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Emerging leaders development program

Emerging leaders development program. Timothy J. Wolf, OTD, MSCI, OTR/L (Chair) Virginia (Ginny) Carroll Stoffel, PhD, OT, BCMH, FAOTA Debi Hinerfeld, OTR/L William Janes, OTD/S Marianne H. Mortera, PhD, OTR Linda Riccio, OTR/L Maureen Freda Peterson, MS, OT/L, FAOTA. History.

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Emerging leaders development program

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  1. Emerging leaders development program Timothy J. Wolf, OTD, MSCI, OTR/L (Chair) Virginia (Ginny) Carroll Stoffel, PhD, OT, BCMH, FAOTA Debi Hinerfeld, OTR/L William Janes, OTD/S Marianne H. Mortera, PhD, OTR Linda Riccio, OTR/L Maureen Freda Peterson, MS, OT/L, FAOTA

  2. History • AOTA Conference 2007 • Representative Assembly-Task Group 6 • Charge • Formation of an ad hoc committee “to develop leadership preparation, governance transition and networking support”. • An exploration of “leadership and Association needs as well as external leadership development strategies and methods for possible use for future volunteer leadership training” • Summer 2007-Ad Hoc Leadership Training committee was formed • Virginia (Ginny) Carroll Stoffel, PhD, OT, BCMH, FAOTA (chair) • Jewell J. Dickson, MPH, OTR/L, ATP • Kate Loukas, MS, OTR/L, FAOTA • Penny Moyers, EdD, OTR/L, BCMH, FAOTA • Sharon Newton, MS, OTR/L • Timothy J. Wolf, OTD, MSCI, OTR/L • Maureen Freda Peterson, MS, OT/L, FAOTA

  3. History • January 2008 • Final Report from the Ad Hoc Committee • Three Recommendations • Coordinated On-lineOpportunitiesfor Leadership (COOL) • Leadership transition planning • Appointment of the Emerging Leaders Development Committee (EDLC) to develop the Emerging Leaders Development Program (ELDP)

  4. History • ELDP • Rationale • Students are extensively involved in all aspects of AOTA activities • After they transition into new practitioners, their involvement is drastically decreased and membership numbers also plummet • Limited opportunities for leadership in the profession for new practitioners. • By the time they have a level of experience deemed necessary for involvement-mostly no longer interested • A program is needed to capture and provide structured training for new practitioners in order to prepare them for immediate serve in AOTA

  5. History • AOTA Conference 2008 • Representative Assembly-Task Group 4 • Charge the President with appointment of the Emerging Leaders Development (ELDC) Ad Hoc Committee to carry out the planning and preparation for a pilot Emerging Leaders Development Program in Fiscal Year 2009, with the actual pilot training program to be implemented in FY 2010, with a report back to the 2010 RA meetings with recommendations for future emerging leader development programming.

  6. EDLC • Appointed and began work in Summer 2008 • The function of this committee is to develop, maintain and monitor the Emerging Leaders Development Program (ELDP) and the process in the development of leaders in national affairs related to occupational therapy. • Design the program • Develop a mentoring program • Determine the application process • Establish the evaluation methods

  7. Emerging Leaders Development Program (ELDP) • Year long program • Candidates chosen will: • receive a formal face-to-face (two day) training focusing on leadership development and components of the program • participate in a service learning component where they will work with AOTA on a project or leadership role where they fill a real need • participate in a formal mentored experience where trainees are paired with individuals currently in a leadership position in AOTA for a period of at least one year following the training • share their experiences via AOTA publications or formal/informal presentations

  8. Two-day Training • Day 1 • Focus on leadership and will introduce the “Model of Coherent Leadership” • Participants will learn about how leaders are formed, what influences their performance, and how they can sustain themselves as leaders, as well as build the capacity of others to become leaders. • Day 2 • Focus on AOTA leadership • AOTA Board orientation materials to build the working knowledge of the participants as to the leadership opportunities, needs and expectations as well as putting a face on the people who work at AOTA. • Matched with a mentor and develop a year-long mentoring plan

  9. Mentored Experience • The purpose of leadership mentoring is to complete the overall training objectives of the program by providing one on one guidance and support to the Emerging Leader by a current leader within AOTA, in an effort to build on the emerging leader’s leadership capacity, specifically into positions of future leadership within AOTA. • Each applicant will be paired with a mentor for their year-long experience • Develop goals for the year and the future • Needs assessment and goal development plan • Serve as a one-on-one contact for the upcoming year • Participate in a service-learning project

  10. Service Learning Project • Completed as part of the mentored experience • Each applicant will actively engage in a service project with their mentor related to the mentor’s specific commission or committee within the profession. • Related to the participant’s goals for the year and ultimately their leadership development goals

  11. Completion • Applicant will share experiences through AOTA presentations and publications • Participant will work with AOTA to be considered for an open leadership position within the association as soon as possible • Participant will continue to provide feedback to the EDLC related to their leadership activities and suggestions for future programming

  12. Applicants • Fifteen candidates will be selected • May be OT or OTA students in their last year of their professional preparation or new practitioners with 3 years or less experience • Candidates must also be current members of AOTA • Must see themselves staying involved in AOTA leadership • Must commit to the year-long program • Application process • Personal letter of intent • Goals, experiences, current/past leadership activities • Letter of reference

  13. Timeline • All programming is subject to approval of the Board of Directors for funding • Be on the lookout for a call for applications to the program • Begin to reflect and consider what your leadership strengths and weaknesses are and your professional leadership goals. • Start of the application process and program is still to be determined • Application process and start date

  14. Questions? • Contact info • Email • wolft@wustl.edu • 314-286-1683

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