1 L2 – A Model for Professional Development on CampusAmy Filiatreau Ensor Claudia Fladung Judy Molnar
2 Xavier University Located in Cincinnati, Ohio1 of 28 Jesuit colleges and universities nationwide 7,019 total students -including 4,368 undergraduates Enrollment has been steadily growing the past 3 years as well as new buildings on campus
3 President Administrative Financial Administration Mission and IdentityStudent Enrollment We report to the VP of Information Resources, CIO who reports directly to the president Information Resources Diversity Provost University Relations
4 L2 Professional Development Program12 month cohort program for emerging leaders/professionals in Information Resources (IR) division Complements other professional development programs offered within and outside the university First cohort consists of 9 employees within Information Resources Originated by David Dodd – VP of Information Resources, CIO Further development by the 3 of us Kicked off program in January – First session began this month
5 Information Resources Demographics86 Employees in the Division – (43 women and 43 men) 7 Members on the Leadership Team – (4 women and 3 men including VP) 9 Members in the L2 Cohort – (6 women and 3 men)
6 Participant ResponsibilitiesSelected based on director recommendations and discussion with IR Leadership Team Substantial time required outside of work for reading, self assessment exercises, contemplation, and collaboration Presentations, problem-based learning, strategic thinking and planning Decide on and complete one significant group project to be presented by the end of the program
7 Program Objectives for ParticipantsBecome more aware of their personal strengths in the context of the entire team Explore and reflect upon professional paths they might contemplate Integrate Jesuit and Ignation values into their careers and lives
8 Program Objectives for ParticipantsBuild strategic workforce capabilities Support succession planning Develop skills and knowledge to enhance performance and positive impact on their current jobs and responsibilities Prepare for subsequent professional development programs
9 Participant PositionsInformation Resources Application Services Content Management Discovery Services Registrar Office Strategic Information Resources Technology Support Senior Web Systems Engineer Programmer / Analyst Collection Development Librarian Assistant Director, Connection Center Assistant Director for Training Assistant Registrar Assistant Director for Institutional Research Assistant Director, Technology Support Lead System Administrator
10 2nd-Level Managers are the Foundation
11 Leadership in a Jesuit, Catholic UniversityJesuit Values in Professional Development: Reflection: pause and consider the world around us and our place within it. Discernment: consider our feelings and rational thought in order to make good decisions Solidarity and Kinship: walk alongside and learn from our companions Service rooted in justice and love: invest our lives into the well-being of our neighbors
12 Leadership in a Jesuit, Catholic UniversityJesuit Values in Professional Development: Reflection: pause and consider the world around us and our place within it. Discernment: consider our feelings and rational thought in order to make good decisions Solidarity and Kinship: walk alongside and learn from our companions Service rooted in justice and love: invest our lives into the well-being of our neighbors
13 Disparate Roles and Backgrounds
14 Cross-Pollination
15 Identifying Weaknesses andAddressing Them 2008 Perceptyx Workforce Climate Survey revealed weakness in these areas: Leadership Culture of Innovation and Improvement Teamwork and Communication Mission and Values
16 Developing Leaders to theirHighest Potential
17 Program Outline Teamwork & Culture: Creating a Positive Work Environment Awareness: Understanding Ourselves and Our Strengths Information Resources: Our Village and the Difference We Make Xavier: Our Context, Mission, Heritage, Jesuit Tradition and Values Service: The Honor is to Serve
18 Program Outline Leadership: The Art of PossibilityStrategic Thinking: Understanding Connectedness and Creating the Future Leading Change: Helping Great Things Become Reality Professional Development: Charting a Career Development Program Final Project Reflecting on Our Journey Together
19 Sample Outline and Outcomes:Session on Service Participants will: Define and defend the concept of service and the role of IR as a service organization Explain and illustrate good service Justify the purpose and the process of negotiating expectations and service level agreements (SLAs) Demonstrate the relationships between continuous improvement, assessment, and excellence.
20 Detailed Outline and Outcomes:Session on Service Readings: Collins, J Good to Great. Smith, D The following part of leading. (Ch. 20 in Hesselbein et al.) Pollard, C The leader who serves. (Ch. 24 in Hesselbein et al.) Kinni, T Exploit what you do best. Harvard Management Update series. Traub. G Do you speak Ignatian?
21 Readings
22 Specific Projects and CompetenciesParticipants will: Differentiate between multiple intelligences Analyze personal strengths and the strengths spectrum via Strengths Finder Develop written service philosophies for IR Evaluate leadership skills and challenges of the IR Directors and VP Demonstrate strategic planning Conduct force field analysis re. planned change Conduct gap analysis re. career goals
23 Initial Participant Thoughts Participants were asked 4 questions:What are your first impressions of the L2 program (its purpose, goals, assignments, and topics)? What do you believe is the most important aspect of the program? How do you feel your work and career will benefit from the L2 program?
24 Initial Participant ThoughtsWhat are some concrete, specific outcomes or goals you would like to see emerge for you after your participation in the program? “I would like to be more familiar with strategic planning and decision making, and also to be more comfortable trusting my staff to handle the day-to-day tasks and responsibilities so that I have time to focus more on our longer-term goals and initiatives.”
25 Initial Participant ThoughtsWhat are some concrete, specific outcomes or goals you would like to see emerge for you after your participation in the program? “I want to lead from my non-leadership position.”
26 Initial Participant ThoughtsWhat are some concrete, specific outcomes or goals you would like to see emerge for you after your participation in the program? “I hope to be able to look back, a year from today, and be able to discern strengths in management and leadership of my team that I did not have prior to L2.”
27 Initial Participant ThoughtsWhat are some concrete, specific outcomes or goals you would like to see emerge for you after your participation in the program? “I’d like to develop my skills as a supervisor, particularly in the area of strategic planning. I also think that the strengths portion will be really helpful for me because I often focus on my weaknesses, which isn’t very productive. I think that having a sense of professional growth will be good too, because I’ve been in my current position for quite a long time so I sometimes feel like I’m in a rut.”
28 Questions? Credits: Slide 10: “Foundation,” Martin Lopatka (via Flickr, Creative Commons licensed) Slide 13: “Wheatstalk Diversity,” Global Crop Diversity Trust (via Flickr, Creative Commons licensed) Slide 14: “Wheat,” Eden in China (via Flickr, Creative Commons licensed) Slide 16: “Baguette!” by Robyn Lee (via Flickr, Creative Commons licensed)