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Leadership Development Program

Download 2016-2017 Leadership Development Program Application

    

Applications for the 2016-2017 Leadership Development Program are currently being accepted. The deadline to submit an application is September 1, 2016.

 

For questions, please contact John McLaughlin at john.mclaughlin@merrick.com


Inaugural Leadership Development Class

  • Tony Mencome (Mentor, TJ Lynch)

  • Tony Martin (Mentor, Barry Gullet)

  • Derek Dussek (Mentor, Crystal Broadbent)

  • Tom Bach (Mentor, Leslie Jones)

  • Courtney Driver (Mentor, Robert Walters)

  • Nick Dierkes (Mentor, John McLaughlin)

   

 

Purpose

Establish and administer a structured program designed to facilitate member development for leadership roles within NC AWWA-WEA and/or our parent organizations AWWA and WEF, enhance member benefits, sustain strong leadership of NC AWWA-WEA, and expand networking opportunities for participants through a structured mentoring program.

 

The program is focused on identifying those members who are already exhibiting leadership potential through higher levels of activity within NC AWWA-WEA, such as serving as a current or past chair or vice-chair (officer) of a NC AWWA-WEA committee. Mentees should gain from this experience a greater understanding of the history and structure of NC AWWA-WEA leadership, how the Board of Trustees operates and makes decisions, and what it means to be a leader in NC AWWA-WEA. Knowledge is gained through one on one interaction with their mentor and attending NC AWWA-WEA functions together, including at least one Board of Trustees meeting.

Mentors are all established leaders of NC AWWA-WEA who have served on the State Board of Trustees at least once.

 

   

Participants

Mentees: Members of NC AWWA-WEA who are eligible to hold committee chair or Trustee positions may apply to be mentored

 

  

Program Structure

Leadership Development periods will have a term of approximately one year beginning at the NC AWWA-WEA Annual Conference and ending with the following Annual Conference.

 

Within the first month of the Leadership Development period, the mentee and mentor will agree to and document the mentee’s goals and a communication plan that establishes how and how often the mentor and mentee will communicate and interact.

 

Mentors should include mentees in NC AWWA-WEA activities including Board of Trustees meetings, committee meetings, schools, workshops, seminars, and other activities as opportunities arise.  The mentor should use those opportunities to introduce the mentor to other members, discuss with the mentee how the activity supports the Mission and Vision of NC AWWA-WEA, and the process for getting engaged and becoming part of that activity.

 

Mentors should share their experiences as a member and leader of NC AWWA-WEA and how they have benefitted from that experience with mentees.

 

At least once during the Leadership Development period, the mentees (as a group) should attend a facilitated meeting to discuss their experiences, share their learning, and give feedback about the program.  As part of this meeting, the NC AWWA-WEA Chair and other officers should share their “stories” of how they progressed from new member to the highest leadership of the organization.  Also at this meeting, a presentation to the mentees should review the governance structure of NC AWWA-WEA and how the state organizations relate to the national parent organizations.

 

Mentors and mentees should expect to commit approximately 20 hours of direct contact time during the Leadership Development period.

 

At the end of the Leadership Development period, the mentee and mentor should review their established goals and document progress made in a brief (one or two page) summary report to be submitted to NC AWWA-WEA.  These reports will be used to monitor the progress of the mentoring program and to make adjustments to the structure of the program as needed.

 

  

   

Selection of Participants

Mentors should be solicited and commitments gained to establish the maximum number of mentee opportunities for the Leadership Development period.  There should be a one-to-one relationship between mentors and mentees. 

 

Potential mentee’s should submit an application including a summary of their goals for the mentoring period as well as a summary of

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