On The Job Learning: A look at Kraus-Anderson’s Leadership Development Program
Written by Brenden Nickels, senior office assistant
At KA, we believe that investing in our employees’ development isn’t just a strategic move – it’s a fundamental commitment to fostering a culture of continuous learning and advancement. We believe in the power of internal growth and the immense potential within our own team. And out of these beliefs the KA Leadership Development Program was born. A program specifically cultivated to empower our employees to mentor and guide each other towards future leadership roles, ensuring a sustainable path to success within our company.
“Company leadership determined a need for training the next generation of leaders well before they stepped into leadership roles,” said KA Director of Professional Development Mike Smoczyk. “Our leaders researched and developed a series of Leadership Standards and we spent over a year assessing numerous training opportunities to help our team grow their leadership abilities.”
Celebrating its 10th anniversary, the Leadership Development Program (LDP) is intended for KA’s people to have established leadership skills in place, to provide opportunities for them to learn, and prepare them for future success. Employees apply for the program in October, with a recommendation from their supervisor, and then, senior management selects candidates based on:
- Performance
- Potential
- Track record
- Confidence
- Motivation
- Engagement
- Aspiration
Ten applicants are selected for the program each year.
A High-Level Glance at the Program
Throughout the course of one year, these applicants attend training events that help them learn about and gain experience in nine Leadership Competencies:
- Building a Successful Team
- Coaching
- Communication
- Continuous Improvement
- Decision Making
- Delegating Responsibility
- Driving for Results
- Managing Conflict
- Planning and Organizing
At the end of the year, each applicant is required to do an hourlong presentation to senior management about ideas on how Kraus-Anderson can improve. These ideas must be creative and innovative, to show what they have learned and how they can apply it to their work at KA. They also talk about how they applied what they learned in their professional and personal lives.
“The presentations are always a highlight of the LDP program for the senior leadership team,” said Kraus-Anderson COO and Executive Vice President, Rich Jacobson. “The hard work, deep discussions, and quality content are always impressive and provide great insight and possible solutions to some of our daily challenges as a company. There have been numerous suggestions that we have implemented immediately and others that we have continued to refine and look forward to implementation at some point.”
Recently, I sat down with a few of the past participants to talk about their experience while in the Leadership and Development Program.
WHAT WAS THE MOST VALUABLE THING(S) YOU LEARNED?
Pat Mulcahey, VP/DOO: “I still refer back to the 7 Habits daily. There is such great content and quick things you can do to plan for a more efficient day or week. Like the 5-minute meeting planner or staying on top of the important, and not-urgent quadrant of your workflow before it becomes urgent. I also have to point out the communication piece and how important it is to be clear and concise. This is something that applies to everyone, but especially team leaders. Clear direction and a shared understanding of expectations, roles, and responsibilities drive efficiency and success. Most importantly, it keeps the team happy by eliminating confusion.”
Tom Tessier, project manager: The most valuable thing I learned from LDP was growing my resources (networking) both internally at KA and externally with clients, industry partners, etc. Not only does the LDP course allow you to connect with other co-workers, but KA’s LDP team did an excellent job of introducing me to other resources within KA and events to hone/fine-tune the skills of networking.
Payton Hosch, project manager: Skills on how to manage your time and resources and self-management.
Laurisa Titterud, senior communications coordinator: It is hard to pinpoint just a few things when I could go on and on because there is a lot to learn about leadership and what it means to be a successful leader. But what stands out the most to me is when we talked about putting the right people in the right role. Part of having a successful team is making sure the people on your team are in a position where they can grow and do what they are good and efficient at. Sometimes that means delegating something to someone who can get it done faster (and better) than you. And secondly, listening more and talking less. You can learn A LOT by actively listening.
DO YOU HAVE A FAVORITE COURSE OR DAYS?
Titterud: While I don’t know if I would say it was my favorite, but it certainly was where I think I grew the most. Our day on coaching and giving feedback. I am pretty conflict-adverse, so role-playing and practicing giving feedback and having uncomfortable conversations really opened my eyes to good ways to address conflict and gave me confidence for any future conversations that may come my way.
Paige Morton, property manager: My favorite course of the programs was the Cooks of Crocus Hill event! We were able to bond with each other while cooking a delicious meal led by a professional chef. Honorable mention was the course lead by our own HR team because it resulted in an informative conversation within our group.
WHY DO YOU FEEL THIS PROGRAM IS VALUABLE TO KA EMPLOYEES?
Tessier: “Not only does the LDP course allow employees to continue their growth and development, the LDP committee team gave me access to the resources I needed to successfully complete this course.”
Tim Mayer, director of talent acquisition: “I think everyone at KA is empowered to be a leader, no matter their role, and this program will allow them to tap into or hone their skills.”
Ryan Szarzynski, senior accounting manager: “The relationship-building component of this program is key. It provides participants with the unique opportunity to collaborate and gain insights from colleagues across the company, offering perspectives they might not encounter otherwise. By learning from others with diverse experiences, participants can engage in richer dialogues, fostering personal growth and broadening their worldview. This development not only enhances leadership skills but also helps in understanding and connecting with everyone you work with and who reports to you. A chance to step outside of your comfort zone, which is where the true growth happens.”
Titterud: Extremely valuable. Getting out of the office to an off-sight location to spend dedicated time learning about yourself and about how you can be a better leader has such value. We all are, or at least can be, leaders in our own way no matter what role we are in. And honing in on those skills that come naturally and building up the skills that aren’t so natural is so important. Plus, the relationships you get to build with people you may not otherwise get to work with or spend time with is one of my highlights. I still hold those relationships and check in with my cohort and my group project partner!
WHAT MADE YOU DECIDE TO APPLY FOR THE LEADERSHIP DEVELOPMENT PROGRAM?
Morton: I was encouraged to apply for the program after hearing the positive things that LDP “alumni” had to say about it. I think it’s an important program to be a part of and will greatly benefit your growth at Kraus-Anderson.
Eric Quam, project manager: I have always had a natural desire to continue growing and getting better. Also, learning from others the benefits of the course were appealing to me.
ANY ADVICE OR ENCOURAGEMENT YOU’D GIVE TO FUTURE PARTICIPANTS?
Mayer: Fully commit to each session and the overall program to maximize its value.
Hosch: Take good notes and use what you learn not only in your work life, but also your personal life.
Titterud: Have fun! Build the relationships with your cohort and don’t forget that leadership and learning are journeys. We may not be perfect everyday, but we can learn something new each day and strive to be better each day.
DO YOU FEEL THAT PARTICIPATING IN THE LDP IS A GOOD EXPERIENCE TO PUT ON YOUR RESUME?
Quam: I would think in the right context for what the resume is trying to share. It could be a great ice breaker; given the right audience.
It is clear that the L&D Program is a success here at Kraus-Anderson because it helps those who were chosen to participate grow professionally and personally at the same time.
“We continue to monitor and adjust to provide leadership training.”, said Smoczyk. “COVID forced us to pivot to a virtual format, but to participants’ credit, they persevered and made the most of a difficult situation. We continue to strategically add and discontinue parts of the program to best fit learner and company needs. Technology will continue to impact the program, but the core competencies of communication, collaboration, and team building will endure.”
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