The McCombs Leadership Growth Program Enhancing Leadership Competencies

Agenda Goal of the Leadership Growth Program Structure of the program Class experience Leadership feedback process Reading group experience Next steps

Goal of the Leadership Growth Program

Structure of the program

Class experience

Leadership feedback process

Reading group experience

Next steps

Goal of the program Develop and enhance those leadership competencies that are key to success as a leader at McCombs Understand the difference between leading and managing Establish leadership development as a continuous/active learning process Encourage self knowledge and self development

Develop and enhance those leadership competencies that are key to success as a leader at McCombs

Understand the difference between leading and managing

Establish leadership development as a continuous/active learning process

Encourage self knowledge and self development

Structure Based on the 67 competencies identified by Lombardo and Eichinger in their Leadership Architect program Once-a-week meetings, three-hours in length, for six weeks Sessions led by Elida Lee, Del Watson and McCombs faculty members Gaylen Paulson, Kristie Loescher, Janet Dukerich, Paula Murray, Kathy Edwards and Doug Dierking Including a 360 ° feedback tool Ending with a reading group

Based on the 67 competencies identified by Lombardo and Eichinger in their Leadership Architect program

Once-a-week meetings, three-hours in length, for six weeks

Sessions led by Elida Lee, Del Watson and McCombs faculty members Gaylen Paulson, Kristie Loescher, Janet Dukerich, Paula Murray, Kathy Edwards and Doug Dierking

Including a 360 ° feedback tool

Ending with a reading group

Structure Leadership Group David Burns, Director of Computer Services David Wenger, Director of Communications Velma Arney, Director of BBA Career Services Tommy Cantrell, Financial Officer Steven Burton, Director of Texas MBA at Houston and Dallas Angela Dorsey, Assistant Director, Finance Lise Burson, Assistant Dean, UPO Jennie Loev, Director of Alumni Relations Deidre Stephens, Assistant Director, MBA Plus Program

Leadership Group

David Burns, Director of Computer Services

David Wenger, Director of Communications

Velma Arney, Director of BBA Career Services

Tommy Cantrell, Financial Officer

Steven Burton, Director of Texas MBA at Houston and Dallas

Angela Dorsey, Assistant Director, Finance

Lise Burson, Assistant Dean, UPO

Jennie Loev, Director of Alumni Relations

Deidre Stephens, Assistant Director, MBA Plus Program

Structure Reading Group Carolyn Miles, Director of Development Juana Hardwick, Assistant Director, Finance Jennifer Parker, Assistant Director, Employer Relations Mike Guentzel, Assistant Director Computer Services Monica Thompson, Assistant Director, BBA Career Services Nancy Nagle, Director of Custom Programs Ariel Comstock, Webmaster Cory Leahy, Assistant Director, Communications Cindy Benton, Assistant Director, MBA Program Office

Reading Group

Carolyn Miles, Director of Development

Juana Hardwick, Assistant Director, Finance

Jennifer Parker, Assistant Director, Employer Relations

Mike Guentzel, Assistant Director Computer Services

Monica Thompson, Assistant Director, BBA Career Services

Nancy Nagle, Director of Custom Programs

Ariel Comstock, Webmaster

Cory Leahy, Assistant Director, Communications

Cindy Benton, Assistant Director, MBA Program Office

Class experience Competencies discussed: Delegation Communication Developing employees/coaching relationships Caring about employees Strategic agility Problem solving Decision making Managing conflict Building effective teams Managing diversity Motivating others Managerial courage Integrity and Trust

Competencies discussed:

Delegation

Communication

Developing employees/coaching relationships

Caring about employees

Strategic agility

Problem solving

Decision making

Managing conflict

Building effective teams

Managing diversity

Motivating others

Managerial courage

Integrity and Trust

Class experience Sample of discussion topics: The law of process Even if a person has great natural talent, one must prepare and train to become successful Learning from experience Identifying your personal learning style Civility, integrity and trust in the workplace Establishing communication competence Caring, delegating and developing—an overview of best practices from managing generational differences to reinforcement theory Tips on motivation and performance feedback Thinking strategically and articulating your vision Discussion – Exercises – Journal – Self-Evaluation – Readings

Sample of discussion topics:

The law of process

Even if a person has great natural talent, one must prepare and train to become successful

Learning from experience

Identifying your personal learning style

Civility, integrity and trust in the workplace

Establishing communication competence

Caring, delegating and developing—an overview of best practices from managing generational differences to reinforcement theory

Tips on motivation and performance feedback

Thinking strategically and articulating your vision

360 ° leadership feedback Online feedback solicited for each participant from supervisors, peers, direct reports, and others. Personal review of results and discussion—putting it in context

Online feedback solicited for each participant from supervisors, peers, direct reports, and others.

Personal review of results and discussion—putting it in context

Reading group experience Additional group was gathered to participate in a reading group, covering Primal Leadership Met every week for four weeks, two-hour discussions

Additional group was gathered to participate in a reading group, covering Primal Leadership

Met every week for four weeks, two-hour discussions

Reading group experience Four emotional intelligence "domains" bridge 18 leadership "competencies" Domain 1, Self Awareness includes the competencies of emotional self-awareness, accurate self-assessment, and self-confidence. Domain 2, Self-Management includes the competencies of emotional self-control, transparency, adaptability, achievement, initiative, and optimism. Domain 3, Social Awareness includes empathy, organizational awareness, and service. Domain 4, Relationship Management includes inspirational leadership, influence, developing others, being a catalyst for change, conflict management, and teamwork/collaboration. “ Great leadership works through the emotions.”

Four emotional intelligence "domains" bridge 18 leadership "competencies"

Domain 1, Self Awareness includes the competencies of emotional self-awareness, accurate self-assessment, and self-confidence.

Domain 2, Self-Management includes the competencies of emotional self-control, transparency, adaptability, achievement, initiative, and optimism.

Domain 3, Social Awareness includes empathy, organizational awareness, and service.

Domain 4, Relationship Management includes inspirational leadership, influence, developing others, being a catalyst for change, conflict management, and teamwork/collaboration.

Reading group experience Five Steps Towards Learning Leadership Skills. Step one is identifying one's ideal self , which is to say, uncovering and listening to one's core values and beliefs to draw a picture of the person one aspires to be. Step two is identifying the real self , which is to say, discovering how one appears to others, regardless of how one sees one's self. Step three is to make a plan to build on strengths and reduce gaps. Step four is to experiment deliberately with and practice new skills to bring about change according to one's step three plan. Step five is to develop trust , encouraging relationships that provide support during the learning process. “ How does a leader create resonance in an organization that is sustained over time? …By ensuring that the entire fabric of the enterprise is interwoven with emotionally intelligent leadership.”

Five Steps Towards Learning Leadership Skills.

Step one is identifying one's ideal self , which is to say, uncovering and listening to one's core values and beliefs to draw a picture of the person one aspires to be.

Step two is identifying the real self , which is to say, discovering how one appears to others, regardless of how one sees one's self.

Step three is to make a plan to build on strengths and reduce gaps.

Step four is to experiment deliberately with and practice new skills to bring about change according to one's step three plan.

Step five is to develop trust , encouraging relationships that provide support during the learning process.

Next steps Task force has formed to explore ways to expand the influence of leadership growth throughout the school Looking for ways to collaborate across programs and departments Serve as a resource to the dean in the development of strategic initiatives in the school Propose a structure for long-term leadership growth, and the enhancement of emotional intelligence competencies Focus on opportunities and positive use of talent and ideas from across the school

Task force has formed to explore ways to expand the influence of leadership growth throughout the school

Looking for ways to collaborate across programs and departments

Serve as a resource to the dean in the development of strategic initiatives in the school

Propose a structure for long-term leadership growth, and the enhancement of emotional intelligence competencies

Focus on opportunities and positive use of talent and ideas from across the school

The McCombs Leadership Growth Program Enhancing Leadership Competencies

Enhancing Leadership Competencies