Growing the Next Generation of Higher Ed Leaders (263445810)

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Growing the Next Generationof Higher Ed Leaders

Tom Andriola

Vice President & Chief Information Officer

University of California System

Patricia Schneider

Director, UTO Planning & Programs

 Arizona State University

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@Andriola_UC

Why are we here talking about this?

• Organizations of all types

cannot be successful withoutengaged, focused, effective

talent

• Technology impact on

mission is becoming more

important

• But that does not mean that

IT will lead the way unless

we design our role to lead,

influence & shape the

university of the future

• This is not a given

• This is an imperative

“A genuine

leader is not asearcher

of consensus

but a molder of

consensus”

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Developing Staff From the Ground Up

• Early steps: First Job, Junior level, Senior level

• First Supervisor role

• Role of mentoring – Personal development relationship in which a more experiencedor knowledgeable person helps guide less knowledgeable person

• Importance things to establish & reinforce – Goal setting, objectives achievement

 – Frequent & continuous feedback

 – Teaching difference between skills & competencies

 – How to create, set, achieve & stretch development plan

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Exercise Is a superstar right

for management?

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Developing Managers

• First Supervisor role• Middle management

• Role of mentoring

 – Personal development relationship in which a more experienced

or knowledgeable person helps guide less knowledgeable person

• Importance things to establish & reinforce

 – The difference between IC and MGR - Letting go

 – Meeting objectives - judge the outcome, not the path

 – How to give effective feedback

 – Difference in evaluating skills versus competencies

 – How to create, set, achieve & stretch development plan

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• More senior the role, the morecomplexity & nuance enter the equation

• Less time on technology & more time on

people & relationships

• More time spent on leadership, less on

management

• Timeframes around your thoughts &

plans take on longer duration

• More important that you get “outside

your environment”

Developing Senior Leaders

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Convened a working group of ten IT leaders to define a set of desired CIO

characteristics and capabilities for the future of Higher Education

EDUCAUSE / JISC Working Group

http://net.educause.edu/ir/library/pdf/pub9019.pdf

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Your New Assignment

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@Andriola_UC

CIO = Gamer Changer; Transformation Agent

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Design the Future

??

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Thank You and Good Luck@Andriola_UC

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12

Educause Connect

Slides - keep to a minimum, prez time (15/75)- set table 5 min; go for two 5 min prez sessions of material (15/45 split)

Tables - evenly split, no more than 5 per table

Exercises for the group; table discussions & cross-table facilitated by me- research computing case study - divergent stakeholders

- student success - hearding cats, shaping ideas

- transformational leadership??

Final - design the curriculum for growing our leaders - topics, format; you have 1/2 day on "competency"; up to 3 sessions, what would

the topic & key take-aways be?

Keep in mind

- provide accessibility (printouts)

- please use microphones- how do we use the Educause facilitators; ** contact them

** sketch your time mgmt

This session will focus broadly on staff development techniques ranging from early career to senior level and the different skills and

competencies that are of greatest need at different points of the IT career: skills training, external knowledge building, career goal

setting, and experience-based learning through job assignments during early career development as well as senior talent management

frameworks that focus on greater development of the soft skills of IT leadership. It will also include a discussion of an overall need forcoaching/mentoring at all levels of career development. This facilitated session will share and discuss techniques, frameworks, and

success stories, as well as the need for EDUCAUSE programs to develop tomorrow's leaders in higher education IT well versed in

collaboration, team building, change leadership, and organizational renewal.OUTCOMES: Develop a potential roadmap to grow your people and build the talent pipeline throughout your organization * Determine

practical strategies for how to get existing employees/managers to engage in mentoring and coaching activities with staff * Discuss theevolving model for senior IT leadership under consideration by members of the EDUCAUSE CIO community

** it is never too early to start working on softer skills, influencing skills - for yourself or your people

** leaders must build an environment where people want to be, perform & grow themselves; they also need to teach people how to lead

** roadmap - the model, the curriculum, the role of Perf Mgmt** throw in MLK pix and quote