AACRAO 2008 â Orlando FL
AACRAO 2008 – Orlando FL
Growing Flowers In Your Own Backyard
Presenters Betty Huff Assistant Vice Chancellor Enrollment Services Ginny Johns University Registrar Donna Coyne Associate Director of Admissions
The “Ws” • Why did we need the program? • What are the major components? • What has been the experience of the participants? • What are additional development opportunities?
Program Justification • Increasing number of retiring employees • Pools of applicants were small and did not contain the needed experience and/or skill sets • Continuing employees felt they were being overlooked
Program Objectives • • • • • •
Leadership development Management competencies Exposure to other areas/staff Develop problem-solving skills Explore the complexities of the University Discuss important campus issues
Time Commitment • Twice monthly for two years, but can be scaled • Depends on size, breadth, and resources available
Program Topics • Academic Senate, Faculty Issues, Campus Politics • Student Issues • Development/Fund Raising • Budget & Capital Planning • Human Resources • Campus relationship to state legislature • Board of Regents/Governing Board
Program Topics • Departmental/Divisional management issues • Departmental Supervisory issues • Cross-divisional and cross-campus network of colleagues
Program Activities • Bi-weekly meetings with discussion topics (including hot topics, strategies for success, higher education issues) • Informal social gatherings • Attendance at committee, executive meetings
Benefits • Create a cadre of future managers • Create strong personal relationships across departments • Identify persons for projects, committees, and teams • Allow input from a variety of perspectives • Create a culture of support & opportunity
Group Composition • 1 senior administrator • 2 experienced mid-level leaders (organized all group activities) • 10 future leaders (selected by application and letter of recommendation)
Group Activities • Myers/Briggs personality test • Kouzes/Posner Leadership Practices Inventory • Includes feedback from managers and peers
Group Activities • Strategic Planning • Participation in quarterly manager’s meetings • Meet with campus leaders in different roles • HR Director • Executive Vice Chancellor • Academic Senate Chair/Deans • Enrollment Services Directors • Dean of Students • Systemwide leaders
• Budget, budget, budget!
Group Activities •Topical “Assignments •Town-Gown relations •Alcohol and other Drugs •Mental Health •“in loco parentis” •Staff & Faculty relations
Group Activities •Selected Reading •The Contrarian’s Guide to Leadership, Steven B. Sample
Group Activities • Quarterly “Retreats” • Hosted by top administrator • Informal atmosphere • Confidentiality understanding
Group Activities • Mentorship Assignment
Mentor Component Objective: to personalize the development experience for each participant • Explore/Define their career goals • Identify what they are learning from program – About their skills, aspirations, and the match
• Identify key competencies required for goal • Design a professional development plan • Refer to specialists/experts as appropriate
Match Process • • • • •
Mentoring concepts introduced Participants identified potential mentors Program coordinators identified potentials Participants assigned a mentor Mentor pairs developed their own routine
Program Variations • Narrow focus and shorten timeframe • 1 year program specifically for those looking towards job as Administrative Manager of an Academic Department • Targeted topics for presentation • Mentors selected from successful admin managers
• Managing expectations very challenging
Five Years Later • Two left campus (to private industry) • Six promoted to higher level positions on campus • Two remain in same position
Questions?
E-Mail us! Betty Huff [email protected] Ginny Johns [email protected] Donna Coyne [email protected]
Growing Flowers In Your Own Backyard
Presenters Betty Huff Assistant Vice Chancellor Enrollment Services Ginny Johns University Registrar Donna Coyne Associate Director of Admissions
The “Ws” • Why did we need the program? • What are the major components? • What has been the experience of the participants? • What are additional development opportunities?
Program Justification • Increasing number of retiring employees • Pools of applicants were small and did not contain the needed experience and/or skill sets • Continuing employees felt they were being overlooked
Program Objectives • • • • • •
Leadership development Management competencies Exposure to other areas/staff Develop problem-solving skills Explore the complexities of the University Discuss important campus issues
Time Commitment • Twice monthly for two years, but can be scaled • Depends on size, breadth, and resources available
Program Topics • Academic Senate, Faculty Issues, Campus Politics • Student Issues • Development/Fund Raising • Budget & Capital Planning • Human Resources • Campus relationship to state legislature • Board of Regents/Governing Board
Program Topics • Departmental/Divisional management issues • Departmental Supervisory issues • Cross-divisional and cross-campus network of colleagues
Program Activities • Bi-weekly meetings with discussion topics (including hot topics, strategies for success, higher education issues) • Informal social gatherings • Attendance at committee, executive meetings
Benefits • Create a cadre of future managers • Create strong personal relationships across departments • Identify persons for projects, committees, and teams • Allow input from a variety of perspectives • Create a culture of support & opportunity
Group Composition • 1 senior administrator • 2 experienced mid-level leaders (organized all group activities) • 10 future leaders (selected by application and letter of recommendation)
Group Activities • Myers/Briggs personality test • Kouzes/Posner Leadership Practices Inventory • Includes feedback from managers and peers
Group Activities • Strategic Planning • Participation in quarterly manager’s meetings • Meet with campus leaders in different roles • HR Director • Executive Vice Chancellor • Academic Senate Chair/Deans • Enrollment Services Directors • Dean of Students • Systemwide leaders
• Budget, budget, budget!
Group Activities •Topical “Assignments •Town-Gown relations •Alcohol and other Drugs •Mental Health •“in loco parentis” •Staff & Faculty relations
Group Activities •Selected Reading •The Contrarian’s Guide to Leadership, Steven B. Sample
Group Activities • Quarterly “Retreats” • Hosted by top administrator • Informal atmosphere • Confidentiality understanding
Group Activities • Mentorship Assignment
Mentor Component Objective: to personalize the development experience for each participant • Explore/Define their career goals • Identify what they are learning from program – About their skills, aspirations, and the match
• Identify key competencies required for goal • Design a professional development plan • Refer to specialists/experts as appropriate
Match Process • • • • •
Mentoring concepts introduced Participants identified potential mentors Program coordinators identified potentials Participants assigned a mentor Mentor pairs developed their own routine
Program Variations • Narrow focus and shorten timeframe • 1 year program specifically for those looking towards job as Administrative Manager of an Academic Department • Targeted topics for presentation • Mentors selected from successful admin managers
• Managing expectations very challenging
Five Years Later • Two left campus (to private industry) • Six promoted to higher level positions on campus • Two remain in same position
Questions?
E-Mail us! Betty Huff [email protected] Ginny Johns [email protected] Donna Coyne [email protected]
