Advancing Strong Leadership in Intellectual and Developmental Disabilities (ASLiIDD) is a leadership development program for early career professionals in the intellectual and developmental disabilities (I/DD) field in North Carolina. ASLiIDD offers participants to come together with a faculty of national experts on progressive supports for people with disabilities. The initiative emphasizes innovation and collaboration. It also offers a formal self-assessment of leadership strengths and needs, group problem solving, lectures/presentations and small group work aimed at accomplishing personal and organizational goals and activities designed to identify and enhance individual leadership skills. Up to 25 individuals will be selected for participation in this year-long leadership development effort.
Why is NCCDD funding this initiative?
- The Administration on Intellectual and Developmental Disabilities (AIDD) found a significant gap at the executive level in training programs on leadership and management in the intellectual and developmental disabilities (I/DD) field.
- In 2010, North Carolina expected an exit of over 60% of its organizational leadership in I/DD by 2015. In February 2016, the NCDHHS DMH/DD/SAS reported a 100% turnover.
- Agencies providing services to people with disabilities have not begun to identify potential leaders from within their ranks, or considered how to support and develop members of their management teams to become effective leaders in I/DD in the future.
- This initiative supports NCCDD's Goal 3 of the Five Year Plan: Increase advocacy for individuals with I/DD.
What are the major goals and objectives?
- To empower early career leaders to address common systems barriers, to challenge the status quo effectively, and promote policy that contributes to a coordinated, consumer and family-centered, comprehensive system of community services and individualized supports.
- To develop and nurture a network of people interested in policy, systems change and leadership, outside of their day-to-day roles in their professions in North Carolina.
What has taken place since the start of the program? (Activities)
- Two and a half days of professional development sessions were held to include history of the I/DD field, person-centered supports, strategies of transformative leadership, book discussions and mentor selection.
- Sessions in May focused on the fundamentals of change and leadership challenges.
What has been achieved to date?
- Almost 70 people who have held increasingly responsible positions in support of people with I/DD were selected and participated in the 18-month leadership development program.
- Participant activities include considerable reading, an individual project, tailored pilot projects within the participant’s organization, small group work, interactions with a mentor, monthly webinars and/or teleconferences and small group meetings.
- Activities also include a week-long leadership institute and quarterly workshops.
What long-term changes are expected as a result of this initiative?
- Increased capacity of existing and emerging leaders in North Carolina’s I/DD system to be transformational leaders in providing inclusive community-based supports to adults with I/DD and their families.
- Foster a positive organizational culture and innovative outcomes, and to be a model for regional expansion and national replication.
Who is the contractor?
University of Delaware, http://www.nlcdd.org/
Who can I contact for questions?
NCCDD: Melissa Swartz, Systems Change Manager, Melissa.Swartz@dhhs.nc.gov