Leadership and Employee Engagement
NEWSLETTER Vol: 2014    Issue: 01

IN THIS ISSUE

DIRECTOR'S CORNER

John Halikowski
….. from John Halikowski

Welcome to IGNITE, ADOT's newest method of internal communication and another opportunity for all of us to share what's happening around the agency, our thoughts and our recognition of each other's successes. In the last couple of years we have focused agency resources on improving our internal communication, our leadership skills, providing additional types of training, and implementing actions that address many of your comments and requests. The Meet and Greets, leadership conference, Management for Non-Management, study groups, Women's Information Network, orientation, discussion forums and more provide time for all of us to get together, talk about our challenges, learn, grow and unite to make our agency strong. All this drives employee engagement, and employee engagement is key to effective communication, innovation, productivity, job satisfaction and personal pride. Transportation is personal and you are our legacy of success. Thank you for all you do, together we make a difference.

Our Stories

ADOT Legacies

Legacies
We like to think of ADOT as a family, but in some cases it's literally true. The number of family members that work for the agency is surprising, in fact. ADOT Legacies is a series that attempts to record and share the stories of ADOT families. The stories to date can be found on the ADOT Intranet at: Legacies Stories and Pictures.

If you have a ADOT Legacies story idea, please submit to [email protected] or call Cheri Hull at 602.712.8276.

Growth

Mentoring Comes To ADOT

News and stories from the ADOT Mentoring Program

Vinny LaBella, the program manager for the new ADOT Mentoring program, is excited to announce the first phase of this agency-wide program. Small groups from MPD, MVD and ITD are preparing for participation in the pilot beginning in late summer. "We will use this as a test phase to fine tune the matching process and ensure that the program is flexible enough to accommodate all types of employees", Vinny said.

The program will be available to all staff, and employees are encouraged to think now about how they might benefit from mentoring. Is there some goal that seems unreachable? Do you have a skill or competency that you want to really focus on improving? Consider applying as a mentee! Perhaps you have a wealth of agency knowledge or a unique expertise. You might make a perfect mentor.

The mentoring relationship will last a specific period, and the program will provide training, guidance and support to all participants throughout the partnership

Are you interested in why ADOT is bringing a formal mentoring program to our agency? See the back page for an article by Kerrie Mullins-Gunst: Seven Good Reasons Why You Should Set Up a Mentoring Program.
Mentoring Climbing

Leadership and Employee Engagement

New name, united mission

Leadership and Employee Engagement, formerly called Internal Communications, is committed to providing the best in training and recognition and connecting ADOT employees around the state. Assistant Director Cheri Hull leads a team providing programs and services that are all dedicated to YOU, the ADOT staff. Now under the LEE umbrella are:

  • Corporate Training
  • ADOT Legacies
  • Leaders Retreat and Management for Non-Managers, (led by Dr. Tom DeCoster)
  • WIN the Women's Information Network
  • The ADOT Colors Work Program
  • Leaders Connection Conferences and Regional Meetings
  • Awards and Recognitions
  • ADOT Events Calendar

The team also includes two new programs that you will learn about in this issue: the agency Mentoring Program and the new Employee Orientation Program. Add to the mix this publication, IGNITE. Each is designed specifically to enrich and expand our experience as ADOT employees. United, they provide the tools we need to embrace AIR throughout our work lives: our ADOT values of Accountability, Integrity and Respect.

Internal news and events

This publication is produced by the Leadership and Employee Engagement team. It is intended to be an internal newsletter, a place where employees can learn about Leadership and Employee Engagement programs, share thoughts, ideas, stories, shout-outs and much more. Award We want to IGNITE the spark in you! Send us your story ideas, suggestions and thoughts to [email protected].

Congratulations! Agency Awards

Award
In April, ADOT's Right of Way Project Management Section was presented FHWA's Excellence in Right of Way award for Streamlining and Integration. A new practice was developed and implemented for estimating cost to cure compensation on the I-10 Study corridor. The process has resulted in litigation avoidance and will be used on future Urban and Statewide projects.

Want to know what's coming up at ADOT

Calendar


Check out the ADOT Events Calendar!
You can contribute your important events.

Shout-Out Corner

Recognize great accomplishments Do you want to recognize your co-workers and cheer people on?

Send a Shout Out!

This issue's Shout-Out goes to everyone who inspires and helps achieve our joint RESULTS!

Submit a shout out.

Vision

2014 Leaders Connection Conference

Save the Date

Preparation is in full swing for the upcoming Leaders Connection Conference, scheduled for August 20 and 21 at the Scottsdale Conference Center. Stay tuned for invitations and more information coming soon!
Award

DID YOU KNOW?

That the LOGO SIGNS are now managed by Arizona Highways? Want to know more about that?

Visit Grand Canyon State Logo Signs and find out more!

Vision

The Women's Information Network, a Leadership, Networking & Education Brownbag Lunch program, meets bi-monthly in Phoenix and at least once per year in Tucson and Flagstaff. All ADOT female managers and supervisors are invited and encouraged to sponsor as guests staff that are not in supervisory positions. The May 2014 program kicked off what will be an annual event for the group. The theme of the event was to inspire appropriate business dress for our female employees. The group's innovators created a class A program attended by over 80 women. Sharon Gordon from FHWA , Arizona Division, emceed the fashion show and lent her wisdom for avoiding the pitfalls of poor business attire choices. Laughs from HRDC could be heard down the block. Our favorite quote: "If your shoes float, make another choice." The program centered on helping women focus on smart choices for career wear. Beginning with a fashion show, eight of the WIN innovators were challenged to put together an outfit for $20 or less. Each took to the runway like naturals and at the conclusion took the stage to engage the audience, answer questions and give shopping tips.
Jodi Rooney in a stylish blazer from a resale shop.
Mj Vincent in her fab find from the outlet store.
Sonya Herrera stunning in fall colors - on a discount!.
Teresa Welborn in a stylish wrap coat and as always, cute shoes!.
Vivian Lattibeaudiere sports discount polka dots.
Wendy Brazier in a cute suit that she traded for with a friend.
Wendy Terlizzi is all about style in her sweater set
Award

Together we WIN!

For more information about the Women's Information Network, please contact Mary Currie.

What Not to Wear
Teresa Welborn, ADOT's Partnering Administrator, presented a program on networking, and Allister Adel, ADOT's Chief Administrative Law Judge, presented her experience and tips on how to dress for success. The day included a fundraiser and clothing exchange to benefit the SECC and ADOT's Awards and Recognition Program. Women from all over the agency donated their gently used business wear, and for a $5 donation participants shopped for their three gently used items from the clothing exchange. This was a huge success for our employees and raised $353, to split between the SECC and ADOT Awards and Recognitions Program. SECC donated $132, along with the remaining clothing items, to Dress for Success a local non-profit organization that promotes the economic independence of disadvantaged women by providing professional attire and career development tools.
Kim Philips got a great laugh when she took the runway
in her 'what NOT to wear' outfit.

Connection

ADOT Launches New Employee Orientation Program

The new Employee Orientation Program is designed to introduce new employees to ADOT's culture and values. It also gives new employees a road map for the direction of the agency to ensure they are supported and engaged. An organizational overview of the agency acquaints them with the role of each division and the opportunity to meet and Interact with Executive Leadership that oversee those areas.

For more information, contact Mary Currie.

Collaboration

Color Work Visits Page

Updates and information about facilitated programs

NEW CLASSES!

Did you know that there are NEW Colors Work Classes?

GEN5147 – Communicating with Color
Prerequisite: GEN5145 ADOT Colors Work

This class is intended to offer participants the opportunity to refresh their knowledge of Colors Work and dive into using it in their work and personal lives. Learn typical communication mistakes for each personality style and how to combat them. Practice using the work in different situations and get feedback from other colors about how your communication is perceived.

Offered for individual registration and can be customized for groups who are looking for team building and employee engagement opportunities.

Register today at ADOT Learning Center or contact Mj Vincent at 602.828.4483.
Color Works
Color Works
Staff in Page had a great time with the Colors Work Program in May. We held class in the open equipment bay and enjoyed the beautiful view and nice spring weather while learning about communication and personality style.

Learning

OED becomes Corporate Training

Updates and new class information

Organization and Employee Development (OED) has a new name. We are now Corporate Training. The name change highlights the focus of the training we provide. Corporate Training will continue to provide the great customer service you have come to expect with training records information, updating training records and room reservations for using the Human Resources Development Center (HRDC).

ADOT Learning Center Website Gets a New Look

You may have noticed change to the ADOT Learning Center Website. Employees are now greeted with a friend hello and a reminder of their remaining mandatory training. Employees are also able to initiate the registration process from the Learning Center website. You can read a further description of the enrollment process here: ADOT Learning Center.

The update also includes the manager's dashboard feature, a new tool for supervisors to manage the development of their employees. The manager's dashboard provides supervisors with many new tools regarding the status of their direct report's training. See the ADOT Learning Center website under Training News and Information.

Leadership Academy

The long-awaited Leadership Academy is rolling out! Leadership classes will be available for self-enrollment starting in July. A course matrix will be posted to the ADOT Learning Center website, but here is a taste of a few class titles that are included: Conflict Resolution Crucial Conversations, Peer to Boss and Interviewing (How to pick the panel and more).

You Said THIS WE Did THAT

Programs and changes based on employee feedback


You said this: "We need to connect with other ADOT employees! We want more opportunities to get together and share ideas like we used to."

We did that: We developed the Leaders Connection from the old ADOT Leaders Network. The first annual conference was held last year with great success and from that we now hold monthly Leaders Connection Regional Meetings around the State. We also developed the Study Groups for the managers that have attended the Dr. Tom DeCoster leadership course to give you a forum to continue to learn and share best practices as you all implement what you've learned. Additionally, the Management for Non-Management launched this year and we have had over 200+ people take advantage of learning skills that help guide everyone to success in their careers within ADOT. The Women's Information Network (WIN) was formed and kicked off 2 years ago and continues to be a successful group with 30+ women mentoring each other within that group. ADOT Colors Work was created to provide us the opportunity learn how to communicate more effectively and meet more people from other divisions. Wow! It has been a busy couple of years. We are happy to see you all growing the groups to capacity and visiting with us around the state when we are in your area.

We want to know more! Please participate in a one question ADOT employee engagement survey.

Celebration

Awards and Recognition

Monthly Service Awards

Each month this section will feature the 20+ year awards. Are you interested in seeing all the Service Award information? Awards beginning with 10 years of service are on the ADOT Intranet at ADOT Awards and Recognitions.
ADOT Wear


Don't forget that ADOT wear is available on-line.

Visit ADOT Awards and Recognitions for more information.

20 Years

Employee

Org Name
Angel J. Muniz Renew by Mail
Chris Puleo Roadway Group
Faith Contreras Office of Inspector General
Fred C. Struckmeyer Materials Group

30 Years

Employee

Org Name
David R. Semm University Road Maintenance
John R. Matz Scales
Joseph L. Logue Safety
Shirley M. Smith Cordes Jct Maintenance

35 Years

Employee

Org Name
Shirley A Coleman-Dean Flagstaff

25 Years

Employee

Org Name
Cynthia S. Gray Customer Service Admin.
Farrell K. Visconti Safford Maintenance
Gloria D. Bernabe Materials Group
Jiannjong Liu Materials Group
Patrick W. Stone Statewide Project Mgmt.
Paul D. Roe Needle Mtn Maintenance
Tamara J. Price Desktop Support

40 Years

Employee

Org Name
E L. Brady Roadside Development
Helen Castillo Real ID Act

45 Years

Employee

Org Name
Dickie R. Wells St. George Port of Entry

Research

Seven Good Reasons Why You Should Set Up a Mentoring Program by Kerrie Mullins-Gunst

Each issue will feature an article on Leadership and Employee Engagement topics

There are numerous reasons why establishing a mentoring program in your organization may be one of the smartest things you can do, but here are seven good ones:

1. Attract and retain the best people.
 Some studies have shown that the presence (or absence) of a mentoring program means more than money to the decision to accept a job offer or remain with an organization.

2. Modeling teaches more.
 Many of the core skills, attitudes, behaviors and ethics of leadership are best learned by modeling rather than in a formal classroom. Mentoring allows your best people to model good leadership and offer practical guidance to your future leaders.

3. Mentoring encourages excellence.
 Mentoring is exceptional for its capacity to encourage excellence both in mentees and in those who mentor. While it might be expected that mentees might acquire insight and wisdom through working with a good mentor, experience demonstrates that mentors also gain from the interaction. Mentors frequently explain that their role prompted them to review and reassess their assumptions and clarify their thoughts as they explain things to their mentee.

4. A well set-up mentoring program enables you to recognize and reward your best people.
 By establishing an appropriate selection process for both mentors and mentees and providing the right framework to support this process you can ensure that par-ticipation in your program is sought by your best people, rather than perceived as a chore or a burden.

5. Build confidence and self-esteem through personal growth.
 Mentoring fosters not only professional growth but also personal growth, and can develop confidence in handling new situations, improve understanding of differ-ent approaches to a situation and enhance self-esteem for both mentors and mentees.

6. Improve cross-functional or interdepartmental communication and networks.
 Mentoring relationships are not usually set up between individuals with line management responsibilities. By establishing mentoring relationships between people from different areas of your organization, greater understanding and improved cross-functional communication readily follow. Some organizations have found this benefit to be one of the most unanticipated yet valuable company-wide impacts of their whole mentoring program.

7. Foster a culture of contribution.
 Fundamentally the process of mentoring another always represents a generous gift by a busy person. It is a gift that can typically only ever truly be repaid in kind, over time, when the mentee in turn mentors someone else. As such, mentoring amplifies in its impact by embedding values such as respect, generosity and contri-bution in the agency culture. This is arguably the ultimate and most powerful impact any intervention might have.