"Today, the need to understand effective leadership is greater than ever before: we are living in a smaller, more global environment that is changing at a rapid, often overwhelming, and seemingly unmanageable pace. Accepting the status quo is not an option. High-performance teams require leaders who not only understand and can readily adapt to this changing world, but who foster and inspire continuous learning and improvement among each and every member of the team. Put simply, leading an effective organization means leading a learning organization" (p. 1). This NIC White Paper explains how you can make your agency into a learning organization by utilizing the work of Peter Senge and following the example of the Blue Angels. Sections cover; what a learning organization is; what a learning organization looks like; how it all applies to corrections; the importance of line leaders and managers; the function of executive leaders; the influence of internal networkers; and the future of corrections-leadership is learning.
Norval Morris was "instrumental in founding the National Institute of Corrections [NIC] in the early 1970s and served as a charter member of the NIC Advisory Board until he passed away. Shortly thereafter, the NIC Advisory Board created the Norval Morris Project as an open-ended commitment to honor his contributions to the field and carry on the spirit of his work. The project sought to promote Morris’ legacy by following his model of using collaboration, interdisciplinary insights, and research to bring about innovative change in correctional policy and practice. As it developed over its first few years, the project came to focus on how a Morris Project could be developed and implemented to locate innovative evidence-based approaches from any discipline, evaluate their potential to inform correctional policy and practice, create opportunities to test these innovations in correctional settings, and develop strategies to encourage the dissemination and application of this knowledge in corrections (p. 2-3). This report describes the first ten years of NIC's Norval Morris Project. Sections of this publication cover: first steps; the implementation phase—Virginia Implementation Project, Healing Environment Initiatives, and the Urban Institute evaluation of the Virginia Initiative; and next steps. "At the time of this writing, [the] work is ongoing, but preliminary results show the project has had a positive effect on the department. The most important legacy of the Morris Project, however, may be the demonstration of how a “Morris Project” can be developed and executed in a way that preserves the spirit of Norval Morris’ life and work" (p. 1).
The landscape of the work environment has been irreversibly changed. Stepping into a leadership role continues to be a great privilege, but today it also comes with the even greater responsibility of creating a workplace culture that values all individuals. We designed this presentation to help you build on the fundamentals that will allow you to L.E.A.D. the charge in promoting diversity, equity, and inclusion (DE&I). Allow us to provide you four foundational actions that will distinguish you as a forward-thinking influencer who can communicate and demonstrate DE&I practices. This webinar gives you the tools to confidently move your team in the right direction to achieve exceptional performance in the corrections workplace.
This one-hour webinar:
- Explores ways to dive deep into your “why” as an influencer on the correctional organization’s culture and workforce performance through purposeful interactions with clients, community partners, and stakeholders.
- Provides insights on how to utilize emotional intelligence principles to better understand colleagues, team members, and the correctional organization’s clients/stakeholders.
- Participates in interactive skill-building exercises to put that “why” into action to achieve personal and professional goals.
Originally broadcast on April 20 , 2021.
This is part three in a four part series.
Pathway to L.E.A.D. a DE&I Culture
Listen: Gain a perspective or understating of the issues and opportunities people are facing
Engage: Develop and implement strategies to drive change that is relevant and meaningful
Assess: Sources of inclusion at the Organization, Leadership, and Individual level
Direct and facilitate change: Based on your assessments, implement interventions and solutions to address opportunities to build and develop an inclusive culture
- Alfranda Durr, CEO ALD & Associates LLC
- Kari Heistad, CEO Cultural Coach International
Alfranda (Al) and Kari are Diversity and Inclusion Practitioners with 40 plus years of combined experience conducting in-person and virtual training on a wide range of Human Resources, Diversity, Equity, and Inclusion topics. Al and Kari have partnered on a popular diversity webinar series covering a wide range of diversity topics. Combined, Al and Kari bring varied perspectives to their presentations.