The two key project objectives were to develop a better approach to the LDA’s sponsorship program and to identify potential improvements to program content and processes.

1. Class of 2011-2012
LDA ProgramLDA Program
EnhancementEnhancement

2.  Shani Browning, KANDU Industries, Inc.
 Kirk Eidman, DuPont Industrial Biosciences
 Derek Hahn, M&I Bank
 Janelle Marotz, School District of Beloit
 Jason Schlimgen, City of Janesville
 Kathy Wynes, Mercy Health System
Project TeamProject Team

3.  Team enthusiasm for the project.
 Opportunity to deliver tangible results within
allotted time frame.
 Our ability to have a completed project by
the conclusion of the class.
 Desire to make a positive impact.
Project Selection CriteriaProject Selection Criteria

4.  Opportunities for improvement we
perceived from within the program.
 Perceptions and concerns from past
participants about viability and longevity
of the program.
 Needs identified by Board members.
 Primarily because the LDA is a unique
and valuable program.
Why did we choose the LDAWhy did we choose the LDA
project?project?

5.  LDA Board member questions and concerns;
project too self­serving a use of LDA
program participants?
 Difficulty obtaining materials;
responsibility for housing files has changed
over the years.
 Too Much Project—
Discarded Ideas.
Initial ObstaclesInitial Obstacles

6.  Met with LDA
Board members
to understand
their needs
and concerns.
Preparing for SuccessPreparing for Success
 Met with LDA staff
to review documents,
data, and processes.

7.  Better approach for contacting potential LDA
program sponsors/donors—reference tools for use
in dialogue.
 Simplification of the program evaluation process:
Automated tabulation.
More efficient analysis and
reporting.
LDA Board Needs IdentifiedLDA Board Needs Identified

8. 1) Enhance the alumni and
employer datalists;
2) Survey LDA Program alumni
and historical employer sponsors/donors to identify
perceived benefit;
3) Review the session evaluation process and pilot
alternative methodologies; and
4) Assist in the collection of information from alumni
about past projects and gather materials.
Key Project GoalsKey Project Goals

9.  Enhance the alumni and employer
datalists.
 Survey LDA Program alumni and
historical employer sponsors/donors to
identify perceived benefit.
Goals 1 and 2Goals 1 and 2

10.  Data Organization/Verification
Consolidated multiple lists.
Conducted research online,
in public directories,
and via email to find
and validate contact
information.
Decided to continue
using Excel as list
manager.
Datalist EnhancementsDatalist Enhancements
Goal 1Goal 1

11.  Modified structure and content to optimize use of
Excel’s datalist management capabilities.
 Created new fields, expanding sorting and filtering
options:
Datalist EnhancementsDatalist Enhancements
Goal 1Goal 1
Employer List
 Employers who have enrolled
participants.
 Major/minor sponsors of program.
Alumni List
 Current employer
 Collaborative project
description

12.  Survey Research/Key Questions
Online survey software options
(purchased SurveyMonkey).
Target Audience?
 Questionnaire Design
Organization and Length.
Ideal questions (type and wording).
Scoring methods.
““Take three minutes to help shape theTake three minutes to help shape the
future of Rock County!”future of Rock County!”
Goal 2Goal 2

13.  Response Rate: The most important indicator of the
confidence you can place in your survey results.
 Approach:
 Ensured anonymity.
 Kept surveys short.
 Used an attention-getting
email with a catchy tagline.
 Sent follow-up reminders.
““Take three minutes to help shape theTake three minutes to help shape the
future of Rock County!”future of Rock County!”
Goal 2Goal 2
Survey tagline: “Take three minutes
to help shape the future of Rock
County!”

14.  Response Rates:
Alumni—54.5%
Employers/Sponsors—26.4%
““Take three minutes to help shape theTake three minutes to help shape the
future of Rock County!”future of Rock County!”
Goal 2Goal 2

15. Alumni Survey ResultsAlumni Survey Results
Since completing the LDA program,
participated in new community organizations?
Yes
51.8%
No
48.2%
Since completing the LDA program,
served on Board of Directors?
Yes
50.6%
No
49.4%

16.  Organizational Participation
Board of Director Participation
Organizational/BOD ParticipationOrganizational/BOD Participation

17. How BenefitedHow Benefited
Identify ways in which you benefited from the LDA program
(check up to 3 that apply)
22.4%
60.0%
65.9%
9.4%
85.9%
0%
20%
40%
60%
80%
100%
Experienced
career
advancement
Experienced
improved
leadership skills
Experienced
personal or
professional
empowerment
Decided to pursue
additional
education
Increased
knowledge of
Rock County

18. Most Valuable AspectsMost Valuable Aspects
Most valuable aspects of LDA experience
(check up to 3 that apply)
70.4%
64.2%
55.6%
40.7%
25.9%
17.3%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Networking Exposure to
Community
Speakers/
Sessions/
Tours
Retreat Leadership
Skills
Training
Group
Project

19. Most Valuable AspectsMost Valuable Aspects
Exposure to community organizations and
leaders —Essential component of program.
Networking—Made invaluable connections that
will last a lifetime.
Retreat—Enjoyed challenges of the retreat;
“profound for me personally.”
Professional development and growth.
Group project very rewarding experience.
—Many also said “all of the above”
were valuable.

20. Retreat FormatRetreat Format
Most valuable aspects of the retreat
(check up to 3 that apply)
74.1%
40.7%
29.6%
45.7%
56.8%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Low ropes
course/team-
building activities
High ropes course Bonfire social Remote location Overnight retreat

21. Least Valuable AspectsLeast Valuable Aspects
Least valuable aspects of LDA experience
(check up to 3 that apply)
53.1%
30.9%
14.8%
12.3%
9.9%
7.4%
0%
10%
20%
30%
40%
50%
60%
70%
Group
project
Leadership
skills
training
Retreat Exposure to
community
Speakers/
Sessions/
Tours
Networking

22. Least Valuable AspectsLeast Valuable Aspects
Group projects lacked structure and general
guidance.
Many felt the process was worthwhile (working as
a team; exposure to different leadership styles),
but . .
The value of outcomes was perceived as
questionable.
Leadership skills training is not a well
defined aspect of the program. . .
. . . Is it part of the LDA mission?

23. Least Valuable AspectsLeast Valuable Aspects
—Clearly define program focus?
session per month, from October to May, to explore
and develop leadership skills through mock sessions,
site visits, case studies, role-playing, guest speakers,
multimedia presentations and more. Each LDA

24. Overall Value of LDA Experience
14.1%
48.2%
36.5%
1.2%
1 Poor
2
3
4
5 Excellent
Overall ValueOverall Value
Would you recommend the LDA program?
70.6%
25.9%
2.4%
1.2%
Definitely Yes
Probably Yes
Probably No
Definitely No

25. Employer-Sponsor Survey ResultsEmployer-Sponsor Survey Results
Perceived Value of the Program
21.4%
35.7%
35.7%
7.1%
1 Poor
2
3
4
5 Excellent

26. Leadership EncouragementLeadership Encouragement
Organization encourages leadership to:
(check all that apply)
100.0%
92.9%
85.7%
57.1%
7.1%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Become involved
with community
organizations
Participate on
community
boards of
directors
Contribute
volunteer hours
to community
organizations
Support community
organizations
through financial
donations
Other

27. Board and Project RecruitmentBoard and Project Recruitment
Interested in assistance with a future project
from an LDA project team?
No
85.7%
Yes
14.3%
Interested in recruiting LDA graduate
to serve on your board of directors?
Yes
36%
No
64%

28. Likely to Enroll Future Participants?Likely to Enroll Future Participants?
How likely are you to enroll
future participants in the program?
57.2%
28.6%
7.1%
7.1%
Definitely Not Likely
Probably Not Likely
Somewhat Likely
Very Likely

29.  Review the session evaluation process
and pilot alternative modalities.
 Assist in the collection of information from
alumni about past projects and gather
materials.
Goals 3 and 4Goals 3 and 4

30.  Reviewed prior session evaluation results.
 Recognized that determining feedback
“value” is difficult (very subjective).
 Avoided modifying survey questions in
order to focus on tool itself.
 Coordinated efforts
with facilitator.
Preparing for SuccessPreparing for Success

31.  Piloted different method
of survey distribution—
post-session survey using
Survey Monkey.
 Asked participants which
evaluation modality they
preferred.
Evaluating EvaluationsEvaluating Evaluations
Goal 3Goal 3

32.  100% of respondents preferred electronic format.
 Elimination of manual steps to transfer/
transcribe results.
 More time for participants to develop meaningful feedback.
 Easy to export/analyze raw data in Excel.
 Comparisons by session and by year.
 Saves printing time and paper.
 Tool is easy to learn.
 Tool free for fewer than 100 respondents.
Evaluating EvaluationsEvaluating Evaluations
Goal 3Goal 3

33.  Collection of past project information:
 Emailed request to alumni using validated distribution
list.
 Requested project title and goals and electronic
copies of project materials.
 Added project description field to alumni datalist.
 Provided LDA staff with
project materials to load
on website for future
participant reference.
Project MaterialsProject Materials
Goal 4Goal 4

34. WrappingWrapping
Things UpThings Up

35.  Survey reports and analysis—Captured “benefit to
employer” and “benefit to participants” information;
for use in determining program improvements and
marketing the program to employers/organizations
and prospective participants.
 Survey Monkey tool for one year;
simplification of evaluation
process and analysis (automated
report generation, resulting in
more valuable feedback).
DeliverablesDeliverables

36.  Validated/updated alumni and employer lists with
additional data and filtering options.
 Trended report of historical contributions by
employer by year.
 Report of LDA program participants/enrollees
by employer.
DeliverablesDeliverables
Enhanced information tools
for board members
to use when recruiting
employers/organizations

37.  “The LDA program allows you a structured way to venture out
of your everyday professional life and learn about your
community . . . It's a wonderful, eye-opening experience that
has a lasting positive impact on all who participate.”
 “Even as a life-long resident, I found this knowledge to be a
great asset in my professional and personal life and would
recommend the LDA program to any area professional.”
 “The contacts I made and experiences I had made me see
things I was doing at my job in the larger context of how they fit
with other things going on in the community. I had been active
in some community organizations, but after the LDA, I took on
more leadership roles.”
TestimonialsTestimonials

38.  “The experience provides participants with skills that can help
them establish meaningful networks in the future.”
 “The LDA program taught me a lot about myself and I gained
better self esteem. . . It was very empowering to be a part of
the small group project and I felt I made a difference in our
community.”
 “The LDA program is an excellent way for energetic, motivated
people to benefit their community while growing personally.”
 “I'd recommend any program that can pack 10 lbs. into a 5-lb.
bag!”
TestimonialsTestimonials

39. Going ForwardGoing Forward
 LDA at a Crossroads: Clearly define the
objective of the program and focus on that
goal—What is the LDA and what is its
mission?
 The program is invaluable
to the Rock County
community.
—Get the word out!

40. Going ForwardGoing Forward
 Regardless of the LDA objective, our research
shows that the overwhelming majority of alumni
report a very positive experience—capitalize on
their energy and enthusiasm.
“Shape the future
of Rock County”

41. AnyAny
Questions?Questions?