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Abstract
This case study features the evaluation of a leadership development initiative implemented by Manitoba Lotteries Corporation (MLC). The Dimensions in Leadership Program (DIL) trained 258 supervisors and managers from the gaming industry to develop the necessary management competencies to provide effective leadership to their teams. This article describes the evaluation process of this leadership training program and the subsequent competency development of management employees. Employing a four step process and using qualitative and quantitative data, MLC evaluated this initiative over a 24 month period. MLC was awarded runner up in the Corporate Universities Best in Class award 2005 for Best Evaluation Technique.
Introduction
Manitoba Lotteries Corporation (MLC), a Crown Corporation of the Province of Manitoba, owns and operates 2 casinos in the city of Winnipeg; owns and operates the provincial Video Lottery Terminal network; is the exclusive supplier of break-open tickets and bingo paper in Manitoba; and distributes and sells tickets for lotteries operated by Western Canada Lottery Corporation and the Interprovincial Lottery Corporation. The organization employees close to 1900 people in a variety of locations and positions across the province.
Background
As a result of rapid expansion of Manitoba Lotteries Corporation in the mid nineties there were many young supervisors and managers within the organization who had risen through the ranks as a result of their extensive technical gaming knowledge. However, formal management training had been inconsistent and at the discretion of each department. With the arrival in 2000 of President and CEO, Winston Hodgins, a new emphasis was placed on employee development and, in particular, management development that would support an increased focus on excellence. An executive led Management Development Committee was appointed to guide the development process.
Dimensions in Leadership Program Overview
Based on an organizational needs assessment with input from all levels of the organization, the four level Dimensions in Leadership (DIL) Program was developed and Levels I & II were introduced in September 2003. The DIL Program was designed to build upon existing skill levels within each of (MLC defined) eleven leadership competencies (see box below) and, through this program, build stronger leaders. MLC saw this as a move to increase their competitiveness. Research had identified a link between strong leadership and increased employee satisfaction, increased customer satisfaction,...