Laying a Foundation:
A Gathering of CASFAA
Financial Aid Leaders
Leadership for the Seasoned
Professional
Designed Exclusively for the 2008
CASFAA Executive Training Forum
Terry D. Everson
Everson Consulting
Session 1
Strategic Planning:
Laying the Foundation
Personal Learning Journal
Initial Learning Objectives
A training program is like a communication
situation in one important way: If you are clear
about what you want or need, and you are
willing to ask for it, you are more likely to get it.
In the space below, write down what you want
or need from this training program.
______________________________________
______________________________________
______________________________________
______________________________________
Ah-Ha’s
Activity
Responsible
Person
Key Dates
Program Agenda-Sessions 1-2



Welcome / Introductions / Overview
Visioning and Strategic Planning:
Putting It All Together
 Definition
 How the pieces fit
 Templates to consider
Leadership: What We All Need, What We All
Want
 The “Ohio” Model
 A look in the mirror
 Taking it to the next step
 Lessons from the leaders
Program Agenda-Sessions 3-4


Change Management: Your Role, Your
Challenge
 Why people resist
 Understand your impact
 Sacred cows make the best steaks
TeamWork
 Rules according to Betty
 What I bring to the Plate
- Lessons
- Stages
Program Agenda-Session 5


Staff Motivation and Executive
Communication
 3 Major theories: Compare and Contrast
 Get creative
 Do unto others
 Listener’s viewpoint
 Emotion and logic/reason: A five-step
approach to staff communication
Action Items / Next Steps
Session 1 Agenda

Visioning and Strategic Planning:
Putting It All Together

Definition

How the pieces fit

Templates to consider

Action Planning
Strategic Planning

Executive Activity

Managerial Activity

Operational Activity
It Ain’t Rocket Science

Why




What


Vision
Core Values
Mission Statement
CFSs
Who, When, How


KPIs and Goals
Strategies / Action Plans
Organizational Terms to
consider
Term
Issues Involved
Core Values Qualify of life, meaning of work, ethics, values
Vision
Long term look into the future
Mission
Reason for existence
Objectives
Goals
Process
Critical Success Factors (CSFs)
Key Performance Indicators (KPIs)
Work planning, continuous improvement
Role/Job
Skills/Task
Resource
Responsibilities, functions, relationships
Duties, activities, behavior
Equipment, tools, materials
Vision
Values
Organization
Mission Statement
Organization’s
Strategic Objectives
Organization’s
Strategic Objectives
Organization’s
Strategic Objectives
Annual Measurable Organizational Goals
Department Mission
Department Mission
Department Mission
Department’s Critical Success Factors
Department’s Critical Success Factors
Department’s Critical Success Factors
Key Performance
Indicators
and Annual Goals
Key Performance
Indicators
and Annual Goals
Key Performance
Indicators
and Annual Goals
Key Performance
Indicators
and Annual Goals
Key Performance
Indicators
and Annual Goals
Key Performance
Indicators
and Annual Goals
Steps In The Process
Normal Approach
Our Approach

Vision


Mission

Critical Success Factors
(CSFs)
 Key Performance Indicators
(KPIs) and FY Goals


Strategies
Vision
CSFs

KPIs and Annual Goals

Mission
Strategies

Making It Personal
Statement of Employee Goals
Employee:_______________Department_____________
Appraised by: _________________Date______________
KPIs
Performance Standard (Goal)
To Be Met
By (Date)
There Is A “Me” In Team
Summary of Departmental Goals
Department:______________Manager ________________
Period:_________________to________________________
KPI
Performance
Standard (Goal)
Responsible
Employee
To Be Met By
(Date)
Action Planning Worksheet
I will do what? By when?
Action
Date
Signed____________________ Date______
Contact Information
Terry D. Everson
Chief Training Officer and Executive Coach
Everson Consulting
807 Sunrise Bay
Waunakee, WI 53597
everson.consulting@gmail.com
www.Everson-Consulting.com
(c) 608-225-3762
linkedin
Laying a Foundation:
A Gathering of CASFAA
Financial Aid Leaders
Leadership for the Seasoned
Professional
Designed Exclusively for the 2008
CASFAA Executive Training Forum
Terry D. Everson
Everson Consulting
Session 2
Advanced Leadership
Personal Learning Journal
Initial Learning Objectives
A training program is like a communication
situation in one important way: If you are clear
about what you want or need, and you are
willing to ask for it, you are more likely to get it.
In the space below, write down what you want
or need from this training program.
______________________________________
______________________________________
______________________________________
______________________________________
Ah-Ha’s
Activity
Responsible
Person
Key Dates
Session 2 Agenda

Welcome / Introductions / Overview

Leadership: What We All Need, What
We All Want

The “Ohio” Model

A look in the mirror

Taking it to the next step

Lessons from the leaders
Leadership Defined

Manager:

Leader:
The Cornerstones Of
Leadership

Be A Role Model

Build A Shared Vision

Challenge Your Processes

Enable Others

Remember Your Heart
What Goes Into Leadership?

See The “Big Picture”

Achieve Your Maximum Potential

Know Your Personal And Organizational
Paradigms

Build A Shared Vision

Create A Learning Environment
Ohio: The Home of The
Leadership Movement
A Day-to-Day Look
Need-Based
Management
Employees
Tasks
Need-Based Leadership
Assessment
Step 1: Identify all employees you directly supervise (you are responsible for their performance).
Step 2: Identify some of the tasks these employees perform.
Step 3: For each employee, review the job tasks they perform and place an “X” in the
corresponding box.
Step 4: For each “X”, rate the person based on their ability to perform that particular task (1+Low
to 4+ High)
Need-Based
Leadership Assessment
IV
III
II
I
Delegating
Level 4
Cooperating
Level 3
Convincing
Level 2
Instructing
Level 1
NBL Template
Employment Skill Level to Individual Tasks
High
Has task mastered – has accepted responsibility
and authority for task completion – identifies with
corporate goals – wants freedom to act –
independence – wants total authority – may ask or
volunteer to take on similar tasks – may help
others – totally comfortable with task
Wants to be involved – wants input to decisions
– wants input to goal setting – identifies with
departmental and personal goals – wants to be
rewarded for tasks well done – needs
interactive involvement – assumes more
responsibility and authority – self-directed
May challenge authority – concerned with
personal goals – still learning task –
questions – may revert to preferred past
habits – gaining confidence
Low
New to task –
inexperienced – insecure –
afraid – needs direction –
open to suggestions
Delegating
Level 4
Management Activity
Provides resources – encourages creativity –
allows/encourages independence – communicates
corporate goals – monitors end results – delegates
authority and responsibility with tasks
Cooperating
Level 3
Convincing
Level 2
Instructing
Level 1
Encourages joint/group involvement – jointly
sets departmental goals – combines efforts –
questions and answers
Regularly checks performance – gives
proof – corrects – stresses results –
uses positive feedback – assists with
tasks – stresses whys
Tells what, how, when, where,
why of tasks – explains –
shows – repetition –
reinforcement – save face
Action Planning Worksheet
I will do what? By when?
Action
Date
Signed____________________ Date______
Contact Information
Terry D. Everson
Chief Training Officer and Executive Coach
Everson Consulting
807 Sunrise Bay
Waunakee, WI 53597
everson.consulting@gmail.com
www.Everson-Consulting.com
(c) 608-225-3762
linkedin
Laying a Foundation:
A Gathering of CASFAA
Financial Aid Leaders
Leadership for the Seasoned
Professional
Designed Exclusively for the 2008
CASFAA Executive Training Forum
Terry D. Everson
Everson Consulting
Session 3
The Challenge of Change –
Managing Change
Personal Learning Journal
Initial Learning Objectives
A training program is like a communication
situation in one important way: If you are clear
about what you want or need, and you are
willing to ask for it, you are more likely to get it.
In the space below, write down what you want
or need from this training program.
______________________________________
______________________________________
______________________________________
______________________________________
Ah-Ha’s
Activity
Responsible
Person
Key Dates
Session 3 Agenda

Why people resist

Understand your impact

A Life cycle of change

Sacred cows make the best steaks

Action planning
Managing Change:
The Next Great Oxymoron?

It Will Just Happen

Our Role Is To Define The
Opportunities And Lead The
Implementation
Why People Resist Changes

H

F

LOI
You And Your Staff

Pioneers:

Settlers:

Wagon Masters:
We Need To Be
Ready To “Sell”

Benefits

Features

Matching The Tools To The Situation
Life Cycle Of Change
C
Settlers
(SJ’s)
Success
C
B
Pioneers
Settlers
(SJ’s)
(SP’s)
(NT’s)
D
B
D
(SP’s)
Pioneers
(NT’s)
B
Pioneers
A
(NT’s)
Phase A: No data, unclear direction,
few boundaries. Need to clarify rules.
False starts and failures gives the box
its shape.
Phase B: High energy, play the game,
bend the rules.
Time
Phase C: The processes are stabilized.
Phase D
Your Role In Leading The
Change






Accept Responsibility For Potential
Damage Done To Staff
You Can’t Over-communicate
Seek Out The Bad News
Be Inclusive
Try Lots Of Stuff, Keep What Works
Hey, Let’s Have A Funeral
The Stages Of Change
And The Grieving Cycle

Recent Passing

Stages We Experienced

A Recent Change

The Stages We Experienced
Action Planning Worksheet
I will do what? By when?
Action
Date
Signed____________________ Date______
Contact Information
Terry D. Everson
Chief Training Officer and Executive Coach
Everson Consulting
807 Sunrise Bay
Waunakee, WI 53597
everson.consulting@gmail.com
www.Everson-Consulting.com
(c) 608-225-3762
linkedin
Laying a Foundation:
A Gathering of CASFAA
Financial Aid Leaders
Leadership for the Seasoned
Professional
Designed Exclusively for the 2008
CASFAA Executive Training Forum
Terry D. Everson
Everson Consulting
Session 4
Team Work: The Secret
to Success
Personal Learning Journal
Initial Learning Objectives
A training program is like a communication
situation in one important way: If you are clear
about what you want or need, and you are
willing to ask for it, you are more likely to get it.
In the space below, write down what you want
or need from this training program.
______________________________________
______________________________________
______________________________________
______________________________________
Ah-Ha’s
Activity
Responsible
Person
Key Dates
Session 4 Agenda
TeamWork

Why Even Worry?

What I Bring

Lessions

Stages

Action Items / Next Steps

Preference
Outgoing
Private
H M L
M H
Practical
Creative
H M L
M H
Analytical
Beliefs
H M L
M H
Structured
Flexible
H M L
M H
Customer Service:
The Reason We Are Here

The Customer Isn’t Always Right

Do Unto Others Revisited

  

It’s not my job!!!
The Dodger’s of FA





Take Personal Pride
Like vs. Respect
I’ve Got Your Back
The Customer
Manny being Manny
Personal Lessons from
Betty Harrigan








Rules Are Our Friends
Players Have Positions
Camaraderie Can Be Fun
Don’t Talk Back To The Coach
You Can’t Win Them All
Take Defeat In Stride
Nobody is Perfect, Not Even You
Competition is the Prize; Keeping
Score Tells Us Who Wins
4 Stages of Team Development
B
B
B
B
It’s Your Call

Choices & Consequences

Pick Your Battles

Agree to Disagree

Taking It To The Top

One Band – One Sound
Action Planning Worksheet
I will do what? By when?
Action
Date
Signed____________________ Date______
Contact Information
Terry D. Everson
Chief Training Officer and Executive Coach
Everson Consulting
807 Sunrise Bay
Waunakee, WI 53597
everson.consulting@gmail.com
www.Everson-Consulting.com
(c) 608-225-3762
linkedin
Laying a Foundation:
A Gathering of CASFAA
Financial Aid Leaders
Leadership for the Seasoned
Professional
Designed Exclusively for the 2008
CASFAA Executive Training Forum
Terry D. Everson
Everson Consulting
Session 5
Executive
Communication
and Motivation
Personal Learning Journal
Initial Learning Objectives
A training program is like a communication
situation in one important way: If you are clear
about what you want or need, and you are
willing to ask for it, you are more likely to get it.
In the space below, write down what you want
or need from this training program.
______________________________________
______________________________________
______________________________________
______________________________________
Ah-Ha’s
Activity
Responsible
Person
Key Dates
Session 5 Agenda

Staff Motivation and Communication
 3 Major theories: Compare and
Contrast
 Get creative
 Do unto others
 Listener’s viewpoint
 Emotion and logic/reason: A five-step
approach to staff communication
 Action Planning
Ah Ha’s Of Life
And A Truth Debunked
#1: Motivation, Communication,
And Your Team

Bad News

Good News
3 Common Theories
Maslow
Herzberg
S
M
McClelland



Maybe Herbie Was Right

My Job

Tough and Tender

It’s a Miracle
The Golden Rule Revisited
Do Unto Others
The Listener’s Viewpoint







I Am Important And Want To Be Respected
I Want My Viewpoint Considered
Will Your Idea Help Me And Give Me What
I Want?
What is Your Idea?
What Are The Facts?
What Is Best To Do?
I Approve
Communication Planning
Worksheet
Intended Audience:
Status on your emotional bank account (+ or -)
2) Your idea, plan, suggestion (just the facts).
1) Describe the present situation (who, what, where, when,
how)
3) Resulting difficulties, problems, and “losses” to the listener
from the present situation.
Logic/Reason
4) Resulting advantages, plusses and “benefits” to the listener
from the new way of doing things.
Emotion
Objective of Listener your Idea/Plan/Suggestion
can address:
Action Planning Worksheet
I will do what? By when?
Action
Date
Signed____________________ Date______
Contact Information
Terry D. Everson
Chief Training Officer and Executive Coach
Everson Consulting
807 Sunrise Bay
Waunakee, WI 53597
everson.consulting@gmail.com
www.Everson-Consulting.com
(c) 608-225-3762
linkedin