b'THE SINGLE BIGGEST WAY TO IMPACT AN ORGANIZATION IS TO FOCUS ON LEADERSHIP DEVELOPMENT. THERE IS ALMOST NO LIMIT TO THE POTENTIAL OF AN ORGANIZATION THAT RECRUITS GOOD PEOPLE, RAISES THEM UP AS LEADERS AND CONTINUALLY DEVELOPS THEM.JOHN MAXWELLAsonedeputychiefnoted,akeyservices board were key pieces thatthe last year, three people in my lesson was that he needed to engagewere managed well from within.area were promotedone to a honestlyandauthenticallyintheRecognizeandEngagethemid-managementposition,two work.Atfirst,hewasskeptical.Potential of All Leaders. Thankfully,to senior officers. I had a coaching However,asheworkedwithhisPRP had the equity and diversity leadrelationship with all three.coach and team, he saw key impactsonthedevelopmentteam,which thatquicklyreinforcedhisfullpar- Whenstaffapproachmewith ticipation. His advice: Come in withconsistently brought different voicesaproblem,Iaskthemfortheir an open mind, engage and allow fortothetableandchallengedideasthoughtsOftenbytalking honest leadership dialogue.and directions. Under this lead, thethrough a problem, the solution is serviceiscommittedtoprioritizingmuch better than any I wouldve Parallel Individual andresourcestosupportwomenandcomeupwithonmyown.Its Team Learning for Greaterdiversity in leadership.been freeing for me to know that Organizational Impact.One-on-OneCoachingisNotforthe expectation of staff is not that Emergingexecutiveleaderspar- Everyone.SomeleaderspreferI have all the answers, but rather ticipatedinone-on-onecoachingother ways to learn and grow thanthatIwillworkwiththemto andlargergrouplearningtobuildcoaching. It needs to be a voluntaryarrive at a solution.skills,strategiesandcommoncommitment. When coaching is not language.CoachingDyadswerea fit or not coming at the right time,Perhaps this participants quote sums formedtopracticecoachingskills,leaders can choose another coach orit up best: Be open to self-reflection. buildempathy,andincreasesup- stepawaywithoutjudgmentfromGive yourself permission to take the portandsharedleadershipacrossother leaders or coaches. time to work on your leadership skills the organization.At the end of the first year, the Peel it will pay off in the end. Commit and Plan for Shifts toPolice Service Board was enthusias-Occur Over Time, With Ongoingtic.Onemembersaid,You,Chief,Heather Clayton is the principal of a Feedback from Leaders. werehiredtochangecultureand, therefore,moraleyouvedonefirm that specializes in large-scale Culturechangetakesfivetoseventhatwithastrongteamaroundpublic-sector leadership and team years; this is not a one and doneyouandmoreimportantly,youdevelopment. Ms. Claytons earlier experience. While the shifts can beare developing bench strength, too.career experience was spent crafting significant in the first year, it takesThey endorsed year two, anticipatingand leading multifaceted learning yearstobringaboutthedesiredincreased impact across the organiza- and development programs for top organizational patterns of behaviourtion, community and, ultimately, theeducational institutions. This experience andmindsets.Ownershipbythefield of policing. shaped her belief that building and organization and the senior leaders,shaping leadership conversations to with input from external stakeholdersEquallysignificantwerethepar- influence organizational culture is the and internal champions, helps sustainticipantshiftsinperspectives.most important coaching work we can momentum and lasting change. Examples are:do. She continues to work with Peel Three Key Lessons: Were more aware of our differ- Regional Police, focusing on senior ListentoWhattheLeadersAreences and similarities and using itleaders and teams, and supporting Saying. While external coaches hadto our benefit. the internal team that is building the ideas for how to grow this work, intel- Ibelievethechangeinmyservices leadership development ligence lies within the organization.leadershipstylehasallowedpathways. Ms. Clayton can beTiming on when and how to engageotherstheopportunitytolead,contacted via her website:the police association and the policedevelopandberecognized.Inwww.heatherclaytonconsulting.com. The Official Publication of the Ontario Association of Chiefs of Police25'