Franklin County recognizes inaugural Forward Franklin County leadership cohort

President Crowley and county administration formally recognized the inaugural Forward Franklin County leadership cohort during the board's Oct. 14 meeting, praising a six-month program designed and delivered by the Franklin County Department of Human Resources and consultant Raising the Bar Performance Group.

Laura Repasky, director of Franklin County Human Resources, said the cohort "have worked hard over the past 6 months to grow as leaders within their agency, learn more about county government and its leaders, and engage in community service projects." Repasky thanked commissioners and county administration for supporting the program and named related employee programs such as bold coaching and inclusive leadership circles.

Courtney Kerrigan, CEO of Raising the Bar Performance Group, served as the cohort's master facilitator and joined Repasky in introducing the cohort members who each gave brief remarks about lessons learned. Linissa (Lee) Sanders, business service officer for the Franklin County Office on Aging, said she viewed herself as "a seed that is planted in the ground" who can "edge a path for other people to also come behind me." Leandra Coles, social program administrator for the Office on Aging, said leadership is "about progress, not perfection" and "continuing to show up" when it is uncomfortable but necessary.

Other cohort members described concrete takeaways: Dawson Scott, human resource officer, said he learned leadership is not based on hierarchy but on treating others with empathy; Michael Workman, project manager for public facilities management, said the program helped him incorporate county values and spurred volunteer work with Star House; Terry Achenbaugh, benefits analyst, emphasized gains in confidence and communication; and Carla Wallace, senior executive assistant to the county administrator, said the program pushed her to be comfortable "in the spotlight." Several participants called out ‘‘lean into discomfort" as a guiding principle.

President Crowley congratulated the cohort and urged them to "run toward" discomfort as part of leadership development. County staff asked for a group photo and recognized staff who were unable to attend. The board's acknowledgment highlighted the county's investment in internal leadership development and its stated goal of preparing employees for expanded responsibilities across county agencies.

Ending: The recognition concluded with applause and a group photo; officials encouraged continued participation in county leadership programs and noted related efforts to connect employee service projects to community partners such as Star House.