Tag: leaders

  • Ethan Mollick Shares Principles for Working with AI on Coaching for Leaders with Dave Stachowiak

    Ethan Mollick Shares Principles for Working with AI on Coaching for Leaders with Dave Stachowiak

    I enjoyed listening to Coaching for Leaders episode 674: Principles for working with AI with Ethan Mollick this morning. Dave is traveling this week, but it was almost like he was here, keeping me company, as I listened to the interview. 😂

    One key point from the conversation that really resonated with me was how quick and easy it is to assess the AI’s output, it if is doing something that you’re already good at. I have found many examples of that truth, in experimenting with various AI tools.

    We use the CastMagic.io service for the first pass at our podcast transcripts, for example. It can identify key quotes from the interviews and recommend discussion questions. For me (or someone on our team) to carve out the time to listen to the entire episode and try to figure out which quotes might be good to share just isn’t practical. Yet we can quickly look and discard what the tool identified as not particularly helpful in illuminating or amplifying the conversation.

    In a recent workshop with faculty, they were surprised to learn how easy it is to set up a form for students to make a request for a letter of recommendation or reference for a job or for grad school. Then, an AI can take the first pass at writing a draft, based on your writing style and preferences for length, tone, etc. How much easier is it to correct it for what it got wrong about a particular student’s recommendation vs starting from scratch?

    I’ve been using an AI app called Whisper Memos, which is on both my iPhone and on my Apple Watch. When I get an idea or something I want to share with someone, I just tap the complication on my watch face and start talking. The key differentiator for Whisper Memos for me is that it automatically puts in carriage returns, making it that much faster for me to make edits later on.

    Another thing I like is that I discovered my favorite “chicken scratch” notes app on my iPhone and Apple Watch, Drafts, has a special email address I can use to send text to it. So now I have Whisper Memos set up to send to my unique Drafts email address and all my thoughts wind up in one place, ready for me to process when I have time.

    I encourage you to listen to episode 674 with Ethan Mollick on Coaching for Leaders with Dave Stachowiak. When you’re done, check out the AI-related conversations that I’ve had for Teaching in Higher Ed.

    How are you using AI in your work these days?

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  • 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.

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  • Setting Up New Leaders for Success From Day One – Strategies for HR – CUPA-HR

    Setting Up New Leaders for Success From Day One – Strategies for HR – CUPA-HR

    by CUPA-HR | March 29, 2023

    Consider this scenario: An institution hires a new leader who has previously worked in higher ed. Assuming the individual has already acquired the knowledge and skills necessary to get the job done, HR guides them through a brief onboarding and launches them into their new role. Six months later, HR checks in with the leader to see how things are going and discovers a dissatisfied leader and a team in turmoil. What went wrong?

    According to Sara Reed, vice president of people and talent at Western Governors University, HR sometimes falsely assumes that new leaders with higher ed experience know how to get the job done. Consequently, expectations may not be clearly articulated, which can create rough patches for the leader to navigate on their own. In the recent CUPA-HR webinar Building Leader Confidence in Transition: We Can’t Do It Alone, Reed explained that to help create a smooth transition for new leaders and ensure success from day one, HR can consider implementing these strategies in the pre-hire and onboarding phases:

    • Pre-hire: Provide accurate and clear position descriptions. HR should be very clear about what the institution is looking for in the role. Is the institution looking for a different leader than in the past, or a leader who meets the status quo? What context is there surrounding the job description that the candidate should be aware of? For example, will the new leader be leading a team that is in transition or turmoil? If so, what resources and contacts can help the new leader in a situation like this?
    • Pre-hire: Be clear about the mission of the institution. What mission does this new leader need to advance and further? Do job candidates see the values and beliefs of the institution displayed on the website? Who is included in the interview process? Can a broad number of people be included in the hiring process to send the message that the position is of high importance?
    • Pre-hire: Have the individual meet the team they’ll be leading. Create an opportunity during the interview process for the potential new leader to meet the team they’ll be leading. Allowing job candidates and future team members to have conversations beforehand could reveal potential areas of conflict between the two parties.
    • Onboarding: Pair the new leader with a skills mentor and a cultural mentor. While a new leader’s knowledge, abilities and experiences in previous positions can be beneficial in helping them succeed in their new role, they still must learn the cultural and political landscape. In the webinar, Reed shared her personal testament to having a “nuts and bolts” mentor and a cultural mentor when she first began working in higher ed. While a “nuts and bolts” mentor explains institutional policies and how to use systems, a cultural mentor can help clue in a new leader to the cultural and political landscape and serve as a “safe space” to ask questions and get insights. As Reed suggested in the webinar, a cultural mentor is someone you can approach after a meeting and ask, “What just happened?”

    Interested in more pre-hire and onboarding strategies and tactics to help new leaders in transition? Watch the webinar recording: Building Leader Confidence in Transition: We Can’t Do It Alone.



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  • Association Leaders Gathered to Learn, Laugh and Launch a New Year at the 2022 ALP! – CUPA-HR

    Association Leaders Gathered to Learn, Laugh and Launch a New Year at the 2022 ALP! – CUPA-HR

    by CUPA-HR | July 20, 2022

    CUPA-HR’s Association Leadership Program (ALP) has taken place every July for more than two decades, bringing together chapter, region, and national board members; association staff; key corporate partners; and other invited guests. After two years of meeting only virtually, these leaders were finally able to meet again in person last week.

    “We’re Still Standing!”

    The HR challenges of the past two years have included leading emergency COVID-19 response, exploring a new frontier of flexible work, and addressing unprecedented talent recruitment and retention challenges. Through it all, higher ed HR professionals have been on the front lines, adapting and transforming the workplace with resourcefulness, leadership and strategic insights.

    To celebrate that strength and resilience, CUPA-HR president and CEO, Andy Brantley, and national board chair, Jay Stephens, kicked off the two-day meeting with Elton John’s “I’m Still Standing” playing in the background and issued an irresistible photo challenge for attendees. (Be sure to check out the photos posted to Twitter with the hashtag #cupahr22.)

    Building Knowledge and Connection

    The ALP’s highly interactive program included:

    • tips for managing chapters and developing a leadership pipeline
    • updates on CUPA-HR’s work on Title IX and other public policy imperatives
    • a practical overview of CUPA-HR’s DEI Maturity Index and new Research Center
    • a discussion of winning strategies for higher ed’s post-pandemic war for talent
    • a presentation on cultivating trauma-informed practice in higher education leadership

    Beyond the programming, however, what attendees valued most about the event was the opportunity to validate their campus experiences in conversations with peers, rekindle the motivation behind their work, and take away great ideas for transforming their HR teams and their institutions in ways big and small.

    Interested in Taking Your Professional Development Further?

    CUPA-HR’s volunteer leaders have committed to advancing the profession and the mission of CUPA-HR. They understand the complexities of higher ed HR, and they want to enhance the knowledge and skills they need to lead their institutions into the future.

    Are you ready to take that next step in developing your leadership skills, shaping the profession, and gaining one-of-a-kind access to successful practices and HR professionals from across the country? Then CUPA-HR leadership — in a chapter, at the region level, or even on the national board of directors — might be right for you. Learn more about how you can get involved.

     

     



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  • The Emerging CUPA-HR Leaders Program Welcomes a New Cohort for 2022-23 – CUPA-HR

    The Emerging CUPA-HR Leaders Program Welcomes a New Cohort for 2022-23 – CUPA-HR

    by CUPA-HR | July 19, 2022

    The goal of CUPA-HR’s Emerging CUPA-HR Leaders program is to identify potential volunteer leaders who have shown exemplary leadership and initiative within higher ed HR and exhibit the desire to play an active role in advancing the profession. Invited participants have the unique opportunity to engage in problem-solving work groups and develop deep networks with peers while gaining an inside look at CUPA-HR’s operations and structure.

    Throughout the program, participants are encouraged to serve the association in a leadership capacity, lending a fresh and informed perspective. Many participants have gone on to hold positions on chapter boards, region boards and CUPA-HR’s national board of directors.

    The 2021-22 Cohort Curated Best Practices for CUPA-HR Chapters

    Before our previous cohort of leaders embark on the next step in their professional journeys, we want to acknowledge a special project they developed over the past several months. Each year, CUPA-HR recognizes outstanding work by chapters across the country, especially in the areas of event planning and programming, engagement, chapter management and leader development. The 2021-22 Emerging CUPA-HR Leaders wanted to collect those best practices in a format that was easy to share with future chapter leaders. As a result, CUPA-HR’s Chapter Toolkit now includes recorded interviews with some of CUPA-HR’s most experienced chapter leaders passing along lessons learned and secrets to chapter success.

    Many thanks to our 2021-22 Emerging CUPA-HR Leaders for their time and efforts:

    • Meg Arnold, Director of Organizational Development at Belmont University
    • Nicole Englitsch, Organizational Development Specialist at The University of Texas Rio Grande Valley
    • Jamee Harrington, Chief HR officer at Rogue Community College
    • Shannon Raum, Assistant Director of HR at Notre Dame of Maryland University
    • Taylor Zeilinger, HR Manager at the University of Wisconsin-Madison

    The 2022-23 Cohort Will Explore New Ways to Grow the Profession

    “We are excited to welcome this year’s Emerging CUPA-HR Leaders cohort,” says CUPA-HR President and Chief Executive Officer Andy Brantley. “These individuals are outstanding higher education human resources leaders who will help us lead the association into the future.”

    Congratulations to the 2022-23 Emerging CUPA-HR Leaders:

    • Laura Good, Assistant Director of Human Resources and Benefit Systems Manager, University of Mount Union
    • Leslie Hardin, Vice President Human Resources, Johnson County Community College
    • Beth Muha, Assistant Vice President of Human Resources, American University
    • Allyson Mullin, Executive Director of Human Resources, Alvernia University
    • Krista Vaught, Assistant Director, Employee Learning and Engagement, Vanderbilt University
    • Angela Wurtsmith, Executive Director of Human Resources, Colorado Mountain College

    Interested in joining our 2023-24 cohort? Learn more about the Emerging CUPA-HR Leaders program.



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