Projects

Aimee Kanode | Colorado

Abstract

My innovative project is putting together a graduation preparedness curriculum for high school juniors and seniors and then utilizing stakeholders and community members to present a series of workshops on a variety of topics including but not limited to resume writing, interview skills, dressing for success, college vs. career, choosing a college, and finding scholarships. There is a large need in Morgan County Colorado to help prepare our youth for their life after graduation, and this program will help to fill the void.

Outcomes

My anticipated project outcomes include graduating seniors having a stronger plan and skill set when graduating high school, new partnerships created within the community and the Morgan County CSU Extension Office, and finally a curriculum packet that will be available to other extension agents to offer this program.

Leadership Inventory

Strengths

Responsibility and self-control are two strengths that were determined through the CPI 260® by Mitch Owen that I think will benefit me greatly in this project. I will have to be very individually driven and stay on task to bring together the stakeholders for this program, create the lesson plans, develop the schedule, get the attendees, and more. When I have a task at hand, I work hard for it, and think this drive for responsibility and self-control will greatly benefit me.

Improvements

From my results of the CPI 260®, an area for improvement that I think I will really need to focus on with this project is my lack of wanting to be dominant. In group projects I tend to sit back and observe and not take charge. However, with this being my project and I am the one bringing everyone to the table I will need to work on my dominance and not being afraid to take the lead. Another area is my sensitivity. I am often over sensitive and with this project I will be looking for strong critiques the first few years so that I can perfect the curriculum given out. This means I will have to work hard to put my sensitivity aside and listen to the feedback to improve my project.

Learning Plan

I plan on looking into professional development opportunities outside of extension that are centered around introverted leadership. This will help me to learn more about myself and how to better lead others even if I am uncomfortable. It also was recommended to me to join Toastmasters or find improve classes to help me learn to think on my feet and become more comfortable presenting in front of others when I haven’t had ample time to prepare. I believe that both of these areas will help grow my confidence in myself which will help my program to grow.

Mentor Candidates

Mentor Characteristics

The main mentor characteristic that I am looking for in a person is someone who is as passionate about youth development as I am. They need to be able to understand my end goal and help push me to reach it. I am also looking for someone who has experience in helping youth determine their life path after high school. Finally, I want someone that will be a positive enforcer to me, and encourager for deadlines, and a realistic yet positive voice when I am struggling.

Possible Mentors

• Elinor Brown – an enrollment advisor at Morgan County Community College. I know she has experience putting on multiple workshops for high schoolers, works with youth who are taking numerous different paths in life, and has many connections throughout Morgan County.
• Josh Gibbs – he serves as the Youth Career Coach for Eastern Colorado through the Colorado Workforce Center. He has a vested interest in helping to prepare youth for their next steps after graduation.

Alice Phillips | Oregon

Abstract

Have you ever heard the Extension Service described as your university’s “best kept secret” or, heard someone say, “You might know if you’re a 4-H agent if no one understands what your job is?” Although these statements often elicit pride or laughter, to me they point to a larger problem: we as Extension employees do not have a shared foundation of what Extension is. I believe that a comprehensive onboarding program for Extension faculty and staff could help support and grow a culture of Extension professionals who are better equipped to promote themselves and the University.

Aligned with Oregon State University’s Strategic Plan 4.0, this onboarding program will help promote a culture of belonging, collaboration, and innovation. The program will be set up as on-line, self-paced course to be completed within twelve months of an employee’s hire date. This e-learning course will initially be geared toward the Metro Region, which is newly formed and under new leadership. Whereas OSU’s orientation focuses primarily on human resources and university policies, the e-learning course will serve as a comprehensive guide to the OSU Extension Service and the Metro Region.

Outcomes

This course will be a tool provided to all new hires in the Metro Region to complement their orientation and provide scaffolding as they embark on their first year of employment with Extension. I also hope it will be used as a model for other regions’ onboarding of new employees, and ideally replicated state-wide.

Leadership Inventory

Strengths

Capacity for collaboration, creativity, and managing change will help me in forming this project’s structure and seeking input from others.

Improvements

As someone who is not consistently decisive, assertive, nor comfortable with the use of power and authority I believe this project will push me in new ways.

Learning Plan

My strengths in collaboration and creativity will support my efforts with this project as I seek input from others for the course’s content and its revision. Specifically I will be seeking out words of advice for new hires, tips for navigating their first year on the job, and recommended professional development opportunities. As modules are put into place, additional input will be sought.

This project will be a good growth opportunity for me as I push myself to be more assertive and decisive through the creation of an online onboarding program. To help in the creation of this program, I am working alongside a colleague in my region who will help me grow in these areas.

Mentor Candidates

Mentor Characteristics

Intentional, disciplined, experience with creating an onboarding or orientation program, open-minded.

Possible Mentors

None yet identified, but suggestions welcome!

Barbie Garnett | Colorado

Abstract

Park County, CO is home to eight communities – Alma, Bailey, Como, Fairplay, Guffey, Hartsel, Lake George and Pine Junction covering approximately 2,166 square miles, stretching 45 miles East to West and 60 miles North to South with altitude ranges from 7,000 feet to 14,000 feet. Within these eight communities there is only one grocery store with access to fresh food. For my innovative project, I hope to create a solution to our Food Dessert by providing fresh fruit and vegetables as well as protein for our community. My solution is to create a community agricultural center. Through this center we will build a few commercial greenhouses to sell produce to the citizens of our community, and here farmers and ranchers will also have the ability to sell their products. We will place these items online with a bio about how the products are raised as well as about the families producing the products. People will be able to place orders and then we will package them and deliver to the different communities on different days of each week. Due to the fact that, internet access is still a huge issue in our communities, we will also have additional produce available in our mobile food truck for sale in case they didn’t have the opportunity to place their orders. Along with the commercial greenhouses we are going to build some small scale greenhouses to teach local classes with a greenhouse specialist on how to build your own greenhouse. There will be one greenhouse set aside for a “community greenhouse” for people to have a social gardening experience and the cost of participating will be to donate a percentage of their produce to the senior resource center and WIC. One of the greenhouses will also be utilized to bring in a garden therapist to work with some of our local citizens to provide some garden therapy, to help improve the mental health services offered to Park County residence, which was identified as a goal through the Park County Health Assessment in 2018.

Outcomes

• Fresh quality food is available to every citizen
• Community Development with Jobs to help deliver and run the agricultural center
• Connect CSU Research/Specialists to our community
• High Altitude Gardening Education
• Hire a Regional Greenhouse Specialists for education for other communities
• Demonstrations for the local residents to see firsthand how things can be done.

Leadership Inventory

Strengths

• Innovation/creative problem solving
• Flexibility/Embracing an ever-changing environment
• Inclusion/Teambuilding/Teamwork/Collaboration
• Enthusiasm/Motivation

Improvements

• Delegating Tasks
• Handling sensitive problems/Conflict resolution
• Clear communication of my goals and objectives
• Self Confidence

Learning Plan

The success of this project will depend primarily on collaboration and organized effort between many different entities. The first step in this process is bringing together the key players and organizations with similar goals in mind. Once I am able to bring these people on board, I will then need to create an advisory board to keep us moving in a positive direction.

Once that is formed we will then need to begin the search for funding to help us support these opportunities. We are in a higher income bracket and a large majority of the grants available for these types of projects are for low-income areas. I would like to reach out too many of the areas to present our project and show the need, even though we aren’t primarily a low-income county.

Mentor Candidates

Mentor Characteristics

• Open Minded/Accepting of new ideas
• Knowledgeable about greenhouses/high altitude gardening
• Business savvy
• Honest/Not afraid to challenge our ideas
• Sharing their circle of influence

Possible Mentors

• Patti O’Neal – CSU Horticulture Staff – Neighboring County
• Steven Newman – CSU Extension Greenhouse Specialist
• Bill Nobles – CSU Extension Regional Director
• Catherine Douras – Ag Business Center – Extension Grant Proposals
• Todd Hagenbuch – Routt County Extension Director – Steamboat Ag Alliance
• Wes Alford – CSU Assistant Director of Professional Development

Bonnie Hopkins | New Mexico

Abstract

San Juan County New Mexico has a long history of agriculture, but since the expansion of other natural resource industries, much of the knowledge and support for agriculture has been lost. Farmers are struggling to expand their operations with the current market, and are looking for ways to diversify. Diversification strategies that have been identified include on farm stands, online markets and agrotoursim. The NWNM Local Food Trail will be an interactive tool that will allow both community members and tourists to see and identify farms and ranches that provide local food in the region. The interactive map will be located on a website (2019) and eventually on an app (2020) and will feature a history of the farm, pictures and contact information for the producer. Eventually, the map will include businesses that support local food to give a more complete snapshot of the local food system at a glance. It will allow users to see that agriculture remains strong in San Juan County as well as to provide opportunities to visit the farms and purchase products.

The project will include connecting with farm and ranch producers and gathering their farm stories, as well as taking pictures and getting GIS coordinates for their operations. Once we have gathered their information I will work with my county GIS department to input the information onto an ARC GIS interactive map. The map will be uploaded onto a website that will be accessible to the public and utilized through websites including SJC Cooperative Extension, San Juan County and the Farmington Convention and Visitors Bureau.

Outcomes

The goal of the NWNM Local Food Trail is to provide a digital map of agricultural producers and local food supporters in San Juan County, NM. The tool will be used to increase agricultural sales, market opportunities and community knowledge and support by providing a visual snapshot of our local food system. It will also have the ability to be used as a useable map to guide community members and tourists around the county to visit and identify farms and ranches that produce their food. Because the website can track hits, searches and link use I can create a valuable impact statement regarding the trail and how community members are utilizing it. The creation of the website also offers farmers that are not willing or able to create websites to have an online presence that may help them increase sales and community recognition.

Leadership Inventory

Strengths

My major strengths that were identified through the assessment process include strong organizational and problem solving capabilities, which will be key in completing this project. I will use these skills to create the innovative map that will be the first of its kind in New Mexico. My confidence and comfort levels with change and adaptability will be helpful in guiding the NWNM Local Food Trail participants into the process and helping them to see the benefits of participation in the program. The assessment also noted my ability to be decisiveness as a strength, which will be helpful in executing the project and meeting critical deadlines for publishing the work.

Improvements

One of my leadership skills that I would like to improve on is my interaction with team members and working more effectively as a team player. Through this project, I will have to rely on the expertise of others outside of my normal work environment to be successful. I will have to focus on receiving feedback from a diverse group of partners and incorporating ideas effectively to improve the project as a living tool.

Another leadership skill I hope to develop through this project is my discipline and self-control by paying particular attention to details, follow through and assessment through the feedback of my program partners. The work will be on- going as participation in the trail increases, so follow through and organization will be critical to the long term success.

Learning Plan

My learning plan includes stepping outside of my comfort zone in regards to technology and work within a team to create the trail. I will focus on creating a quality project that meets the needs of a diverse audience of ag producers by soliciting feedback and recommendations from both my mentors and key partners. I will use this project as an opportunity to improve on my discipline and follow through skills. I feel that this project will be helpful in building my professional resilience, because it is a project that I am passionate about, I have reduced by obligations in order to make it a priority.

Mentor Candidates

Mentor Characteristics

Strong, resilient female leaders in our community.

Possible Mentors

• Sherice Snell: San Juan County GIS Coordinator/Green Chile Grower. Sherice is a key mentor in this project as she is imputing the map points on the GIS system. She is highly organized
• Erin Havens: San Juan College Harvest Food Hub project manager. Erin has identified a need for more consumer knowledge of ag producers across the region. Erin has a background in agricultural economics and helps me to gain a better understanding of key economic outcomes and goals.
• Denise Miller: NM Farmers Marketing Association. Denise has a wealth of knowledge in regards to the NM agricultural market.
• Tonya Stinson: Director, Farmington Convention and Visitors Bureau. Tonya has an incredible pulse on the needs of both our community and visitors.

Chris Page | Washington

Abstract

I volunteered to lead a “strategic doing” (strategic planning but implementing immediately the obvious steps we identify once we know they can improve my organization) process for the Ruckelshaus Center, in the Community & Economic Development unit of WSU Extension. After a series of 24 interviews with members of our Advisory Board, staff, and community leaders, I am distilling findings down into recommended steps for our Center to take.

My innovative project involves my leading the organization (in consultation with our Director) in implementing those steps. They include improving our marketing and branding, adopting a teaching focus, bringing in members of younger generations to our Board and staff, and adding representation from diverse constituencies to our projects and our organizational makeup.

Outcomes

For the Ruckelshaus Center to:

• increase awareness of the impacts of our work among donors, university leaders, agency directors, state legislators, and other key audiences;
• better consider underrepresented communities in public policy outcomes where we play a role;
• improve our inclusiveness both internally (Board and staff) and externally (in our collaborative policy projects); and
• more efficiently build the capacity within our state and region for collaboration on public policy.

Leadership Inventory

Strengths

Honesty, tact, judgment, gratitude, forgiveness, humility

Improvements

Attention to detail, patience for external processors

Learning Plan

I plan to encourage my organization’s Director to follow the advice of our Advisory Board (get it?) and pursue all realistic avenues to implement improvements to our communications, methodology, staff and Board composition, and teaching and training programs. This will take every ounce of tactful honesty I can muster, not to mention good judgment in terms of timing and which opportunities to pursue.

To address growth opportunities, I plan to register for and participate in available training and professional development opportunities to deepen and broaden my skillset. I also plan to invite my colleagues and mentees to offer unvarnished input on my work so I can learn how else to improve.

Mentor Candidates

Mentor Characteristics

I’m interested in potential mentors who can advise on navigating university bureaucracies, and/or advise on ways to invite and include underrepresented constituencies.

Possible Mentors

I don’t know of any specific mentors beyond those I’m lucky enough to have here at the Ruckelshaus Center already.

Elizabeth Davis | Utah

Abstract

I would like to facilitate the opening of a makerspace in my rural county. This dedicated space will create new opportunities for quality STEM programming and expand existing programming. I have contacted many community partners (including the county commissioners) who are supportive of this project and willing to participate through political support, monetary support and several businesses that want to donate physical labor to the creation of this space. The County has provided space in a building under renovation. The space is unusable as is and will require significant effort and money to make it a functional space.

Outcomes

STEM programs offered in the makerspace that will result in:

• Increased buy in from community stakeholders
• Increase in number of youth who are able to participate in STEM programs including First Lego League robotics, coding, and innovation challenges
• Raised awareness of extension programming though expanded offerings

Leadership Inventory

Strengths

According to CPI 260 some of my strengths include: self-awareness, self-control, resilience, responsibility and accountability, and capacity for collaboration.

Improvements

I need to work on being action oriented. I believe that I need to take sufficient time to consider all ramifications of a decision before I commit to a certain course of action but not be to slow to make decisions.

Learning Plan

In order to be effective in this endeavor I need to work with people with a variety of strengths. Sometimes this means working with people that I have not worked with previously or who may be difficult to work with. I am very responsible and organized and sometimes it can be hard to work with people who do not have those strengths. I will hone my skills by

Mentor Candidates

Mentor Characteristics

I would like to have a mentor that has experience working with makerspaces and also experience working in the community.

Additionally, I would like a mentor who is good at recognizing others peoples strengths and working with those strengths. That can help me develop this skill

Possible Mentors

I will ask Dave Francis, Extension Professor at Utah State University, he is intelligent, engaging and innovative in his approach to work. He also has experience working in a Makerspace and can offer valuable insight.

I will also ask Naomi Brower, Extension professor Utah State University, she is calm, thoughtful, and able to work effectively with everyone. She is able to see everyone’s strengths and can help me learn techniques to work with people who are not an easy fit for my strengths.

Grace Wittman | Idaho

Abstract

Currently in Idaho we don’t have advanced leadership education happening with our youth in state leadership positions. My project will be to work with colleagues in Idaho to develop an advanced leadership program for teens in leadership positions. This program would focus on things such as how to run an effective meeting, networking, conflict management, public speaking and writing professionally. The program will consist of long distance zoom education, at least one face to face program, and a leadership project.

Outcomes

A leadership program that assists our teens to develop skills that will take them into college and their careers.

Leadership Inventory

Strengths

My strengths would be I have past experience in planning statewide events. I have knowledge of the organization, networking, and teamwork that it takes to develop a program such as this and execute it. Also, as the advisor the state teen association officers I have insight into many of the skills that I wish the youth had when they get to me and what I currently work with them on.

Improvements

With the focus on leadership development in older teens this will allow me the opportunity to enhance my own leadership skills and knowledge. I am looking forward to learning about different leadership programs that are already developed and how we can use pieces of them to develop a program that is unique to Idaho’s teen leader needs.

Learning Plan

I have already started to collect various leadership curriculum. I plan to continue that process. I am currently assisting the Idaho State 4-H Teen Association Officers to develop a two hour workshop for their convention this month. I want to see how the youth react to the information provided as well as gather some input on what they would like to see in an advance leadership program.

Mentor Candidates

I am looking for mentors who have extensive experience working with teens and teen programs, individuals who have experience with the Idaho leadership program, individuals who have experience planning programs, and individuals who have experience with different leadership training programs.

Mentor Characteristics

People who have a willingness to share skills, knowledge and expertise. Individuals who demonstrate a positive attitude and have an enthusiasm for the topic.

Possible Mentors

Donna Gillespie, Shana Codr, Erika Jefferies, Jim Lindstrom

Jason Lamb | New Mexico

Abstract

Quay County is a hub of agricultural production in the East Central region of New Mexico with 40,000 acres of crop land irrigated from Conchas Lake and the Canadian river. Most crops are produced for forage however, recently there has been wide spread interest in small scale vegetable production. The local farmers market is very successful. Selling out in a couple of hours on a regular basis. In the past two years a farmer’s cooperative has been developed to address this issue as well as increasing marketing abilities, value-add products, and assist with wider distributions of products. The “Table Top Coop” was formed by local producers and people interested in vegetable and organic production. One of the top priorities for the Cooperative is the development of a Commercial Kitchen. A commercial kitchen will enable producers in Quay County to market products year round through canning and food preservation. It will assist producers in maintaining an income throughout the year instead of just during the summer months when local vegetables can be produced. Currently no producers in Quay County has access to a commercial kitchen for food production and the use of a commercial kitchen is a requirement for the production of any processed food by the federal government. Providing access to a commercial kitchen would greatly enhance our producers businesses.

The project will involve doing research of local and state wide resources and interests that are available in terms of a commercial kitchen, the cost and concerns with leasing a local kitchen, proper management and maintenance, and the feasibility of developing a commercial kitchen from the ground up. The cooperative would like to apply for several grants to support the project.

Outcomes

In the short term this project will to provide information that can secure funding through a grant for the Table Top Cooperative. It will provide recommendations for a Commercial Kitchens operation and management. It can determine the best ways to obtain access to a commercial kitchen.

Long term goals would be to enable producers in the production of value added products. The commercial kitchen would increase producer’s revenue, provide for a year round selling structure, provide an alternative for products that cannot be sold fresh, and provides the opportunity for more sustainable products that have longer shelf-life.

Leadership Inventory

Strengths

I am very well rounded in my leadership abilities. I am a team player and can work very well in groups as well as take the lead when I need too. I can adapt very well to most situations and I am good at problem solving and creative thinking. I am great at involving all participants but can push when the project is lagging. I have a strong work ethic and gain satisfaction when a project is completed. This project will involve many members of the cooperative group in which will need collaboration, good organization, and team work to complete the project. I now the strengths of our members and will assign those tasks to members that the job fits best with.

Improvements

I am always working on my leadership skills, pushing myself to take the lead on projects, doing programs that push my public speaking abilities. I also spend a lot of time deciding on the next step, in which I can improve greatly. Through this project I will have to take the lead on the project, organize it, and make some decisions on how to best obtain the information, present the information, and who will best support their role. I hope to develop better leadership skills and be more decisive in my decision making skills.

Learning Plan

My learning plan is to be the leader of this project. I will organize a committee to find out more information, research other commercial kitchens around the state, develop documents that explain the projects scope, create a presentation to explain the details of the projects findings and present the project information to the cooperative. I will evaluate the project by obtaining feedback from the coop.

Mentor Candidates

• Philip Box: Farmer/Producer – Phillip is a local farmer that is the leader of our Table Top Cooperative and has great networking and critical thinking skills.
• Darryl Baker: Farmer/Producer – Darryl is a local farmer that has a key interest in the Commercial Kitchen.
• Nancy Flores: Extension Food Technology Specialist – Specialist in the area of processed food production
• Wendy Hamilton: Extension – Wendy has written many grants and can direct our group on the information that needs to be gathered and assist with the final proposal.

Joshua Moore | Arizona

Abstract

Arizona 4-H has an influx of early-career 4-H agents and staff who come from a diverse educational and career background with differing familiarity with current trends in Positive Youth Development. With new leadership and new programs developing regularly, current 4-H leadership in Arizona is striving to systemize programs and promote program staff to work towards common themes. Due to diverse backgrounds, a platform for sharing ideas, literature, and learning together would be beneficial for the overall program. As Arizona 4-H continues to change, the Arizona 4-H Professionals’ Book Club would help 4-H Professionals to grow forward together. This project will provide professional development, vision building, and will work towards creating a stronger academic atmosphere within the program. This project will primarily encompass 4-H professionals; however, it will be available to all faculty and staff who work in Positive Youth Development. A monthly webinar series focused on current youth development literature will be used to update participants on current trends in 4-H youth development. For each meeting, a promotion eligible faculty will select either an academic article, book passage, or short book that deals with either Positive Youth Development, Skill Development, 4-H, Learning, Education, Out of School Education, Volunteer Management or some other type of topic dealing with 4-H Professionals. Before the monthly webinars, an article will be sent to all participants to read in preparation for a faculty lead discussion. The Arizona 4-H Professionals’ Book Club will initiate in October 2019 with monthly webinars hosted through February 2020.

Outcomes

Through increased awareness and exposure to the discussion around current academic literature in positive youth development through the Arizona 4-H Professionals' Book Club, participants will gain:

• Knowledge of current trends in youth development both inside the extension system and in the outside world.
• Focus on five core literature areas within the program timeframe to shape Arizona 4-H Programs.
• Experience in leading and participating in peer-led discussions on academic topics.
• Opportunity to present ideas for growing Arizona 4-H Programs.
• Comradery with other 4-H professionals by developing relationships around discussion topics that will lead to a greater focus of producing publications from Arizona 4-H.
• Confidence in changing existing 4-H programming in Arizona to follow national trends and updates based upon peer reviewed knowledge.

Leadership Inventory

Strengths

1. Use of Power and Authority- This strength was surprising as I often think of myself as being limited in these areas, however, I have utilized my authority to create change in my program. I can better use this strength through my project to help in areas where I need to grow, which include working on creativity. The goal of my plan is to increase organizational creativity, action orientation, and managing change. With my position as the developer of this project, I am forcing myself to expand my capabilities.
2. Comfort with Organizational- StructuresKnowing the structure of my state program, I can use this knowledge to lend recognition and precedence to my project by using this strength.
3. Comfort with Organizational Structures- Knowing the structure of my state program, I can use this knowledge to lend recognition and precedence to my project by using this strength.
4. Understanding Others- Knowing that many of my colleagues face similar challenges, I can help foster growth across the board.
5. Self Confidence

Improvements

1. Resilience
2. Interpersonal Skills
3. Capacity for Collaboration
4. Working with and Through Others
5. Creativity
6. Action Orientation
7. Managing Change
8. Comfort with Visibility

Learning Plan

Initially, I have worked to develop a vision to share with my state director to get administration permission to accomplish my Innovative Project. Using my strength of knowledge and comfort of organizational structure empowered me to realize that I need to work through official channels, which in turn postures me for growth opportunities beyond this project. Additionally, I will speak with other colleagues to gauge interest in my project as the nature of my program is voluntary and relies heavily on group engagement. From there, I will move onto program recruitment and then begin to execute monthly group discussions and literature reviews. Preliminary discussions with my supervisors have resulted in my project aligning with long term programmatic goals that my program is working towards. After taking leadership in many statewide 4-H programs, the issues that I identified in my own work were also recognized by state leadership which has resulted in conversations about support and collaboration for my project.

Throughout the process of developing my project, and a focus of my areas of improvement through my daily programmatic tasks, I have striven to recruit coworkers to help me improve my areas of deficiency. Ultimately, I have learned that my aversion from working in team settings stems from a lack of knowledge of the literature, my colleagues, as well a lack of connection to my program. Since the last WELD meeting, I have striven to work on developing my interpersonal skills, capacity for collaboration, and working with and through others. Primarily, my inability to trust has held me back from excelling in these characteristics. My Innovative Project will challenge me to learn, network, collaborate and grow with other professionals in my program.

Mentor Candidates

Mentor Characteristics

1. Someone with Managerial Experience- Specifically, I have trouble delegating work to subordinates; therefore, a mentor who excels with this would help me learn how to improve in this area.
2. A Champion for Change- I am often slow to change, as I like to experience how programs run before I intervene prior to making any programmatic changes. This trait causes me to come off as resistant to change. A mentor who is comfortable with creating change will be beneficial to my growth.
3. Resilience- I require a mentor who has worked through similar programs and can advise not burning out and staying the course.

Possible Mentors

1. Dr. Jeremy Elliot-Engel- Associate Director, Arizona 4-H
2. Dr. Nicholas Morris- Assistant in Extension, Arizona 4-H
3. Dr. Dan McDonald- County Extension Director, Pima County (FCHS)
4. Dr. Ed Martin- County Extension Director, Maricopa County (ANR)
5. Amy Parrott- Associate Agent- 4-H Yuma County
6. Elizabeth Sparks- Assistant Agent- 4-H Pima County

Kari Lewis | Montana

Abstract

Beginning agents often wonder where to start within Extension, what resources are available, and who are other agents they can turn to for collaborative programming or sharing of resources. This project will create a manual and/or collection of resources for Montana agricultural agents. This will increase efficiency within Extension by being able to share resources and/or collaborate on similar programming. In addition, it will hopefully provide beginning agents with a firm foundation for their beginning as an agent.

Outcomes

• Create a manual and/or electronic collection of resources for Montana extension agents tailored towards agricultural agents
• Create a listing of Montana agents and their areas of programming, education, and interests to promote efficient programming and collaboration. In addition, this will help beginning agents have additional resources to seek with questions, etc.

Leadership Inventory

Strengths

• Organization
• Detail Oriented
• Communication

Improvements

• Networking with other agents – This project will provide an opportunity to learn more about other agents’ strengths, backgrounds, and areas of programming
• Relationship building with specialists and administration – Feedback and review will be sought from specialists, ag program leader, and administration which will provide an opportunity to build relationships with them
• Technical expertise – I anticipate gaining additional technical knowledge and resources that will help me in answering clients’ questions as well.

Learning Plan

I will draft an outline of the project, seek feedback from mentors, and begin compiling information from other agents. I will seek to present the information at the Annual Conference or annual Ag Agent Update as well to gather additional feedback from beginning and experienced agents.

Mentor Candidates

Mentor Characteristics

• Knowledgeable of the MSU Extension system and the clients’ we serve in Montana
• Experience within extension specific to agriculture

Possible Mentors

• Dr. Jane Mangold – MSU Extension Ag Program Leader
• Tyler Lane – experienced MSU Extension ag agent
• Shelley Mills – experienced MSU Extension ag agent
• Larry Brence – MSU Extension Eastern Region Department Head
• Mike Schuldt – Former Montana Agricultural Agents association president

Kathleen Duenas | Guam

Abstract

I would like to develop an Extension communication plan to identify the path forward for all research based related to Extension & Outreach. This is a foundation for all Extension and communications methods, protocols, and process for the entire University of Guam Cooperative Extension and Outreach (UOG CE&O) system. UOG CE&O hasn’t had a communications department and now we need to move exponential speed to catch up.

Specifically emphasizing digital environment offers unprecedented opportunities to reach audience to all people, all ages, all socioeconomic status, varies languages, CE&O need to engage with people to use information in their daily lives on their terms. This will take an approach to extensively promote the importance and relevance of Extension as a whole.

All activities and process reflect the planned and potential efforts of Extension, through all its components. This plan will guide all strategies for research based, data driven, integrated communications for Extension’s internal and external stakeholders. This plan will lay the groundwork for being able to approaches as they are developed to disseminate research-based information. This plan will have operations checklist infrastructures, and the processes to look at CE&O partners. Since there has been no office or personnel to deliver those basic functions, we need to start from beginning by making a foundation of processes and move all actions into the plan while doing at the same time.

I would like to keep our program relevant to Guam and remain viable and necessary of the University of Guam’s broader mission as a land grant institution, To Enlighten, to Discover, to Serve.

Outcomes

Since there is no plan, we need something in place, the communications plan will result in -

• Increased visibility
• Awareness
• Appreciation
• Support
• Regional consolidated brand program
• Unified message
• Broader public exposure

Leadership Inventory

Strengths

Self-control, humility, gratitude, flexibility, social conformity. I think these strengths will greatly be effectively work with others.

Improvements

For improvement I need to work on dominance, social presence, and attention to detail. As an introvert person, I need to speak out in being dominant in taking the lead and . This may be difficult to do however I can take this step and work hard to accomplish what has not been done for my university.

Learning Plan

I will have to be on task to participate on professional development opportunities in our local community and other opportunities that will enable me to grow and get out of my comfort zone. I will be collaborating with other extension communications and marketing offices to see what they have in place to support my innovative project.

Mentor Candidates

Mentor Characteristics

Mentor characteristics that I am looking for in a person is someone who had the experience of my interests in communications, marketing, and educational/professional leadership. Mentor I am seeking is someone who offer sound advice and feedback, listen active and sympathetically, help people work through an issue, one who coaches towards professional growth and be a good role model and finally someone who challenge me to achieve my potential.

Possible Mentors

Dr. Anita Borja Enriquez is the Senior Vice President of Academic and Student Affairs at the University of Guam. She has vast interest in women empowerment, background in international & business marketing.

Dr. Sereana Howard Dresbach is the Associate Dean/Director of Cooperative Extension & Outreach. She has experience is in health and agriculture, the skills and abilities apply to working in small business, volunteer organizations and member groups.

Dr. Troy McVey is the Director of Office of Graduate Studies at the University of Guam. He has experience in partaking actively in non-profit organization and is one person who has seen me grown in my career.

Mr. Jim Hollyer is the Assistant to President at the University of Guam. He has experience extensive experience project management & is very innovative on his projects.

Kayla Wells | Washington

Abstract

My innovative project involves working as part of the WSU Extension Parenting Team to become trained as a trainer of trainers for the Guiding Good Choices (GGC) Parenting Curriculum. I will be one, of two, statewide trainers within WSU Extension. As part of the WSU Extension Parenting Team that is working with Channing Bete (the publisher) and University of Washington (UW) to determine the future of Guiding Good Choices, my participation will be integral to the future of the Guiding Good Choices program in the state of Washington.

Outcomes

Build capacity statewide for the Guiding Good Choices program. Create standardization in training. Create evaluations for parent participants to complete following participation in the 5-week course and for trainers to complete following their 3-day facilitator trainings. Evaluation data should lead the team toward applying for grant dollars as well as writing for publication.

Leadership Inventory

Strengths

Resilience, Capacity for Collaboration, & Creativity

Of these three strengths, the one that I anticipate helping me the most with my innovative project is my capacity for collaboration. Right now, the GGC Curriculum is being transferred from the publisher, Channing Bete, to the researchers at University of Washington. Whether GGC continues to look and function the same as it has the past twenty years has yet to be determined. Resiliency will serve me well in this transition period and creativity will be a benefit when/if the WSU Extension Parenting Team is given the opportunity to guide the future of GGC in the state.

Improvements

Decisiveness, Action Oriented, & Self-Confidence

The three leadership characteristics that I chose to list above should be impacted the most while working on my innovative project. When it comes to decisiveness, the leadership inventory suggests that I look for opportunities to take on more leadership roles in order to practice and refine my leadership and decision-making skills. As one of the two statewide trainers, that puts me in a position to take on leadership roles in both the Parenting Team and amongst the adults I train. The leadership inventory states that I should be more action oriented. Being an active part of a team that is responsible for providing results should give me that push I need to be more action oriented. Being chosen as one of the two trainers statewide has already helped to boost my self-confidence. As I continue to take on more roles during the project, this will also increase my self-confidence.

Learning Plan

• Become trained as a GGC Facilitator.
• Assist with the creation of pre and post surveys for Guiding Good Choices.
• Become trained and certified as a GGC trainer of trainers.
• Work with co-trainer and Parenting Team to standardize trainings.
• Work with co-trainer and evaluation specialists to strengthen evaluation tools.
• Meet with Channing Bete and/or UW researchers to plan the future of GGC.
• Facilitate the five-week GGC course multiple times.
• Intentionally infuse culture, specifically Native American traditions, into GGC curriculum.
• Facilitate the three-day train-the-trainer course multiple times.
• Evaluate, evaluate, evaluate!
• Participate in professional development opportunities specifically focused on types of evaluation and assessing evaluation data.
• Use results to apply for national awards and/or publish and/or apply for grants.

Mentor Candidates

Mentor Characteristics

An ideal mentor for this project would be someone who understands prevention science work and how it correlates with parent education. Also, someone with experience in evaluation and curriculum fidelity would make a great mentor.

Possible Mentors

AnaMaria Diaz-Martinez is an Associate Professor in Human Development in the Franklin County WSU Extension office. She is my colleague and partner in the GGC statewide work. She is already a Master Trainer with the Strengthening Families Program. I can’t wait to learn from her while we work together on this new project.

Brittany Cooper, Assistant Professor in the Department of Human Development with Washington State University. Brittany’s research interests that could provide a help to this project are: 1) prevention science and 2) dissemination and implementation science, translational research. Brittany’s research examines risk and protective factors, which is the basis of the GGC curriculum.

Louise Parker, Professor in the Department of Human Development with Washington State University, with a 100% Extension appointment. My reason for talking with Louise as a potential mentor is based on her research interests, which are are: 1) real world implementation of evidence-based prevention programs and 2) cultural adaptations of evidence-based programs.

LaJoy R. Spears | Guam

Abstract

I have recently accepted a new position at New Mexico State University. I will serve as the Extension Evaluation Specialist for the state. I am enthusiastic about the opportunity but would like to focus on my leadership skills. I am interested in how developing rapport and building relationships leads to trust and open the lines of communication. And how this combination encourages positive, productive working relationships. However, I am also curious about the cultural norms and cues that I will encounter. Exciting, right?

With new experiences on the horizon, I would like to start the journey by equipping myself with an innovative approach to succeed. Moving into a new community and position can be daunting if you do not have the right tools. As I prepare for this move, I would like to use the WELD Innovative Project as a means for seeking ways to be MY best.

Did you know that nonverbal signals and body language can account for 50 to 70 percent of all communication? Therefore, understanding these cues are essential to the development of positive and productive relationships in Extension. Nonverbal communication has cultural context and understanding which is essential for building rapport and relationships.

Outcomes

I will research and compile a literature review on nonverbal communication (inside and outside of Extension) and cultural context in evaluation

I will research mentoring models appropriate for leadership development with a focus on nonverbal communication

I will develop a pilot mentoring plan that supports the vision for leadership development and nonverbal communication

I will utilize conclusions from the pilot plan to develop a mentoring program for other’s seeking professional development in leadership and nonverbal communication

Leadership Inventory

Strengths

In the quest to develop and evolve my leadership style, strengths, and weakness, I have taken many assessments and inventories. I have consistently scored high as an empath. This gives a distinct trademark of the ability to feel and absorb other people’s feelings. Moving forward, I would like to take advantage of this trait and hone my skills that will help me engage as a leader who is an open minded, active listener.

As I continue my career in Extension and serve as an Evaluation Specialist, I would like to focus on understanding non-verbal communication. I believe my knowledge and awareness in this element of communication could enable me to “read” signs, comprehend what someone is trying to convey, and elevate my perceptions and observations of other’s reactions. This will help me “read” the situation and recognize variables that may influence beyond the immediate environment, this will impact my own responses and understanding of all involved.

Improvements

My leadership assessments and inventories, along with mentors and peers, have challenged me to take more risks. However, I have so many ideas! How do I decide which risk to take? And how will I manage failure and disappointment? Well, I will continue to move along a positive path of exploration and curiosity. Currently, I am preparing to move to a new community. I am certainly excited and eager to meet new people and engage community programs that are intended to change lives. So, why not embrace that excitement and eagerness with the curiosity (learning) of nonverbal communication? While increasing my knowledge and awareness of nonverbal communication, I will work with Extension professionals statewide to address community issues, deliver quality educational programming, and validate public value statements.

My risks will involve creatively planning, designing, implementing, and evaluating programs with an innovative approach. Embracing and utilizing my new communication skills, I will effectively project positive body language, make confident first impressions, and engage Extension professionals in presentations, reflections, and program development. In addition, I will take risks while being aware of negative body language that could signal unspoken issues, calmly resolve difficult conversations, and invigorate unengaged audiences.

Learning Plan

My preliminary plans consist of the following:

• Research and compile a literature review on leadership and non-verbal communication as well as cultural context in evaluation
• Identify mentoring models focused on leadership and nonverbal communication
• Identify mentors for the project
• Develop a mentoring plan timeline
• Develop formative and summative project evaluations
• Implement the project
• Compile conclusions and recommendations for a leadership mentoring program with a focus on nonverbal communication

Mentor Candidates

I would like to work with a member of law enforcement (FBI), as well as a family therapist. I believe these two mentors could provide insight into the technicalities, family dynamics and cultural context that influence how we interact with others. I will seek assistance to identify mentors in my new community.

Mentor Characteristics

• Senior in respective field (can provide guidance on real world experiences) and respected by colleagues and employees in all levels of the organization
• Understands Extension and community outreach
• Interested in Social Justice
• Available to serve as a mentor and willing to share knowledge and skills
• Exhibits enthusiasm in the field

Possible Mentors

• FBI agent (New Mexico)
• Family and Marriage Therapist (New Mexico State University)

*This is a working document. I am not fully satisfied with my language, flow, and outcomes. I will continue to formulate my thoughts and opinions as it relates to my innovative project.

Lauren Grand | Oregon

Abstract

The logging, trucking, and woods workforce is currently decreasing with the older generation aging and few from the younger generation joining in. Forestry is a viable, strong, and valuable industry in the PNW and highly trained individuals are needed in the woods to meet the demand of production. The logging profession is rapidly changing through technology and there is a gap in understanding between what loggers currently do and what the public thinks they do. Very few loggers actually use chainsaws anymore, and some larger companies have target dates to remove all workers on the ground and put them inside machines with cabs. By educating the younger generation on the current technology used in the woods they may be more interested in logging or forestry work as a potential career. Through technology these careers are becoming safer and require a more technologically skilled worker. New workers will need to be able to safely operate high-tech machinery, maintain the machines, understand introductory forest management, program the machines to optimize the value of the logs they are cutting, and have an understanding of global information systems.

The project goal is to connect local high school students with forest sector jobs and careers. Through the development of a virtual reality experience during high school career programing, we will help inspire the next generation of forest sector workers and professionals, highlighting the breadth of jobs in the forest sector and demonstrating to students that there are outdoor, challenging, fun, safe, high demand, and high-wage employment options right here in our local communities. The virtual reality technology would help to give the students a better understanding of how the industry has changed with technology, and to practice operating the large and high tech machines that are increasingly being used in the woods.

Outcomes

The outcomes of this project include:

• Developing a virtual reality experience for young adults to get an idea of what it is like to work in the woods.
• The experience will act as a game so students can continue to learn techniques each time they use the software and enter the work force with increased skills
• Raise funds to purchase a classroom set of VR goggles
• Offer this activity as a complement to a curriculum on local forestry jobs that is hosted by our partner Forests Today and Forever.

Leadership Inventory

Strengths

My strengths include bringing partners to the table and leveraging each of their strengths to work together as a team to reach common goals. This project will take working with a large number of partners to bring all the pieces together.

Improvements

I’m a planner and thrive when I think all aspects of a project through before diving in. The short timeline of this program and grant cycle will require me to exercise my decisive skills. Additionally, this project will require some requests for funding and grant writing. Two skill that I need to work on as well.

Learning Plan

Fundraising, facilitation, and communication will be a great asset to my future work. As an extension agent in an urban community our programs are often competing with many other organizations that want to offer education programs. In practicing these skills I can build community relationships that create a more collaborative atmosphere between all the local organizations.

Mentor Candidates

Mentor Characteristics

• Grant Writing
• Willing to work outside the box
• Collaboration and facilitation
• Short term project planning

Possible Mentors

• Julie Woodward
• Beth Krisko
• Jim Johnson

LaVerne Vineyard | Arizona

Abstract

My innovative project is focused around the concept of building strong relationships between Directors and Business Officers through workshops, round tables, or various engagement opportunities.

Outcomes

My goal for the project is to create a unity and like-mindedness in the arena of fiscal responsibility and administrative compliance, to foster improved and strengthened relationships between Directors and Business Officers to shore up fiscal health and security in Extension units.

Leadership Inventory

Strengths

I believe I am a strong facilitator, able to aid in creating unity, understanding, and commonality. Helping diverse groups move forward in the same direction for a cooperative goal.

Improvements

To speak with confidence, trust in my ability to have influence, and to trust in my competence in the area of finance and business management.

Learning Plan

I plan to take advantage of opportunities in public speaking to increase my level of comfort in a leadership role, to work with peers and colleagues to gather data to help identify the existing strengths and weaknesses in these relationships, using the value of those models to help propel desired outcomes.

Mentor Candidates

Mentor Characteristics

It would be great to have a mentor that was either on the director end or business end who could be sympathetic to the delicate dance of this partnership. A good listener, empathetic, seasoned, available.

Melinda Macpherson | Colorado

Abstract

For my project I intend to create an “AgCorps” branch of our existing 4-H STEM AmeriCorps program. This program will incorporate STEM concepts, but will bring an agriculture spin to all aspects of the programming. It is my plan to begin by submitting a proposal to Serve Colorado for a planning grant. This planning grant will allow us to spend a year fleshing out the program. From there we will plan to begin a small cohort of AmeriCorps members who will deliver our agriculture-based programming to under-served youth around the state utilizing the 4-H model of positive youth development. After an initial pilot year, it is my hope that the program can branch out to counties across the state.

As part of this project, I hope to build relationships and convene a number of parties who have interest in developing agriculture based education in Colorado. This includes inviting parties from 4-H, the CSU College of Agriculture, the Colorado and National Agriculture in the Classroom group (Colorado Foundation for Agriculture), the National Western redevelopment group, and commodities groups. Each of these groups brings resources and existing curriculums to the table. I also plan to apply for two AmeriCorps VISTA members to assist with the planning and development of my project. These members support capacity building projects and they should be able to work on convening partners, community needs assessments, etc.

Outcomes

• A new “AgCorps” branch of our existing 4-H STEM AmeriCorps program
• A Colorado specific agriculture curriculum focusing on grades 3-5, which can be utilized by AmeriCorps members, Extension Agents and Specialists (both Colorado and other states), and teachers
• Grab and Go teacher kits for particular agriculture lessons and concepts (for use by AmeriCorps members, Extension agents, and teachers). Maybe stored at the CSU/4-H area of the new National Western Center.

Leadership Inventory

Strengths

Three of my top five Strength Finder strengths are: Learner, Input, and Developer. I believe that these strengths will serve me well in this project. I love anything to do with learning and there will be plenty of opportunity to explore agriculture topics, potential partners in this project, and the expertise that already exists within Extension. The input strength means that I love to gather information and there should be plenty of opportunity to do that with this project too. Finally, and maybe most importantly is my developer strength. This will allow me to really dig in and use my vision to steer this project. It should also help me to develop something that will be useful.

According to my CPI report, I have strengths in being Action Oriented, having a Capacity for Collaboration, and in Working with and Through Others. These should all help me to develop relationships and convene the parties that I will need to accomplish this task and for keeping the project moving forward.

Improvements

According to my CPI report, there are several areas where I should be able to make improvements, I believe that this project will help me to develop in some of these areas including: Resilience, Use of Power and Authority, and Decisiveness. This will be a project that will force me to interact with several partners and to bring them on-board with the project. I believe it will challenge me to improve my assertiveness and confidence, and should help me to build my Resilience, increase my self-assuredness, and help me to be less self-critical.

Learning Plan

The main thing that I am planning to work on outside of my WELD project is Resilience. I have felt low energy and depleted for a while, and would like to begin to build out of that feeling. The first steps will be to focus on work-life balance and overall health. If I can raise my energy level, I should be more capable of taking on additional projects.

Mentor Candidates

Mentor Characteristics

I would like to work with mentors who have skills in bringing groups together to work toward a common goal. I will also need a mentor who is able to make various parties see how collaboration can benefit them. Finally, I will need to work with someone who understands agriculture and how it can be taught to children in the most effective way.

Possible Mentors

JoAnn Powell is my supervisor and is highly skilled in bringing parties together to collaborate. She also understand how to approach people to make sure they are on board with a project or plan. Kellie Enns is a professor in the College of Agriculture. She teaches college students how to develop curriculums and teach students of all ages about agriculture. She also has many connections in agriculture both inside and outside the university.

Nell Larson | Utah

Abstract

As Director of the Swaner Preserve and EcoCenter, a USU Extension museum and nature preserve, I would like to create a project that will benefit the other Extension Centers within USU, as well as other University Museums throughout the West. Centers such as Swaner often operate differently from more conventional Extension Offices and University programs in a variety of ways including funding, staffing, and administrative structure. This can cause common challenges and create common opportunities.

One initiative that has been beneficial to the Swaner Preserve and EcoCenter is bringing in and implementing traveling exhibits. These exhibits can be effective ways to bring in external funding and sponsorships, create and strengthen partnerships, improve visitor experience, increase first time and repeat visitation, and begin to address an organization’s goals surrounding diversity and inclusion.

However, informational resources on how to get started with traveling exhibits are scarce and scattered, and, for me, and my team at Swaner, getting started in this realm was daunting and full of surprises. For this reason, I’d like to create a toolkit that I can then share with other small and mid-sized centers in Utah and throughout the western states.

Outcomes

The toolkit that I plan to create will address the questions that I faced in my initial efforts to move into the museum world and bring in a traveling exhibit. Where can I find traveling exhibits for small museums? How much do they cost and are there low cost options? Is there flexibility in the exhibit size and cost parameters? What expenses will we incur in addition to a lease? What funding sources are available? Should we charge for the exhibit? Is a traveling exhibit possible with such a small staff? Will this exhibit benefit our museum in the ways I hope it will? How do I design a visitor survey to assess the impacts of this exhibit?

We’ll answer the questions above, as well as address what museums should be asking of the exhibit vendors and what specific information they’ll need about their own site and organization to have productive conversations. We’ll also share some of the challenges that arose for us and how to better prepare for these situations. Tools such as a budget template, a sample visitor survey, and a traveling exhibit project management checklist to guide them through hosting their first (or one of their first) traveling exhibits will also be included. I’ll draw both from the relevant body of literature on this topic as well as on my own experience, and share a few tips we’ve learned along the way.

After creating this practical beginners’ toolkit, I plan to share it with our USU Extension Centers and partners including the Botanical Center, the Bastian Agricultural Center, and Wheeler Farm. Additionally, I will work through local networks such as the Northern Utah Nature Center Association and more broadly the Association of Nature Center Administrators. If these first steps are successful, and once I have gathered feedback, I would like to present this at national conferences such as ANCA, American Association of Museums, and the Association of Science – Technology Centers.

Leadership Inventory

Strengths

My strengths in areas such as empathy, responsibility, social conformity, self-control, insightfulness, flexibility, achievement via independence, and sensitivity will help me to create the partnerships necessary to bring this project to fruition, create a high quality and thorough resource, and effectively work with centers and partners that are exploring this new possibility by understanding their perspective and challenges, and helping them work through these challenges if desired.

Improvements

Potential areas of improvement (according to the CPI 260 report) include dominance, social presence, and capacity for status.

Learning Plan

By working with strong leaders that have varying leadership styles (as partners and mentors as listed below), I hope to continue to develop my own leadership style. Additionally, I will seek out professional development resources – in the form of podcasts and books that address these areas. Finally, additional experience presenting and leading others will help me to practice these leadership skills.

Mentor Candidates

Mentor Characteristics

• Traveling Exhibit Expertise
• Museum Management
• Insightful and Experienced Leadership

Possible Mentors

• Paul Goulet, CEO and Founder, Little Ray’s Nature Centres, creator and vendor of traveling exhibits.
• Justen Smith, Northern Region Director, USU Extension

I have five other potential mentors in mind, but do not want to share their names publicly, as I haven’t spoken with and/or heard back from them yet.

Rebecca Sero | Washington

Abstract

When a new faculty member is hired by Washington State University, they attend a two-day new faculty orientation. The first day is focused entirely on the larger university system, while the second provides a very broad overview of the College of Agriculture, Human, and Natural Resource Sciences (CAHNRS) and Extension, which is housed within it. Beyond these two days, there is no other formal onboarding process for new faculty. As a result, they are dependent upon receiving needed information from their individual directors, administrative assistants, career guidance committees, and other colleagues. The end result is that faculty learn about processes and procedures in a piecemeal, imbalanced, and disjointed manner. Some faculty receive valuable information, while others are left uninformed.

My WELD Innovative Project will be two-pronged. The first piece will be to create an onboarding process framework for new and existing WSU Extension faculty. Through a needs assessment and crosswalk, I will work with the Administrative Team, including Unit Directors and other relevant stakeholders, to assess priorities and specify what process and procedural content areas should be shared with faculty. Once these priorities are established, I will develop a framework model to use for the development of content area processes and procedures.

As the Evaluation Specialist, I am already aware of one content area that needs to be included as part of the onboarding process: Evaluation within the Extension system. Therefore, the second prong to my WELD Innovative Project will be to develop the actual evaluation onboarding process for Extension faculty. This onboarding will cover the most relevant aspects of evaluation methods and procedures that would be useful for faculty to know as they begin their tenure with WSU Extension. There are approximately seven new faculty who have either just been hired or who are slated to begin employment during the next several months. As such, I will have the opportunity to use my leadership skills to guide these faculty through a pilot phase of the onboarding process I develop as part of this project.

Outcomes

Because my project has two parts, I anticipate that there will be two primary sets of outcomes:

1. The first is that a general onboarding framework will be created. It is anticipated that this framework will then be used by a variety of faculty around the state as they develop relevant onboarding processes. Although I don’t have control over this, the hope is that these onboarding processes will then be used to train new faculty.
2. The second set of outcomes are the primary ones I will be tracking. I anticipate that in the short-term, new faculty will be more knowledgeable about the evaluation processes and procedures they need to follow within their jobs. In the mid-term, I anticipate that new faculty will implement these processes and procedures in their roles within WSU Extension. And finally, in the long-term (more than a year into their tenure), I anticipate that these new faculty will be successfully evaluating their own work using the processes and procedures they learned during the evaluation onboarding process.

Overall, the intent is to change the WSU Extension system, so that all new faculty learn about relevant processes and procedures in an intentional and comprehensive manner. While I anticipate only directly tracking the outcomes from the development of the evaluation onboarding process, there is the potential to assess the broader impact if others make use of the framework that will be created.

Leadership Inventory

Strengths

One of the primary strengths identified during my assessment was my understanding of others and capacity for collaboration. This project is well-suited to make use of these strengths, as I will need to work with multiple levels of stakeholders – ranging from Directors to county faculty – to develop the most effective and comprehensive onboarding framework. I will be collaborating with faculty from around the state to assess and establish priorities.

Improvements

Two areas of leadership noted as having room for improvement for me were creativity and decisiveness. I will be challenged within this project to strengthen both of these areas. Creating a new onboarding framework that effectively meets the needs of several types of faculty will require both vision and innovation. Additionally, while I will collaborate with others during the assessment, I will ultimately be responsible for deciding how the framework should be created and for executing the evaluation onboarding process.

Learning Plan

My preliminary plan will be to begin developing the needs assessment and crosswalk process during the next couple of months. Once the framework is developed, I will move onto creating the actual evaluation onboarding process and will then pilot that process with newly hired WSU Extension faculty.

Mentor Candidates

Mentor Characteristics

It would be useful to identify a mentor who has either recently been through the creation and/or development of an onboarding process at his or her university or one whose university has a strong onboarding process already in place. I am interested in potentially working with a mentor who has evaluation and/or program development experience.

Possible Mentors

To be determined – happy to accept recommendations / suggestions!

Surendra Dara | California

Abstract

As we spend a considerable amount of our awake time at work and with colleagues and clients, finding happiness at work is as important as happiness in our life outside work. I plan to conduct multiple workshops at different University of California Cooperative Extension offices about finding happiness within and around us and discuss some strategies on work-life balance, improving productivity at work, and improved workplace relationships. I also plan to conduct a follow up survey to see if they were able to apply any of the information from the workshop and saw any positive results. Although measurable impact from workshops such as this can take a long time, there can be some direct or indirect benefits that help improve the quality of life when participants are able to apply the strategies learned in this workshop.

Outcomes

I anticipate that workshop participants learn the strategies that promote happy living and improved quality of life at work and home.

Leadership Inventory

Strengths

• Being able to motivate and influence colleagues with information that can be very useful.
• Demonstrate my leadership and other skills required for a project such as this.
• Connect with colleagues at a different level and through a topic that is outside the realm of regular work.

Improvements

• Able to reach out to colleagues with whom I may not usually interact and overcome potential inhibitions in doing so. I have noticed some hesitation from a few colleagues to learn such strategies from another colleague. This makes me feel a little uncomfortable, however, participation in these workshops is voluntary and this project gives me an opportunity to interact with different kinds of personalities.
• Learn from others experiences and input to improve my presentation style, concept of finding happiness, and potential issues that may arise from such workshops.

Learning Plan

I plan to use my connections within the organization to communicate with various people and identify those who are interested to participate in the workshop.

Mentor Candidates

Mentor Characteristics

I could use some help in evaluating the impact of my project. Those who can understand the philosophy of happy living, who has experience in evaluating project impact, who has time and interest to help with my project are some of the characteristics.

Possible Mentors

I am happy to consider Keith Nathaniel or anyone else who might be able to guide me in this or other aspects of the project.

Tami Eggers |

Abstract

The Art of Ranching - The project is to create a driving tour of ranches in Routt County where art created by local artists has been put on display. We will be working with the Arts Council, local businesses, local ranches, Steamboat Chamber and 4-H to find artists, sponsors and ranches who would like to be a part of The Art of Ranching. For the first year we will reach out to 2-3 ranches. We would like to feature Legacy Ranches if they are willing and grow from there. We will find an artist for each ranch and create an art piece unique to each ranch. The group will work with local businesses to find sponsors for each art piece. The group will create a flyer/booklet that will have the history of each ranch, info on the artist and art piece and driving direction. These flyers will be handed out at the Steamboat Chamber and other local businesses. Each year we can add one or two more ranches to the tour.

Outcomes

The 4-H group in charge of this project will make many local connections, work on a collaborative team and create leadership, marketing and business skills. The project will highlight local ranching and local artist. It will be a very collaborative effort throughout the community.

Leadership Inventory

Strengths

Organization and Teamwork are going to be key leadership skills needed for this project that I feel are my strengths. Being able to work between many different groups - artists, ranchers, youth and business.

Improvements

Time management will be a place I will need to stay focused. Because this project is completely outside of my wheelhouse I will need to stick to my deadlines and make this a priority in the coming months. With fair season upon us I need to make sure the TO DO list for The Art of Ranching stays current.

Learning Plan

As I stated above - my strengths are organization and teamwork. The growth opportunities I see here are the 4-H youth working on this project are going to work in a collaborative team involving the community. They will see the fruits of the labor throughout our community - and for years to come.

Mentor Candidates

Mentor Characteristics

Community connections - including connections with local businesses for financial support. Community leadership to help promote this project.

Possible Mentors

My past boss when I worked at the Steamboat SPrings Chamber 20 years ago. He still lives in town and is a great mentor to many. Also connections from my past job at Perry-Mansfield Performing Arts School and Camp - a part of the arts community. And 4-H connections at local ranches.