LaShon Ross
LaShon enjoyed a 28-year career in municipal government as Human Resources Director and Deputy City Manager. She was dedicated to understanding systems and variables that promote optimum productivity and cohesive relationships and led the creation of successful conflict management, professional development, and succession planning/leadership programs. As a Professional Development Facilitator and Coach, she works with various entities and individuals to encourage personal and professional growth.
Leadership
The City of Plano’s Training Program has been renamed the LaShon Ross Institute for Education and Development.
The Institute supports employees by providing opportunities to gain the skills and confidence needed to excel, thus empowering, strengthening and inspiring them to reach their full potential professionally and personally. https://www.plano.gov/2872/LaShon-Ross-Institute-for-Education-Deve LaShon Ross' Leadership Podcast
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Serving others is what I do.
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Professional Background & Leadership Philosophy
Professional Experience
- 28 years in municipal government Human Resources and City Management
- 12 years as an instructor for City of Houston’s Leadership Institute Program
- 10 years as an instructor for the Texas Certified Public Manager Program
Workforce and Succession Planning
Created the City of Plano’s Succession Planning & Leadership Development Program (MP3) in 2002, which has garnered several awards and has been the source of multiple articles, conference presentations, and professional studies (e.g. Building the Leadership Pipeline in Local, State, and Federal Government – a study by Dr. Mary B. Young in collaboration with CPS Human Resource Services; Succession Planning in Government: Case Study of a Medium-sized City – published in Review of Public Personnel Administration, 2007).
Created the City of Plano’s Succession Planning & Leadership Development Program (MP3) in 2002, which has garnered several awards and has been the source of multiple articles, conference presentations, and professional studies (e.g. Building the Leadership Pipeline in Local, State, and Federal Government – a study by Dr. Mary B. Young in collaboration with CPS Human Resource Services; Succession Planning in Government: Case Study of a Medium-sized City – published in Review of Public Personnel Administration, 2007).
Organizational Assessment , Design, and Development
Capitalizes on a systemic approach to working one-on-one with individuals to identify core issues relevant to individual and organizational success. Has led municipal and non-profit organizations through processes that resulted in enlightenment, empowerment, renewal of team-oriented initiatives, and bi-directional accountability.
Capitalizes on a systemic approach to working one-on-one with individuals to identify core issues relevant to individual and organizational success. Has led municipal and non-profit organizations through processes that resulted in enlightenment, empowerment, renewal of team-oriented initiatives, and bi-directional accountability.
Performance Management
Practices and teaches a methodical approach to maximizing competencies important to effective communication, role clarity, and the impact of individual performance on organizational outcomes.
Practices and teaches a methodical approach to maximizing competencies important to effective communication, role clarity, and the impact of individual performance on organizational outcomes.
Employee Engagement
Draws from a career of encouraging employee engagement through a focus on building relationships on the basis of self-development, clarifying expectations, promoting trust and mutual respect, and modeling/requiring accountability.
Draws from a career of encouraging employee engagement through a focus on building relationships on the basis of self-development, clarifying expectations, promoting trust and mutual respect, and modeling/requiring accountability.
Change Management
Applies knowledge of the interplay of psychological and managerial factors toward development of successful change efforts. Stresses the importance of not being distracted by the word “change” and building on the fact that human beings are adaptable and resilient when appropriately prepared.
Applies knowledge of the interplay of psychological and managerial factors toward development of successful change efforts. Stresses the importance of not being distracted by the word “change” and building on the fact that human beings are adaptable and resilient when appropriately prepared.
Publications (Abridged)
- Dr. Picchioni, A. & Ross, L. (2007). Embracing Conflict: It’s all about perspective…and skill. Public Sector Digest·
- Dr. Young, M. & CPS Human Resource Services (2005). Building the Leadership Pipeline in Local, State, and Federal Government.
- Ross L. (2006). The Management Preparation Program of Plano: Enhancement for Today…Empowerment for the future. Public Sector Digest
- Jarrell K. & Pewitt K. (2007). Succession planning in Government: Case Study of a Medium-Sized City. Review of Public Personnel Administration
Awards
- 2014 recipient of the North Central Texas Council of Government’s Linda Keithley Award for Women in Public Management
- 2004 recipient of The Management Innovation Award for the Management Preparation Program of Plano
