2013-2014 academic leadership development series wednesday, january 22, 2014 9:00 am – noon smsu...
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2013-2014 Academic Leadership Development Series
Wednesday, January 22, 20149:00 am – NoonSMSU 327 & 328
2013-2014 Academic Leadership Development Series:
Session Two: Managing the ClimateSona Andrews, Provost and Vice President for Academic Affairs
2013-2014 Series: Leading in an Environment of Changing Fiscal Realties
Note: All sessions times are 9:00 am - Noon
What is the Academic Leadership Development Series?• 2013-14 Focus on Leading in an Environment of
Changing Fiscal Realities
• Designed for Academic Department Chairs and Directors
• Sponsored by the Office of Academic Affairs
• Themed approach, focusing on leadership competencies in the context of particular initiatives and/or issues
• Objective: To help you and your department be successful in your department’s—and the University’s—mission.
• Objective: To help you development leadership knowledge, skills, and dispositions.
Session Two: Managing The Climate-Developing Personal and Interpersonal Skills
• Welcome and Introduction to the Series and SessionSona K. Andrews, Provost and Vice President for Academic AffairsCarol L. Mack, Vice Provost for Academic Personnel and Leadership Development
• Climate Management: Tools and Techniques
Donna Silverberg, Consultant, DS Consulting • Office of Human Resources: How We Can Help!
Shana Sechrist, Associate Vice President for Human Resources and University Policy and PracticesRamon Diaz, Associate Director for Employee and Labor Relations
• A Culture ShiftJilma, Chief Diversity Officer
• Levels of EmpowermentDonna Silverberg, Consultant, DS Consultant
• Wrap Up/ClosingCarol L. Mack, Vice Provost for Academic Personnel and Leadership Development
After today’s session you will:• Have an understanding of communication
and conflict tools.
• Be able to explore various options for managing challenging personnel issues.
• Be able to identify indicators in circumstances that signal a need to access outside resources.
• Have an understanding of own preferences for solving problems and managing conflict.
2013-2014 Academic Leadership Development Series:
Session Two: Managing the ClimateCarol L. Mack, Vice Provost for Academic Personnel and Leadership Development
Conflict ManagementUnskilled Leaders
Skilled Leaders
Overused Leaders
Avoids conflict Steps up to conflict
Seen as overly assertive
Takes conflict personally
Finds common ground
Drives for a solution before others are ready
Has to win disputes
Hammers out tough agreements
Spends too much time on unsolvable problems
Settles disputes equitably
Sources: Lombardo, Michael & Robert Eichinger (2009). FYI For Your Improvement: A Guide for Development and Coaching. Korn/Ferry International.
Managerial CourageUnskilled Leaders
Skilled Leaders
Overused Leaders
Doesn’t take tough stands with others
Let’s people know where they stand
May provide too much negative and too little positive feedback
Doesn’t step up to issues
Is not afraid to take negative action when necessary
May fight too many battles
Holds back in tough feedback situations
Provides direct and “actionable” positive and corrective feedback to others
May be too direct and heavy-handed when providing feedback or addressing issues
Sources: Lombardo, Michael & Robert Eichinger (2009). FYI For Your Improvement: A Guide for Development and Coaching. Korn/Ferry International.
Building Effective TeamsUnskilled Leaders
Skilled Leaders
Overused Leaders
Doesn’t have the skills or the interest to build a team
Blends people into teams when needed
May not treat others as unique individuals
May be very action and control-oriented and won’t trust a team to perform
Creates strong morale and spirit in his/her team
Might not provide take-charge leadership during tough times
Doesn’t create a common mindset or common challenge
Defines success in terms of the whole team
Sources: Lombardo, Michael & Robert Eichinger (2009). FYI For Your Improvement: A Guide for Development and Coaching. Korn/Ferry International.
2013-2014 Academic Leadership Development Series:
Climate Management Tools and TechniquesDonna Silverberg, Consultant, DS Consulting
2013-2014 Academic Leadership Development Series:Office of Human Resources:
How We Can Help!Shana Sechrist, Associate Vice President for Human Resources and University Policy and PracticesRamon Diaz, Jr. Associate Director for Employee and Labor Relations
• HR Partner Program• Payroll, HRIS, Classification &
Compensation• Benefits, Leaves & HR Reception• Employee and Labor Relations
Core Support from HR
HR Support in Climate Management
• Assessing and Improving Overall Climate
• Performance Management• Support for updating work practices
Assessing and Improving the Climate
• When should you call HR?• Direct statements with concerns about environment,
relationships• Rumor mill, tense relationships
• How do we help:• Climate surveys and action plans• Facilitation services• Assessment for underlying issues - e.g., need for leave
or accommodation (protected or otherwise), need for referral to EAP
Performance Management• When should you call?
• Routine Concerns about Performance (e.g. chronically late for class)
• Egregious conduct or behavior (e.g., aggressive or offensive behavior to students or colleagues)
• How do we help:• 1:1 coaching and advice on crucial conversations
with faculty and staff, and participation in conversation where helpful
• Ensuring compliance with legal and contractual obligations, with a focus on de-escalation and improvement.
• Investigations and follow-up.
Updating Work Practices
• When should you call?• Looking to make changes to policies and
procedures to improve environment• How do we help:
• Knowledgeable advice about contractual and legal obligations
2013-2014 Academic Leadership Development Series:
A Culture ShiftJilma Meneses, Chief Diversity Officer for President’s Office
HighlightsFormation of Global Diversity & Inclusion
• Office of Diversity Advocacy• Office of Equity and Compliance• U Belong Campaign• Minority Faculty Mentoring Program• Diversity Leadership Team• Diversity Action Council• Diversity Action Plan• President’s Equal Access Scholarship• Title IX Compliance• Affirmative Action Compliance• Advises on the recruitment and retention university wide
of diverse students, faculty and staff • Implemented PSU’s Creating a Culture of Respect Online
Diversity Training
Minority = American Indian, Asian Pacific Islander, Black, Hispanic, Multiple Ethnicities.
Global Diversity & Inclusion
Minority Workforce
Year Minority Total All Employee2010 1163 58962011 1505 66172012 1601 6640
*Minority = American Indian, Asian Pacific Islander, Black, Hispanic, and Multiple Ethnicities
Civic Engagement with Minority Community
Adelante Mujeres
African American Chamber of Commerce Black United Fund Big Brother Big Sister Boys and Girls (Portland area) Connecting Communities Coalition Farmworker Housing Development Corporation (FHDC) Japanese American Citizen League (JACL) Kaibigan – Filipino American Student Association Hispanic Chamber I Have A Dream (Portland)
Global Diversity & Inclusion
Civic Engagement with Minority Community
Latino Network Hispanic Metropolitan Chamber Native American Youth Family Center (NAYA) Oregon Commission for Women Oregon Latino Agenda for Action (OLAA) Oregon League of Minority Voters (OLMV) Oregon Native American Chamber Partners in Diversity Programa Hispano Reaching and Empowering All People (REAP) Self Enhancement INC (SEI) Urban League of Portland
Global Diversity & Inclusion
Culture Change–Global Excellence Culture Change–Global Excellence
Graduation
Faculty Mentoring Program
Equal Access Scholarship
SAGE
Commission on the Status of Women
Creating a Culture of Respect Learning Module
Development of Policies
Access Committee
2013-2014 Academic Leadership Development Series:
Levels of EmpowermentDonna Silverberg, Consultant, DS Consulting
Academic Leadership Development Series Session Three.
• Session three, in March, will focus on building the future
• Learning to Develop Strategic Skills to:
Understand and develop the culture of the department
Long range planning
Enrollment management
Curriculum planning
Academic Leadership Development Series Session Four.• Session four, in May, will focus on “bringing people
along”
• Learning to Lead and Leading to Learn in order to
Make good decisions on behalf of your department
Self-reflect on your successes and challenges
Build effective teams
Mentor and support faculty research and teaching