Organizational Development

Aan Shaa Wat Gee Yahl kii wahl daang

Gail Cheney Senior Director

“Creating more inclusive, collaborative processes that work toward providing more effective support to our citizens."

The Organizational Development department works with leadership across the Tribe to develop strategies that foster positive organizational change that incorporates our tribal values and upholds the mission and vision of the Tribe as the foundation of our governing structure, operations and delivery of services. The department identifies issues, facilitates dialogues, and builds agreement and readiness for necessary change to promote innovation and growth, enhance effectiveness, and better serve the needs of our tribal citizens. Tlingit & Haida strives to be an ever-changing collective and collaborative entity that strengthens our sovereignty through enhanced economic strength and opportunity. This is accomplished by involving many voices, many ideas and delivering value-added services. These values are learned from our ancestors and make our adaptive, collective resilience as Native peoples an explicit part of our organizational DNA.

2020 Highlights

ƒ Conducted joint strategic planning sessions. The issues raised included essential areas that needed attention (space needs, collective vision for grants management policies and processes, and more opportunities for training and development). ƒ Facilitated a collective approach to revising the Tribe’s personnel manual.

Implementation of the new personnel policies is expected in the first quarter of 2021. ƒ Collaborated with departments and social enterprises such as Little Eagles and

Ravens Nest (LEARN) to implement a collective model of involvement. This approach fosters collaboration among all employees through agreements on how to continue to work collaboratively, identify what success looks and feels like to employees and those they serve, and implement ideas successfully. ƒ Participated in meetings with Tribal Operations and 477 departments to collectively improve access to data within the TribeVue™ database and the client experience using a holistic approach to simplify the client application, supplemental forms and screening process. ƒ Facilitated the formation of two leadership development teams to provide managers the opportunity to move beyond their work silos and further collaborate with each other. The groups provide a safe and supportive space to discuss difficult issues, receive peer-coaching and development, and address new stresses in the workplace through the COVID-19 pandemic. Some areas of focus included setting staff expectations, developing an annual plan, exploring the new normal, and pay equity. » Each team identified and discussed the problems they wanted to work on collaboratively. During the process, they built trust and credibility across the organization and learned from one another. » The teams have been creating strategy stories for their departments, visioning what may be in 2030, and beginning to dream and plan for future generations.

2021 Goals

ƒ Provide customer service training to 90% of all full-time and relevant temporary employees and develop a measurement tool to capture customer feedback. ƒ Complete the Tribe’s strategy story based on the strategy stories of the leadership groups and share with citizens for further input. ƒ Increase participation and active engagement of members of the leadership development groups to more than 75%.