- Approximately 45% of state and local government jobs in Michigan are held by women.
- Approximately 40% of assistant City Manager positions in Michigan are held by women.
- Yet only 16% of City Manager positions in Michigan are held by women (Nationwide this number is 13%).
This is how The 16/50 Project was born. After recognizing this disparity, the Michigan Municipal League, went into action. The goal was set: move the number from 16% to 50%!
But how?
How indeed. Summer Minnick, Deputy Director & CMO of the Michigan Municipal League, took on the monumental challenge of designing and creating a program to do just that. She quickly assessed that addressing skill-set-gap training and introducing participants to successful role-models were core components to the program. Summer instinctively knew for the program to be successful, a key coaching/self-development component was required to shift thinking, perspectives, and performance! The end result was a very intentional development program designed to close this gap. Now, time to put it into action! Emily Kieliszewski, Member Engagement Specialist at the MML, seized the opportunity to spearhead the program – functioning as ambassador, hand-selecting and inviting dignitaries as panelists and speakers, and overseeing execution. She took ownership of the program and made it a (successful) reality. Kudos to both of you! (Pictured above: Emily Kieliszewski – left, Summer Minnick – right)
Forbes Councils Member and writer, Kristin Constable shared her perspective on upcoming learning and development trends in her April 2018 article, which included: develop the required technical skills for today; develop leadership capacity at all levels of the organization; and facilitate whole-person development. Check, check, and check. The 16/50 program was on track!
I am honored to have partnered with these two go-getter-change-agents in presenting/speaking to the 2018 & 2019 Classes! The Class of 2018 was so successful a follow-up was required. As we wrap up this year’s 5-part series, we (again) see shifts. Shifts confirmed by the back-in-the-real-world stories the participants share. Shifts confirmed by their responses and aha’s. Shifts confirmed by the promotions they’ve attained. They are chipping away at the number!
This program demonstrates how a full, robust, whole-person approach to development promotes growth at a root level. This is especially exciting because focusing on development at the root, or core, allows growth to exponentially and positively impact many. Isn’t that what we should expect out of development work?
