Student Research Feature: Erin Sokoloski - Influencing Employee Growth: How a Leadership Development Program Can Contribute to Nonschool-Based Employee Succession in a Catholic School Division

The School of Leadership Studies would like to extend our heartfelt congratulations to Erin Sokoloski on the completion of a Master’s Thesis titled, Influencing Employee Growth: How a Leadership Development Program Can Contribute to Nonschool-Based Employee Succession in a Catholic School Division

This thesis is available through RRU’s library here https://www.viurrspace.ca/items/216b078b-ad31-4cd3-bdb3-9f6015984540

We asked Erin a few questions about this research and this is what she said:

What are some key takeaways from your thesis that would be helpful for other leaders?

Establishing a leadership competency framework ensures consistent leadership practices and aligns development efforts with organizational goals. Implementing structured leadership development programs enhances leadership capacity and prepares staff for future roles. Fostering a positive workplace culture through meaningful relationships and collaboration boosts engagement and retention. Clear communication about career growth opportunities and regular career conversations help align employee goals with organizational priorities. Regular assessment and feedback mechanisms ensure continuous improvement in leadership practices. Effective succession planning involves developing and retaining key staff with the potential for future leadership roles.

How is the organization moving change forward based on your work?

Edmonton Catholic Schools is already advancing, having implemented a leadership competency framework to ensure consistent leadership practices. They are developing structured leadership programs to enhance capacity and prepare staff for future roles. By fostering a positive workplace culture and promoting clear communication about career growth opportunities, they aim to boost engagement and retention. Regular assessment and feedback mechanisms are being established for continuous improvement. Effective succession planning is being prioritized to develop and retain key staff with leadership potential, ensuring a sustainable leadership pipeline for the future.

What surprised you about your experience of the thesis process?

What surprised me most about the thesis process was the emotional journey of balancing frustration and satisfaction throughout. Additionally, the numerous roadblocks, including changes in management and organization, added complexity to the process. The detailed attention to citations and formatting was also more demanding than anticipated.

How are you applying lessons learned from your whole MA-Leadership journey?

Applying lessons from my MA-Leadership journey involves embracing adaptability to navigate changes in management and organization smoothly. Cultivating self-awareness and prioritizing relationship building with the team are essential for effective leadership, as is continuous learning and seeking feedback in personal and professional growth. Developing resilience to manage the emotional highs and lows of leadership is crucial. Balancing frustration and satisfaction is part of the journey, making the experience more rewarding.