Category: leadership development

  • Lifting as We Climb: A Reflection on Mentorship, Growth, and Leadership in Nursing Education – Faculty Focus

    Lifting as We Climb: A Reflection on Mentorship, Growth, and Leadership in Nursing Education – Faculty Focus

    Source link

  • Five Resources to Level Up Supervisor Training and Leadership Development – CUPA-HR

    Five Resources to Level Up Supervisor Training and Leadership Development – CUPA-HR

    by Julie Burrell | July 2, 2024

    Supervisor training and leadership development are top priorities for HR — and it’s no wonder why. Skilled supervisors are critical to increasing employees’ job satisfaction. A solid leadership pipeline ensures that both institutional knowledge and talented employees remain at a college or university. And higher ed employees have a strong desire for professional and leadership development, which affects how they view their jobs.

    How can institutions support supervisors and those who might move into that role? How can HR mitigate supervisor burnout? What about encouraging career development for employees who want a more fulfilling role, but not necessarily as a supervisor? Several higher ed HR practitioners have shared with CUPA-HR how they are tackling these common challenges.

    10 Roadblocks to Supervision (and How to Surpass Them) (Watch Now) and Roadblocks to Supervision: Clearing a Path for Peer-To-Supervisors, New Supervisors and Hybrid Team Supervisors (Read Now)

    While it might be evident that a supervisor is struggling, diagnosing the reason why is more complex. That’s exactly what this pair of valuable resources is designed to help with. Based on supervisor trainings at the University of North Carolina System, this webinar and companion article break down supervisor struggles into an adaptable list of roadblocks that prevent supervisors from flourishing. These range from interpersonal skills (such as misaligned communication styles), to systemic workload issues (supervisors being too busy), to communication across divisions (leaving HR out of the loop when a problem arises).

    Building Leaders From Within: UT Rio Grande Valley Blends Leadership Development With a Master’s in Higher Ed Administration (Read Now)

    The need for an internal talent pipeline at the University of Texas Rio Grande Valley was clear. So was the need to retain valuable employees, who sought career development opportunities. (The desire for promotion or more responsibility is the third most-cited reason for higher ed employees seeking new jobs.) To address both challenges, HR teamed up with administrative and academic leadership to create an innovative — and mostly free — Master of Arts in higher education administration program for current employees. Learn how they built and executed this initiative, which welcomed 100 employees over the past few years.

    BRIGHT Leaders Program at UT Dallas (Watch Now)

    Recipient of the 2023 CUPA-HR Innovation Award, the BRIGHT Leaders program at the University of Texas at Dallas speaks to the needs of today’s employees, who desire flexible professional development programs. This webinar explains how BRIGHT Leaders encourages everyone on campus to lead from where they are. UT Dallas’s “all-access pass” model means any employee can take any leadership training session at any time. No matter their position or leadership level, all staff and faculty (and even students) are welcome to attend, and there’s no selective process that limits participation.

    Investing in People: How to Create a Coaching Culture on Your Campus (Read Now)

    Gone are the days when coaching was either for executives only or a remedy for poor performance. In fact, coaching can increase employee engagement and job satisfaction as well as boost retention and job performance. But coaching looks different from campus to campus. This article delves into how three institutions — Vanderbilt University, the University of Tennessee, Knoxville and the University of California, Berkeley — created cultures of coaching on their campuses. This data-driven resource not only outlines these unique coaching programs, but also offers resources and tips to help you convince leadership that coaching is an essential element of creating future leaders.



    Source link

  • UT Dallas’s BRIGHT Leaders Program: An All-Access Approach to Leadership Training and Career Development

    UT Dallas’s BRIGHT Leaders Program: An All-Access Approach to Leadership Training and Career Development

    In 2020, the human resources team at the University of Texas at Dallas was set to launch its leadership and professional development program, the culmination of 18 months of dedicated work. As the pandemic took hold, the question confronting Colleen Dutton, chief human resources officer, and her team was, “Now what do we do?” In their recent webinar for CUPA-HR, Dutton and Jillian McNally, a talent development specialist, explained how their COVID-19 pivot was a blessing in disguise, helping them completely reconstruct leadership training from the ground up.

    The resulting, reimagined program — BRIGHT Leaders — received a 2023 CUPA-HR Innovation Award for groundbreaking thinking in higher ed HR. BRIGHT Leaders speaks to the needs of today’s employees, who desire professional development programs that are flexible and encourages everyone on campus to lead from where they are.

    An All-Access Pass for Career Development

    UTD innovated by first addressing the needs of remote and hybrid employees. Recognizing that “our workforce was never going to be the same after COVID,” Dutton says, they transformed their original plan from an in-person, cohort model into an accessible, inclusive training program they call an “all-access pass.” Any employee can take any leadership training session at any time. No matter their position or leadership level, all staff and faculty (and even students) are welcome to attend, and there’s no selective process that limits participation.

    Their new, all-access approach inspired a mantra within HR: “Organizations that treat every employee as a leader create the best leaders and the best cultures.” This open-access philosophy means that parking attendants and vice presidents might be in the same leadership development session. Employees attend trainings on their own schedules, whether on their smart phones or at their home office. UTD also offers three self-paced pathways — Foundations, Leadership and Supervisor Essentials, and Administrative Support Essentials — that employees can complete to earn a digital badge. They’re also encouraged to leverage this training when applying to open positions on campus.

    Some of the Microsoft Teams-based programs UTD established in their first year include: Lessons from Leaders series, BRIGHT Leaders Book Club and Teaching Leadership Compassion (TLC). They also partner with e-learning companies to supplement their internal training materials.

    Dutton and McNally note that sessions don’t always have to be conducted by HR. Campus partners are encouraged to lead trainings that fall within the BRIGHT framework: Bold, Responsible, Inclusive, Growing, High Performing and Transformative. For example, an upcoming book club will be led by a team consisting of the dean of engineering and the athletic director.

    Making UTD an Employer of Choice

    In line with UTD’s commitment to workplace culture, the BRIGHT Leaders program speaks to the needs of a changing workforce. Early-career professionals don’t want to wait five years to be eligible for leadership training, Dutton stresses. “They want access to these leadership opportunities and trainings now.”

    UTD’s flexible professional development training approach helps confront a concerning trend: almost half of higher ed employees (44%) surveyed in The CUPA-HR 2023 Higher Education Employee Retention Survey disagree that they have opportunities for advancement, and one-third (34%) do not believe that their institution invests in their career development. Offering robust, flexible professional development and leadership opportunities is part of UTD’s commitment to be an employer of choice in North Texas.

    For more specifics on the BRIGHT Leaders program, view the recorded webinar. You’ll learn how HR built cross-campus partnerships, how they’ve measured their return on investment and how they’re building on their successes to train future leaders.

    The post UT Dallas’s BRIGHT Leaders Program: An All-Access Approach to Leadership Training and Career Development appeared first on CUPA-HR.

    Source link