Supervisor Development Program will present 5 minute Lightning Talks on their Continuous Improvement Capstones across two days.

Dates and Presenters:

Disclaimer:

This event is being recorded. It is a public record subject to disclosure. 
By continuing to be in the meeting, you are consenting to being recorded and consenting to this record being released to public record requestors who may see you, your home and your family members in the recording. You have the option to turn off your camera and participate with audio only.

Course Resources

Check out previous Lightning Talks

You may have grown comfortable with Zoom for meetings and trainings…maybe so comfortable that you don’t realize that the status quo may be unintentionally excluding participants. Did you know that there are strategies and tips that you can use that can make your trainings and meetings more inclusive and effective for people with disabilities? This session will broaden your perspective and you will leave with actionable tips to use in future trainings and meetings.

Learning Objectives:

1. Increase your understanding of disability-related barriers in virtual meetings
2. Obtain practical skills to remove access barriers
3. Be a better disability ally at work

Course Handouts:

• Course Agenda
• Slide Deck
• Slide Deck - Text

Build awareness on how bias, both explicit and implicit, can impact hiring decisions. Learn how to create an interview process by incorporating job-related behavioral questions with measurable benchmarks to effectively address bias in the interview process and for more objective candidate evaluations.

This course is mandatory for all supervisors and recommended for all interview panelists.
 

Course Resources:

• Position Description Example:  Payroll Clerk
• Handout: Interview Tips
• Handout:  Types of Bias
• Handout: Job Interview Bias Exercise
• Handout: Traditional to Behavioral Interview Questions Exercise
• Handout: Red Flag Process for Hiring Managers

Family Medical Leave can be a topic that even the most adept supervisor struggles with. This course will provide a background on FMLA, eligibility information, how FMLA is used, and Supervisor responsibilities.

Course Handouts:

• APM 2-21 - City of Madison Family and Medical Leaves of Absence 

• APM 2-45 - City of Madison Disability Leave and Layoff

“Feedback is the breakfast of champions” according to management expert Ken Blanchard. For leaders at all levels, it is how we learn and grow through our experiences. For managers, it’s a critical skill for improving team performance. Feedback also helps us maintain healthy boundaries and work environments. Yet it is one of the hardest “gifts” to give and receive.
This two-part series can help you move from fear to finesse.

• Part 1, Foundational Feedback will focus on the value of a positive feedback mindset, avoiding common pitfalls, and strategies to give effective feedback.
• Part 2, Intermediate Feedback will focus on ways to give feedback up, down, and sideways. We’ll also explore practices to receive feedback with gratitude and composure. Here's the link to register for part 2. 

You should complete the two courses in order, but you don’t need to sign up for both parts at once.

Learning Objectives:

Part 1:

• Understand a positive feedback mindset
• Avoid the three most common pitfalls that create defensiveness and resistance
• Learn to give effective feedback

Course Materials

Course Handout: Feedback Foundations

“Feedback is the breakfast of champions” according to management expert Ken Blanchard. For leaders at all levels, it is how we learn and grow through our experiences. For managers, it’s a critical skill for improving team performance. Feedback also helps us maintain healthy boundaries and work environments. Yet it is one of the hardest “gifts” to give and receive.
This two-part series can help you move from fear to finesse.

• Part 1, Foundational Feedback will focus on the value of a positive feedback mindset, avoiding common pitfalls, and strategies to give effective feedback. Here's the link to register for part 1. 
• Part 2, Intermediate Feedback will focus on ways to give feedback up, down, and sideways. We’ll also explore practices to receive feedback with gratitude and composure.

You should complete the two courses in order, but you don’t need to sign up for both parts at once. 

Learning Objectives:

Part 2:

• Understand how assertive communication strengthens feedback
• Learn to give feedback up, down and sideways
• Explore practices to receive feedback with gratitude and composure

Course Materials

Course Handout: Feedback Intermediate

Public sector investigations can present unique challenges. This course provides managers & supervisors with the knowledge base needed to conduct investigations with a focus on the investigative interview. The course will use scenario-based discussions, polls, and lectures to provide a strong foundation for making this sometimes intimidating process more manageable.

You'll leave knowing how to structure and conduct a misconduct investigation, create meaningful and helpful interview questions, and identify and address complicating factors in public sector investigations.

This training is a three-part series.  By signing up for this series, you are committing to all three classes.

October 2023 Series: Wednesday Mornings from 10:00 - 11:30 AM

• October 4
• October 11
• October 18

Course Resources

• Prework

1. Read through the “Investigation Process Pre-work” document that is attached to the course webpage
2. Watch a short video on bias linked in the pre-work section of the Handout
3. Develop a couple of questions about the misconduct investigation process that will help you be a better investigator

• Session 1 
• Session 2
• Session 3
   

Swamped with way too many meetings? We know that poorly organized and run meetings lead to frustration and disengagement. In this webinar, you’ll learn practical tools to plan and run effective and inclusive meetings so that you can lead people towards clear and actionable outcomes with greater confidence.

This course is part of our Management Skills Webinars series.

The Inclusive Leadership Conference invites attendees to learn how we can think about leadership in new and different ways. Our speakers will teach you tools to use in the workplace to be a more inclusive leader, especially for trans and queer people, Black, Indigenous, people of color, women and people with disabilities.

Who Should Attend

The Conference is open to all who want to grow as more inclusive leaders. A leader is someone who positively influences a group toward an inspiring vision or goal: no title, or position is necessary to make a difference. Collectively, we need to expand our idea of who and what a leader is and should be.

What You’ll Learn

• Leadership development – Participate in interactive workshops to challenge your assumptions about leadership

• Valuable insights – Learn from experts with life experience on how to face our own biases, address inequalities, and re-imagine inclusive workplaces

• Tips and Proven Strategies –Strategies to practice and add to your toolkit

• Connection – Engage with a diverse community and learn from shared personal and professional experiences

How We Designed the Conference

We involved those who are most impacted by exclusionary practices in the decision making for this conference. We did so by including employees who feel an affinity with the topic to choose the speakers for each day. We want to gather attendees to explore their own unique leadership and hold space for supporters/allies to learn in solidarity.

Sessions

If you are in need of accommodations or have any additional questions including technical support to participate in the conference, please indicate your needs during registration or contact Organizational Development a week before the conference.

Live closed captioning will be available throughout the conference for all attendees.

Cost

• City & PHMDC Employees: Free
• Non-City Employees: $50 per day or $150 for the four-day conference series

Meet Our Conference Presenters

• 

  Cole Sorensen (he/him) is a mostly-nonspeaking trans autistic person, a public speaker, writer, and consultant. He holds a bachelor’s degree in special education from the University of Minnesota Twin Cities. He has worked extensively with both disabled young people and the professionals who support them as a consultant, PCA, and lecturer. His work focuses on promoting autonomy, self-determination, communication access, and dignity of risk for young people with intellectual and developmental disabilities. He has interned with the Autism Society of Minnesota, where he worked on making their programming more accessible to AAC users.
  
   

• 

  Emily Blum (she/her) is Executive Director of ADA25 Advancing Leadership and has a passion for helping people and organizations use their voice to create a better, more inclusive Chicago region. Prior to joining ADA 25 Advancing Leadership, Emily held senior positions at some of Chicago’s leading nonprofits, including Metropolitan Planning Council (MPC), Chicago Humanities Festival (CHF) and Heartland Alliance. At all three organizations, she drove branding and strategic messaging campaigns that created new kinds of conversations with a wide variety of audiences. As a woman who experiences a disability, leading ADA 25 Advancing Leadership is both personal and professional. Emily is an ADA 25 Advancing Leadership Member (class of 2018), and that experience gave her additional tools to use her voice on behalf of those who experience disabilities.
   

• 

  Nakia J. Green (she/her) is the founder of Culture Solutions and Culture Solutions In Action, for-profit and not-for-profit organizations designed to decrease unemployment and underemployment amongst minority and disabled college graduates. She also founded Nakia J Consulting, a consulting firm with specialized capabilities in Leadership Development, Organizational Development, and Diversity, Equity, and Inclusion. Nakia hopes to further the conversation on invisible disabilities in the workplace and its impact on minorities.
  
  
  
  
   

• Maddison E Wagner (she/her) is a Transgender woman and a Certified Peer Support Specialist. Peer support is grounded in lived experience. I use my personal experience with trauma, marginalization, living with mental illness and recovery to help others to deal with different challenges one may be facing and help guide them to a place where they can be their brightest most authentic self and find happiness however that may look for them

• 

  Sergio Dominguez (they/them) is a doctoral student in counseling psychology at the University of Wisconsin-Madison. Their research broadly examines trans wellbeing, ethical and legal professional issues in psychology, and relationship-centered research and clinical approaches. They provide instruction for mental health practitioners related to treatment with LGBTQ+ clients holding multiple minority identities, focusing especially on bolstering resilience and resistance in trans youth and adults. Sergio’s advocacy includes consulting with elected officials on legislation, advocating for minoritized students in psychology, and engaging in local and national activist-led efforts. In their free time, Sergio enjoys outdoor activities (e.g., hiking, canoeing), cooking, and shopping.
  
   

• 

  Stephanie Budge (she/her/hers) is an associate professor in the Department of Counseling Psychology at the University of Wisconsin-Madison and the director of the Advancing Health Equity and Diversity (AHEAD) program in the School of Medicine and Public Health at UW-Madison. Her research focuses on emotional and coping processes for transgender youth and adults, as well as the effectiveness of medical and psychotherapeutic treatments for transgender clients. She provides clinical trainings nationally and internationally related to LGBTQ issues, focusing on practitioners’ self-efficacy, knowledge, awareness, and skills. At the University of Wisconsin, she promotes transgender advocacy on campus by providing workshops to students, faculty, and staff related to navigating gender identity within a university environment. As a licensed psychologist, she also provides clinical services to transgender youth and adults.

• ​​​​​​

  Mark Hargrove (he/him, they/them), Jill Nagler (They/Them), and Ginger Baier (She/Her) are all associated with OutReach LGBTQ+ Community Center. Mark is an openly Queer/Non-Binary, gay, and Black person that lives outside of Madison. He is the Program Director and is working on his Doctor of Social Work Degree. Jillip Nagler is the President of the Board of OutReach. Jill is non-binary. Ginger has been affiliated with OutReach for over 20 years. Having served on the Board, Ginger is now the Transgender Advocate.
   

• 

  ​​​​​​Sharon Brokenbough (she/her) is an ICF credentialed Coach, Author, Speaker, Professor, Wife, Mother, and Founder & Managing Principal of ROS Professional Partners LLC based in the Greater Philadelphia area. ROS focus is to provide support for existing and emerging leaders to increase their overall positive contribution to their organization through Executive Leadership and Career Coaching. ROS also facilitates, educates, and analyzes organizations in the field of Diversity, Equity and Inclusion (DEI). Through this work ROS works with organizations to achieve their DE&I goals through evidence-based research, focus groups, training, coaching and consulting
   

  

  Brandie de la Rosa (she/her) is the founder & CEO of E3inspire. She has a degree in Computer Science with a 20-year career in IT. Combined with her education in Psychology, specifically neuroscience, she decided to launch her own company helping businesses by building cultures that care. She is changing the game in the workplace by transforming the pain of trauma into production via Emotional Intelligence.
  
  
  
   

• 

  ​​​​​Samantha Baruah (she/her) has spent the past 12 years working with teachers, administrators, and policymakers promoting accessible and equitable public education at local, state, and national levels. Born in Vietnam, she immigrated to the United States as a political refugee and is proud to have become a naturalized citizen of the United States. She received her bachelor’s degree from the University of Iowa and her MBA from Washington University in St. Louis. She is a two-time publicly elected school board member serving from 2008 – 2015. Baruah has also served on the United Way Community Impact Council, 2 PMI chapter boards, Foundation for Madison's Public Schools Board, municipal boards, and is an active volunteer of several nonprofits.
   

• 

  Tony DelaRosa (he/they/siya) is an aspiring Anti-bias & Anti-racist educator, DEIB Strategist, Spoken Word Poet, and Cross-Coalition Builder. By day he is a Teacher Leadership Coach at Teach for America Miami-Dade, and by night he is a Co-founder of NYC Men Teach's Asian American, Teacher Empowerment, Networking, and Development Initiative. Ask him about critical race / ethnic theory as it pertains to Asian Americans, Brown Asian Americans, and F/Pilipino/a/x Americans!
   

• 

  Dr. Aaliyah Baker (she/her) began her career in education as a classroom teacher with the Milwaukee Public School system. She earned her Ph.D. in Curriculum and Instruction with an emphasis in Multicultural Education from the University of Wisconsin – Madison. Aaliyah Baker connects critical theory to research and practice in multiple local, state, national, and international settings. Aaliyah Baker addresses issues of social justice on micro and macro levels. She works to advance the constructive dialogue around race, racism, and culture to advance responsive practices.
  
  
  
  
   

• 

Morgan L Phelps (she/her) is the Founder and CEO of Colorful Connections, a social enterprise that transforms organizations into better versions of themselves by helping employers build, retain and grow inclusive teams that represent the communities they serve. Morgan also teaches Corporate Social Responsibility and Diversity in Organizations at Marquette University. Colorful Connections provides long-lasting solutions for employers who are invested in creating diverse and inclusive teams (such as talent placement services and cultural competency workshops). Colorful Connections also helps underestimated professionals secure promising careers, doing what they love with organizations committed to diversity and inclusion. Beyond serving as a change agent for diversity and inclusion, Morgan has more than 15 years of experience working as a PR and Communications Specialist, and she is a member of Alpha Kappa Alpha Sorority, Inc and TEMPO Milwaukee.

•  Jason Glozier (he/him), disability rights and service coordinator for the Madison, Wis., Department of Civil Rights. Glozier's background includes nearly two decades of working in disability rights with organizations such as Adapt, Not Dead Yet, and the Wisconsin Board for People with Developmental Disabilities.

Kelly Jackson is an international award winning Native American artist. Her edgy and soulful pieces have decorated stages across the United States, Europe and Canada. Her music has gained admiration for its unique flare, soulful vocals and remarkable ability to inspire and empower her listeners. Her debut album, Spirit of a Woman earned a NAMA for best Americana Album of the Year, her second, Renditions of the Soul, also received international recognition. Her single, After All This Time, earned a #1 spot on XM World and Indigenous Music Countdowns. She has been inspired and influenced by some of the most powerful women in music; Pure Fe, Buffy St. Marie, Etta James, Josh Stone, Amy Winehouse and Susan Tedeschi to name a few. Most recently, Kelly has collaborated with other inspirational artists, touching on a more alternative style pulling from spoken word, rap, and reggae with her recently nominated hit single, Wake Up. Ms. Jackson’s genre is Native Americana, having roots in folk, jazz, blues, country, hip/hop and rock all infused with native influences. She has shared a stage with some of the greatest, Indigo Girls, Wade Fernandez and Bill Miller.

Resources

Previous conference materials 

An Individual Development Plan (IDP) helps you

• Assess your skills, interests, and values,
• Make a plan for achieving your personal and professional goals,
• Communicate with your supervisors/mentors about your evolving plan and needs.

How do I use it?

• The IDP is a workbook-style packet will help you move broad ideas to concrete, actionable steps.
• Download a copy and follow the 5 Steps.
• Share with your supervisor and/or mentor the parts of the IDP you’d like to discuss.
• In an upcoming one-on-one with that supervisor and/or mentor, follow the discussion guidelines

Individual Development Plan Getting Started Guide

Making decisions can be one of the most difficult and stressful things leaders do. Involving others can relieve some of that stress as you gain new perspectives. Inclusive leaders make decisions with, not for, those who are impacted. This improves the quality of our work and relationships with each other. This session will cover basics of stakeholder mapping and group decision-making. 

Course Materials

• Course Handout
• Fillable Empathy Map
• Course Slides

This session explores best practices for interdepartmental equity workgroups, assesses your organization's readiness to move toward anti-racism, and gives you the tools and courage to get started. Individuals with limited to intermediate experience implementing racial equity strategies and ready to impact their organization's programs, practices, policies, and decisions are encouraged to attend.
 

This course is part of the new Management Skills Webinar series.
 

Leading with Equity Toolkit

• Parks Racial Equity Guiding Statement
• RESJI Action Plan Overview
• Parks Equity Change Team Poster
• Parks Racial Equity Team Timeline
• Email Invitation Example- Parks Racial Equity Team
• Sample Parks Equity Team Agenda- March 2018
• Sample Parks Equity Team Agenda- September 2021

Managing performance can be one of the most difficult aspects of supervision. It relies on us to tap into interpersonal skills, our knowledge about learning styles, and to balance that with our own technical competency. We want our employees to feel comfortable in their jobs and to be able to grow and develop along the way, but sometimes an employee might have something that is impeding their ability to meet expectations. Come learn about an approach to performance management that incorporates Trauma Informed Supervision, and ongoing coaching and feedback to keep performance high. We will also explore what to do when an employee is not meeting expectations.

This course is a two-part series. By registering for this series, you are committing to all dates below:
Thursday afternoons at 1 - 2:30 PM

• May 11
• May 18

This course provides an overview of the policy and process for drug and alcohol testing at the City of Madison, with a special focus on the Supervisor's role in that process. As a result of the course, you will understand the impacts of drugs and alcohol on the workplace and specific responsibilities of a Supervisor. You will also learn about the Federal Drug and Alcohol Clearinghouse, and our organizational responsibilities related to that program. This program covers the specifics of APM 2-23: Drugs, Controlled Substance, Alcohol and Drug Testing Policy which is intended to bring the City into compliance with mandated federal regulations.

All supervisors of CDL holders are required to take this course, but it is beneficial to all supervisors at the City of Madison.
 

Course Resources

Please read through the following materials before the course:
APM 2-23 - City of Madison Alcohol and Drug Testing Policy
Pricce List for Drug Testing
Handout: Impacts of Alcohol and Other Drugs on Behavior
Handout: Supervisor Instructions for Reasonable Suspicion
Handout:  Reasonable Suspicion Checklist

Harassment in the workplace can be a form of illegal employment discrimination. This workshop is designed to provide Mandatory Reporters with a greater understanding of the City's APM 3-5, Prohibited Harassment and Discrimination, and the legal and social implications of discrimination in the form of sexual, gender, racial or disability-based harassment in the workplace. Emphasis will be placed on increasing sensitivity to what constitutes a problem and why an immediate, constructive response is important. The discussion will also focus on exploring good management practices and policies requiring the maintenance of an environment that is free of discriminatory harassment.

Mandatory Reporters are defined as Supervisors, Managers, Lead Workers, and Department/Division Heads or are employees in the Mayor's Office, Department of Civil Rights, or Human Resources. They are required to take this training 45 days after hire or promotion, and then once every three years.

If you are not a Mandatory Reporter, please register for Prohibited Harassment and Discrimination Policy.
 

Contact Kym Woodly at KWoodly@cityofmadison.com with questions or concerns.
 

In this half-day workshop, you’ll learn how to maximize your productivity through your Individual Work Plan. The result: increased productivity and efficiency in your week without needing to do more, plus increased engagement for the work you do. In the second half, you’ll learn how different behaviors and mindset shifts can help you in positive ways towards productivity, and ensure that work planning can be executed both effectively and efficiently.

This course is presented by Organizational Development as part of the Management Skills Webinar series.

Course Resources

• Template: Individual Work Plan
• Template: Agency Work Plan (for Supervisors)

• Handout: Weekly Brain Dump

This course has been canceled until further notice. We apologize for any inconvenience. 
We go through many changes through our personal and professional lives. This course aims to give you insight into how change happens and how you can gain confidence in the midst of it all. You’ll learn about the individual’s role in change, the ADKAR framework, and the three ingredients in a successful change. 
Note: This course is a prerequisite for “Moving Teams Through Change”. 

Learning Objectives:

• Acknowledge that successful organizational change occurs when a mass of individuals decide to change.
• Describe the five elements of change in the ADKAR framework.
• Complete an individual ADKAR assessment, including identification of the barrier point. 

Note: Because this course is interactive, we recommend joining from a computer or smart device. Phone-only participation is not recommended.

Course Handouts:

• ADKAR Change Model
• Change Evaluation Worksheet

The City of Madison provides reasonable accommodations to qualified individuals with disabilities or long-term medical conditions when the accommodations are directly related to performing the essential functions of a job, competing for a job, or for enjoyment of equal opportunities. These accommodations help our employees, our agencies, and our organization to be more inclusive, innovative, and thriving. Supervisors have a critical role in the accommodations process. This course will provide the fundamentals of accommodations, explore the role of the Supervisor in this process, and inspire us to creatively look at our positions and job functions in a way that supports employees toward individual and organization excellence.

This course is mandatory for all supervisors.

Are you involved in projects at the City of Madison but don't officially carry the job title of Project Manager? Join us for this introductory Project Management session. Here you'll learn about the necessary components to assess and begin a project.

We recommend that you come to the course with a project in mind. It can be a project you're already working on or something you have coming up. If you bring your project idea(s), you’ll be able to apply and practice what you learn right away.

Course Materials:

Project Management Fundamentals Slides
Project Management Roles and Responsibilities
Assessing a Project Idea
Process Groups-Knowledge Areas

Whether we call it Public Participation or Community Engagement, we’re often wondering about how to do it in an authentic manner. Join us to learn more about the 5 R’s to Getting Authentic and resources and tools to create an inclusive public participation strategy. You will review the RESJI Public Participation Guide, learn about the City’s efforts to cultivate a shared approach and set of values for community engagement, and discuss best practices and lessons learned.

Learning Objectives

1. Learn the importance of embedding racial equity in public participation
2. Familiarize yourself with the RESJI Public Participation Resource Guide
3. Gain insight and tools to build an inclusive public participation strategy

Course Materials

• RESJI Public Participation Resource Guide

About the Facilitators

This training will be facilitated by the RESJI Community Connections Team. The RESJI Community Connections team is composed of staff of multiple departments. All team members are dedicated to embedding racial equity into our work with community members. The team authored the RESJI Public Participation Resource Guide and are proponents of elevating the role of public participation at the City of Madison, developing a shared approach and set of values for community engagement, and centering racial equity and inclusion when planning for public participation and when developing projects, programs, and policies. 

Do you supervise a team where your staff is in a different physical location, either teleworking or at a jobsite? This session is for you! We’ll explore the impacts of working remotely, and how to effectively manage a team in the absence of traditional in-person communications and synchronized team work.

Through an interactive dialogue, we’ll learn practical, tactical, and immediately applicable techniques to improve synchronous and asynchronous collaboration as well as our ability to provide impactful feedback. We’ll also learn and practice how to coach, mentor, and acknowledge our employees while prioritizing and structuring our work to meet competing demands. You’ll leave this session with concepts around trust, setting standards and expectations, and building flexibility while maintaining focus.

This course is presented by Organizational Development as part of our Management Skills Webinars series.

Course Materials

Course Handout: Key concepts and suggested learning resources

Finally back by popular demand! This course is for those beginning their learning on racial equity and social justice, or seeking a foundational primer. This course is for those wondering "What is racial equity? What does it have to do with my job? What can I do about it?" To explore these questions we'll use slides, handouts, videos, art, comedy, local and national case studies, pair and group dialogue, and activities to build "equity muscles." 

The course has three sections:

1. SELF: identifying one's own social identities and examining power, privilege, marginalization and their intersections. 
2. SYSTEMS: exploring the different levels of racism: individual, institutional, and structural. 
3. SOLIDARITY: finding our roles in building towards inclusion and belonging.

Learning Objectives:

1. Be able to describe key concepts related to equity and structural racism,
2. Practice talking about race constructively with others as it relates to oneself, one's work, and one's department/division,
3. Identify tools and practices for counteracting bias in one's work and practices, and
4. Identify opportunities to advance racial equity in their relationships, work, and life. 

Have you experienced a stressful, perhaps traumatic event in the workplace? As a supervisor or manager do you feel prepared to handle and support your staff through these abnormal events? Join us to learn more about critical incidents, how they present in the workplace, normal reactions your employees may experience, and your role as a supervisor. We will share resources, skills, and information to better prepare you for handling these events in a trauma-informed way that will leave your staff feeling supported and will provide a smoother transition back to normal operations.

Learning Objectives:

• Discussing what a critical incident looks like and how it impacts employees
• Increasing awareness about supervisor’s/manager’s role in addressing the critical incident and supporting employees who were impacted
• Learning about resources to assist when a critical incident occurs and how EAP will be involved in the response

Because this course is interactive, we request that you join from a computer or smart device. This course incorporates break-out sessions and we encourage your full participation in the virtual space.

The Supervisor Development Program (SDP) is for supervisors at all levels within the City of Madison. It uses a cohort model, which means participants learn together and from each other over several months. Instructors and facilitators include subject-matter experts within the City and external learning partners.

The program includes:

• Management skills webinars
  Learn about City policies and policies and build skills. Topics include hiring, onboarding, managing and developing staff, communication, giving and receiving feedback, and work planning. 
• Leadership development forums
  Interactive sessions to understand and grow your leadership, unifying teams around shared values, vision and results.
• Continuous improvement process
  Learning in action to complete a capstone project. You will apply continuous improvement strategies to improve a process in your agency, and report out on your progress and results through a 5-minute lightning talk in June 2022.

Resources for Cohort Members

Group email address:

All one word: 2021 Supervisor Development Program at City of Madison dot com

Networking Challenge!

Connect with:

• Another Supervisor Development Program participant (Photo directory)
• A Supervisor Development Program Facilitator or Panelist
• Someone you’ve lost touch with
• A new employee

Bonus:

• Update your LinkedIn and add all of us
• Research and get involved with a local professional association or service organization

Continuous Improvement Process Resources

• Sample Sponsor Pitch- Continuous Improvement request for sponsorship
• Worksheet- Defining the Problem- (You can refer to this Prefilled Example for guidance)
• Worksheet- Process Brainstorming and Check
• Slides from Continuous Improvement Presentation
• Lightning Talk Channel (requires network login)
  • 2 Administrative Process Lightning Talks: Quality Control For Data Entry (Megan Lukens, Assessor's Office) and Administrative Approval of Easements (Jenny Frese, Office of Real Estate)
  • 2 Operations Process Lightning Talks: Improving Snow Removal Routes (Spencer Werner, Parks Dept) and Cityworks Work Order Implementation for Landfill Monitoring and Maintenance (Jack Brody, Engineering Division)

Resources from Past Sessions

Nov 3 Humility & Empathy

• Slides- Followership
• Guide- RESJI Public Participation Guide
• Slides- Employee Experience
• Strengths- First Impressions Worksheet
• Slides- Employee Assistance Program

Oct 27 From Values to Action

• Slides- Work Planning for Operations
• Slides- Work Planning for Administration
• Slides from Sustainability Presentation
• Slides from Racial Equity Analysis as Continuous Improvement presentation
• Link to Racial Equity Analysis Tools

Oct 20 Values-Centered Teams

• Podcast- The Future is Learning with Heather McGowan (show notes include graphs and a video presentation)
• Slides- Citywide initiatives introduction
  • Latinx Community Engagement Team SharePoint Site
  • Multicultural Affairs Committee Website
  • Women's Initiatives Committee Website
  • Racial Equity & Social Justice Initiative Website
• Slides- Leadership, Self-Determination, and Intellectual/ Developmental Disability by Cole Sorenson
• Slides- Workplace Accommodations by Sherry Severson

Oct 13 Management and Leadership

• Course Handout- Management & Leadership
• Slides- Doing Things Right and Doing the Right Thing: Leadership and Management in Context
• Self-Assessment Individual Leadership Development Plan 
• Book Summary- Credibility by James M. Kouzes and Barry Z. Posner
• Slides Building a Positive Safety Culture pdf 
• Toolkit- Leading with Equity Course Resources
• Case Studies- Racial Equity in Madison Parks

Oct 6 Employee Performance Management and Introduction to Continuous Improvement

Continuous Improvement

• Brainstorming Handout

Employee Performance Management

• Slides from Employee Performance Management Presentation
• Onboarding Report for New Employees
• Webpage for Employee Check-In Process
  Includes links to resources on Citywide Core Expectations
• Guide: Employee Assistance Program Return to Work Guide
  Pages 12-15 are about Trauma Informed Supervision and making an EAP referral.
• Website: Employee Assistance Program

Sep 22 Hiring Foundations & Creating an Equitable Interview Process

• Hiring information on Employeenet
  Includes links to forms, NEOGOV users guide, etc.
• Slides: Hiring Foundations for City of Madison Supervisors
• Slides:  Creating an Equitable Interview Process
• Video: Creating Position Descriptions (18 minutes, requires City login)
• Handout: Hiring Process Charts
• Position Description Example:  Payroll Clerk
• Handout: Interview Tips
• Handout: Types of Bias
• Handout: Red Flag Process for Hiring Managers
• Self-guided Slideshow: 9 Tactics for Confronting Implicit Bias by Change Works

Sep 15 Resources: Values-Based Leadership

• Optional Prework: Who are you?
  Improve your professional introduction, Meditative Story- "What Holds the World Together" by SG Goodman
• Presentation Slides: Program Orientation and closing reflection
  Includes an overview and outline of the program, photo directory, and City mission/vision/values
• Presentation Slides: Values-Based Leadership
• Group Activity: Values-Based Leadership
  Self-guided discussion activity to introduce the four principles of Values-Based Leadership
• Presentation Slides: Developing Group Agreements Part 1
  What group agreements are,
• Guide to Developing Community Agreements
  This guide from the National Equity Project was developed for educators but is an excellent resource for co-creating group agreements with any kind of team.
• Values-Based Leader Interview
  Questions used in the leader interview with Saran Oak
• Presentation Slides: Towards Reflective Practice
  Slides from Kristy Kumar's presentation, includes reflective self-assessment questions
• Video: Kimberlé Crenshaw on "The urgency of intersectionality"
  A moving TED talk by the woman who coined the term "intersectionality" 
• Reflective Activity: Fillable Identity Map
  This identity map is a tool for reflecting on your positionality.

Upcoming Sessions

• Oct 6:  Employee Performance Management & Introduction to Continuous Improvement

Schedule and Logistics

• The Fall program is every Wednesday from September 15 to November 10 from 8 am to 3 pm. There is a 15-minute morning break and a 1-hour break for lunch. (No session on September 29.)
• The program is 100% virtual. Zoom links are included in your a calendar invites and email updates.
• The Spring program is focused on the Continuous Improvement Capstone: Implementing process improvement in your agency with coaching and resources to support you. There will be 2-4 check-in meetings and the program ends with a Lightning Talk report-out in early June.
• Program materials will be placed on this page for easy retrieval during the program. This is not a permanent page, so be sure to save anything you'll want to reference later.
• Contact us as soon as possible if any accommodations or adjustments are needed to facilitate your full access and participation in this course.

The learning curve for new supervisors is steep! This virtual workshop explores the responsibilities and impact you make as a supervisor. We'll discuss employee experience and moments that matter between you and your staff. There will also be time for networking and discussion with other supervisors. You'll leave the orientation with a resource guide and development plan template. Though we can't tell you everything you need to know in 90 minutes, we can help you get your bearings and navigate your new role.

Who should attend?

Required for:

• All new supervisors, whether you are new to the City or were promoted into a supervisor role.
• Existing supervisors who never participated in Supervisor Development Program

Recommended for:

• Supervisors who completed Supervisor Development Program more than 5 years ago (pre-2017), as a refresher
• Supervisors of supervisors, to support you in onboarding, coaching and developing your staff

Course Materials

Prework:  Get Ready for Supervisor Orientation

Handout: STARS Framework

Slides: Supervisor Orientation

Follow-up:  Supervisor Development Plan

Also Recommended

Our new Supervisor Network is a community for supervisors, by supervisors. It's a great space for new supervisors to make connections in a collaborative learning space.

Check out the new Supervisor Resources on Employeenet. This is a collection of information and tools that support you in your day-to-day management work.

Are you a supervisor that wants more tips and insights in how you can support your LGBTQ+ staff and foster an inclusive work environment for existing and new employees? In this course, you will learn more about your responsibilities as a supervisor and come away with actionable ways to promote inclusion within your team.

Prerequisites:

This course is for supervisors who have attended LGBTQ+ Part 1: Creating Inclusive Spaces and/or LGBTQ+ Part 2: Contributing to Systemic Change.

Learning Objectives: 

1. State supervisor roles in supporting transitioning employees and all transgender, non-binary, and gender non-conforming employees regardless of transition status
2. Name ways to protect legal name and sex assigned at birth information
3. Demonstrate prevention and recognition of and response to harassment in the workplace

Course Materials:

• Slide Deck
• In Course Examples Handout

Even before the COVID pandemic, trauma was widely prevalent in our society. The collective trauma we are all experiencing now as the result of this pandemic has only exacerbated the issue. Moreover, trauma has negatively affected organizations, taxing already stressed systems of care and practitioner wellness. Trauma-informed care (TIC) is an intervention and organizational approach that focuses on how trauma may affect an individual’s life and their response to supervision. Trauma-informed supervision (TIS) is taking the key principles of TIC and applying them in a relational way with supervisees. This presentation will take a closer look at how the application of the six values of trauma-informed care in supervisory practice can and will drive connection and can be applied in multiple service settings. We will also examine implicit bias and ways supervisors can address their own biases to better connect with a diverse and inclusive workforce. Never has this topic been more relevant and needed in our workspaces.

Learning Objectives:

• Understand the significance of the Adverse Childhood Experiences (ACE’s) study as a public health and workplace concern.
• Define and identify key terminology and concepts related to trauma
• Articulate what trauma-informed care is and identify the six principles of a trauma-informed, compassionate work culture.
• Understand how past trauma and a traumatized workspace can affect employee engagement, health, and productivity.
• Identify some of the best practices of trauma-informed supervision.
• Define implicit bias and identify ways to overcome it.
• Become familiar with diversity, equity and inclusion and its place in the trauma-informed workspace.
• Describe the next steps to implementing trauma-informed care in the workplace.

Note:

Course Materials:

• Trauma-Informed Supervision One-Pager
• Four Steps to Identifying and Stopping Implicit Bias for Managers
• The CLEAR Model
• Trauma-Informed Supervision Practice Opportunities

“We must transform ourselves to transform the world.” -Grace Lee Boggs

As managers and leaders who recognize there are systems of oppression in the workplace that we must reckon with and dismantle, we must also tend to the internal work within ourselves to build equity, inclusion, and belonging. We cannot wait for the “system to transform” – we also have to “transform ourselves.”
This session is for managers, or anyone who leads teams, to explore how their own identities shape their worldview and thus their management style and approach. Participants will explore concepts such as intersectionality, positionality, identity salience, reflective practice, and deep listening. Through individual and group activities and a case study, participants will use their own self-awareness, behaviors, and interactions as sites of learning.

Learning Objectives:

1. Exposure to the concepts of intersectionality, positionality, identity salience, and reflective practice
2. Practice reflecting on one’s own identities
3. Practice deep listening skills with colleagues
4. Practice a liberating structure model for solution building

As a result of employee survey responses, the City began a new employee/supervisor check-in process in 2021. The goals of these discussions are to provide more support to employees, further our growth, and help us align individual performance with our organizational vision, mission, and values. This session provides an overview of the City process and highlights new tools developed to make these discussions richer and more productive. 

Course Resources

Prior to the session, please check out our resources and come to the training session prepared with any pressing questions you might have about the Employee Check-in Process.

1. Preview the Resources on the Employee Check-in Process and Resources page
2. Identify 1-2 of your most pressing concerns about the Employee Check-in Process and bring those with you to the session. 

Before we lead others, we need to know how to lead ourselves. For most of us, our personal values guide how we feel and act day-to-day. The four principles of Values-Based Leadership help us lean into our values while remaining curious and open to the values and experiences of others.

Through self-reflection, humility and empathy, a balanced perspective, and lifelong learning, we can grow our leadership from any position.

This is an excellent course for people at all levels in their leadership journey.
 

NOTE: A significant part of this course is spent in self-guided, small group discussion in a Zoom breakout room. You will also need access to the group activity handout during the course. Using a computer, tablet, or at minimum a smartphone is recommended. Phone-only participation is discouraged because it will be difficult to access course materials and interact with others in your small group.

If you are planning to broadcast the course in a conference room for a group, contact the instructor ahead of time for special instructions and activity modifications.

Course Resources

• Values-Based Leadership Group Activity
• Values-Based Leadership Summary Handout
• Values List (from Brené Brown's Dare to Lead)

Congratulations on your promotion to supervisor!  In navigating your changing role, you not only need to be knowledgeable about policy and procedures but will also need to develop strategies that empower team members, build trust, respect, and “buy-in”. During this session, you will learn strategies to transition into this new role, identify common roadblocks for new managers, and find ways to prevent and overcome them.

Participants in this course will also have the opportunity to sign up for a free follow-up group coaching session with the instructor, Dr. Hammonds.

This course is presented by Organizational Development as part of our Management Skills Webinars series.

Course Materials

Handout- Course Workbook

Slides