To: Region 3 ExCom and Section Chairs From: Dick Riddle LDO Project Manager Subject: LDO Project Report to ExCom 10-11-04 Meeting Attachment: LDO -- Phase I Final Report by Bill Ratcliff LDO Leadership by Developing Others (LDO) is a project to build an environment of cooperative, supportive communications between IEEE leaders on all levels by focusing on the "art of mentoring". Our goal is to encourage a more cross-functional and collaborative work effort within and between IEEE entities. We feel that by encouraging active mentoring of fellow leaders and future leaders is a way of better equipping all of us to do our IEEE "jobs" as well as give us skills and experience that will help carry to our career and beyond. PHASE I -- LDO PROJECT COMPLETED Phase I was an experiment to simulate and demonstrate the application of mentoring. The intent of Phase I was to expose a group of volunteers called Pilot 1 team to the LDO concepts and training modules on mentoring, personalities, and conflict. For our Pilot 1 team, we selected a limited number of ExCom Standing Committee Chairs, Area/Council Chairs, and Region 3 Officers to act as mentors. Then teamed the mentors with the corresponding Vice Chairs and/or incoming officers as mentees to form the mentoring relationship or partnership. The goal of this relationship was to train the mentee to assume the mentor's office or position using the LDO concepts and training. During Phase I, we chose the Region 3 Virtual Community (VC) as our primary communication tool to plan, inform, collaborate, store training material, and evaluate the project. Phase I training started in March at SoutheastCon 2004, followed by MS Live Web sessions on June 29, July 13, August 16 and was completed with a wrap up and feedback session on September 15, 2004. Based on the feedback received at the September 15th session we are modifying mentoring training module to include more information on the mentoring process as well as evaluating other recommendations for incorporation within the project. PHASE II -- LDO PROJECT BEGINS Phase II is an effort to expand the LDO concept to a broader spectrum of volunteer leaders within the region. Our intent is to actively train or expose all Area/Council Chairs to the principles and practices that were developed in Phase I, and working with those chairs to build a network with their section chairs. The Area/Council Chairs are asked to take on a mentor role with their respective section chairs. Section Chairs will be taking on an initial role as "mentee" but will also be learning how to mentor their junior officers, committee chairs, and future leaders within their section. At the same time they will learn new ways of working together with other section leaders and regional support people such as our many committee chairs and their committees. The Pilot 1 team has been encouraged to assist in the training of the new mentors and mentees by sharing your experience from Phase I. The Area/Council Chairs have been invited to attend a special introductory session on October 6, 2004 at 9:00 PM EDT using the Live Web/Teleconference. The Area/Council Chairs, Section Chairs, Pilot 1 team, and any others that would like to attend have been invited to the Leadership Development training session to be held from 1 PM until 5 PM on October 15 at the Region 3 Meeting in Atlanta. After the Region 3 Meeting in Atlanta the Project Management Team will evaluate the progress made toward the LDO goals, as well as determine future activities of the project. Richard L. Riddle r.riddle ------------------------------------------------------------------------ Attachment: LDO PROJECT -- PHASE I FINAL REPORT The Phase I of the LDO Project is officially complete as of 15 September 2004. This does not mean that the project is complete nor the teams trained released from further duty, but means that the teams have received formal training, Mentor/ Mentee teams have been formed and the teams have started to develop the mentoring relationship. The following represent the milestones achieved: Developed remote training capability using Ms Live Meeting. Conducted 4 remote training sessions / meetings. The teams identified the following areas in the e-conference held on 15 September 2004 (MS Live Meeting) 1. What has been useful in training? - Ability to see material in one place and organized - Raising priority of the need for mentoring.... increasing the pace - Training at SECon 2004 was useful... concentrating on leadership qualities - Personal and professional experience useful.... group interchange - Organization of material - Good refresher from previous trainingÉPrevious training ... Mentor /Mentee training material helps define roles 2. How have you used it or will you use it? - It is being used - Guidelines to aid in the process would be useful. 3. What other training items would be useful? - Better definition of expectations - More face to face time. We need to exchange our ideas about the committees we are serving. - F-F time is needed. - Copy of all the slides in preparation for the training sessions would be useful. - Determine what is useful for younger members and recent grads. Student training workshops. 4. Where are you in the mentor-mentee process? - Planning to use the Oct 2004 R3 meeting to expand our mentoring process, but without a regular committee structure in Oct, we will have to use another time and place to continue the mentoring process. - A long distance relationship is a lot of work. - How to get others involved. Cold calling? The Phase I of the LDO Project is complete but the people involved are expected to continue the work that they have begun and expand the LDO culture to those that they meet and seek out ways to expand the network throughout Region 3 and beyond. William B. Ratcliff w.ratcliff