CAS Leadership Development

Committee

CAS 2014 Leadership SummitOctober 24, 2014

Aaron Halpert, ChairCAS Leadership Development Committee

Leadership Development Committee

The Leadership Development Committee is responsible for implementing the

"Leadership Development Program"

through which potential leaders will be identified and development plans for their progress will be formulated and tracked.

2

LDC RosterAaron Halpert

Committee Chair

Leadership TrainingSubcommittee

Rob Walling (Chair)Lily LiangMai Dong

Rob FoskeyDebbie Rosenberg

Mary Kathryn SmithCynthia Ziegler

MentoringSubcommittee

Bruce Fell (Chair)Rich MoncherDavid Terne’

Cynthia Ziegler

Business AnalyticsSubcommittee

Larry Haefner (Chair)Bernard Gilden

Debbie RosenbergAaron Halpert

Leadership Training Subcommittee

Purpose of the subcommittee is to develop and administer a variety of training programs and best practices for leaders of the CAS.

Goals are

Expand the training programs available to CAS Chairs to be effective leaders of their committees.

Distill a set of best practices for Committee Chair Leadership.

Develop an Advanced Training Program to prepare future candidates for CAS Board, EC, and President roles.

In 2014, the subcommittee

Developed a Committee Chair training program for delivery at the Centennial Meeting.

Prepared a Chair Leadership best practices document (draft available today).

Formulated the concept of an Advanced Leadership Program.

Leadership Training Subcommittee(cont’d)

Purpose of the subcommittee is to develop and administer a variety of training programs and best practices for leaders of the CAS.

Going forward, the subcommittee will

Develop additional Chair training webinars

Continue to develop and administer the Advanced Leadership Training Program

Mentoring Subcommittee

The subcommittee is charged with developing and rolling out a mentorship program

focused on building leadership skills for future CAS leaders.

Goals are

To create a mentorship program that is sustainable and supports the development of a pool of potential leaders for future CAS roles including board members, VPs and President

To develop a program that includes 40-50 mentor pairings in calendar year 2014

To create the training materials as well as create the structure within the CAS to allow the program to expand over time

In 2014, the subcommittee

Has recruited 18 mentors/mentees and rolled out the program so that they are actively engaged in monthly mentoring discussions.

Additionally recruited a further 5 mentors who are currently awaiting assignments

Targeted experienced CAS members with active participation in CAS volunteer activities and who have already taken on a leadership role with a CAS committee

Focused on the CAS Leadership framework skills and attributes

Mentoring Subcommittee(cont’d)

The subcommittee is charged with developing and rolling out a mentorship program

focused on building leadership skills for future CAS leaders.

Going forward, the subcommittee

will be focused on expanding the program through 2015 with additional recruiting efforts to achieve our 40-50 pair goal

Will develop appropriate feedback channels so that participants (both mentees and mentors) can provide recommendations for improvement

Will develop recommendations for the CAS to consider with regard to appropriate CAS staff support so that the program can naturally grow and expand over time

Business Analytics Subcommittee

Purpose of the subcommittee is to develop a more data focused

objective method of identifying future leaders of the CAS.

Goals are

To investigate the feasibility of developing a predictive tool that would help determine leading indicators of individuals who have the potential to be key leaders

If feasible, to develop the initial model

In 2014, the subcommittee

Investigated how various entities are using predictive models in the HR space– This included models associated with hiring and identifying future leaders

Reviewed a small sample of recognized CAS leaders to determine if there are common experiences in their background that could be used to identify future leaders

– Used results to develop an initial list of potential indicators of future leaders

Had initial conversations with a couple of consulting firms about predictive HR models

Business Analytics Subcommittee (cont’d)

Purpose of the subcommittee is to develop a more scientific and

objective method of identifying future leaders of the CAS.

Going forward, the subcommittee

Will look to expand the sample size of recognized CAS leaders to determine if the same early indicators of experiences exist in a broader group

Will determine what data is currently available at (or through) the CAS for all members that could be used to identify future leaders (related to the experiences, characteristics we initially have identified)

Will continue conversations with consultants and others about characteristics of more sophisticated models – including what characteristics/experiences have proven to be good indicators of successful leadership qualities

Questions and Discussion