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Exhibit A (Scope of Work) <br />mutual support. For example, although the Performance Management sessions <br />may not fully apply to their roles, leads benefit from understanding these <br />practices, as they often play a supporting role with their supervisor in managing <br />team performance. <br />2. 2.Skill adaptation: Many practices, such as coaching and asking insightful <br />questions, can be adapted to their role, enabling leads to mentor and empower <br />employees effectively. <br />3. 3.Empowerment: Leads can learn to adopt leadership practices, such as <br />applying principles of one-on-one meetings in informal settings, to foster respect <br />and trust among team members. <br />4. 4.Building a leadership pipeline: By equipping leads with foundational <br />leadership skills and aligning them with organizational leadership practices, the <br />program helps prepare future supervisors/managers, creating a robust pipeline of <br />leadership talent to support long-term organizational growth. <br />C) Lead & Line Level Supervisor Workshops <br />To further tailor the program for leads, we propose an alternative workshop to the last <br />session of the broader leadership workshops (Communicating and Sustaining Change) <br />with a one day session specifically designed for their unique responsibilities. These <br />sessions will focus on applying the workshop principles in their roles and may include <br />topics such as: <br />• Correcting behavior without direct authority: Effective ways to address issues <br />when not a direct supervisor <br />• Partnering with supervisors: Identifying when to bring concerns to supervisors <br />versus addressing them independently <br />• Motivating a team without direct authority: Strategies to inspire and guide <br />teams as a peer leader <br />• Running effective field meetings: Best practices for tailboard meetings, daily <br />huddles, and similar on-the-job gatherings <br />• Building and maintaining morale for front-line leaders: Exploring the unique <br />challenge of creating engagement and buy-in for leads <br />We recommend that the leads' supervisors also attend these sessions to foster <br />alignment and build clear partnerships between these two levels of leadership. <br />If Public Works leaders elect to not include leads and line supervisors in the broader <br />leadership development workshops, some additional topics may include: <br />• Understand workplace morale – what it is, why it matters, and your part in <br />creating it <br />• Learn key adaptive and emotional IQ skills for building trust and respect <br />• Learn to listen so others feel heard <br />• Learn to give feedback in a way that maintains trust