Keynote2.heather dunk

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Keynote presentation at AHDS conference on Culture of Leadership - Heather Dunk

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Keynote2.heather dunk

  1. 1. Context – 2010/11 <ul><li>Community College providing learning opportunities at further and higher education level </li></ul><ul><li>Turnover £15m </li></ul><ul><li>7,500 students in 2010/11 </li></ul><ul><li>Working with over 400 employers </li></ul><ul><li>300 staff </li></ul>
  2. 2. HMIe Review May, 2008 HMIe is not confident that the college is managing well and improving the quality of its service to learners
  3. 3. <ul><li>£’s </li></ul>
  4. 7. October, 2008 <ul><li>Leadership void </li></ul><ul><li>Monthly monitoring by HMIe </li></ul><ul><li>Damaged reputation </li></ul><ul><li>Move to Full Business Case postponed </li></ul><ul><li>Culture </li></ul><ul><li>Financial challenges </li></ul>
  5. 8. <ul><li>What makes an effective culture of leadership? </li></ul>
  6. 9. 5 Star College
  7. 12. Staff views
  8. 13. <ul><li>Vision </li></ul><ul><li>Communication </li></ul><ul><li>Visibility </li></ul><ul><li>Consistency </li></ul><ul><li>Role Model </li></ul><ul><li>Passion </li></ul><ul><li>Belief </li></ul><ul><li>Resilience </li></ul><ul><li>Celebrate Success </li></ul>Leadership
  9. 14. <ul><li>Your expectations of me - 2008 </li></ul><ul><li>To create a working environment where all staff feel their contribution is worthwhile </li></ul><ul><li>To ensure training is provided for all staff </li></ul><ul><li>To help staff to openly express their views </li></ul><ul><li>To listen to staff </li></ul><ul><li>To boost our morale </li></ul><ul><li>To provide strong leadership </li></ul><ul><li>To bridge the gap between academic and support staff – we should all be respected </li></ul>Expectations
  10. 15. <ul><li>Effective leadership culture </li></ul><ul><li>Empowerment and trust </li></ul><ul><li>Appetite for Risk </li></ul><ul><li>No blame culture </li></ul><ul><li>Continuous Professional Development </li></ul><ul><li>Coaching/Mentoring/Shadowing </li></ul><ul><li>Leadership throughout the organisation </li></ul><ul><li>Structured succession planning </li></ul><ul><li>Collaboration – internally and externally </li></ul>
  11. 16. Student Association
  12. 17. Cafe/Social Learning Space
  13. 19. External recognition HMIe Report, 2010 HMIe is confident that the college is well led and is enhancing the quality of its services for learners and other stakeholders
  14. 20. External recognition HMIe Report, 2010 Senior and middle managers promote effectively a new culture of enablement, challenge, accountability and celebration, to which all staff are highly committed. Staff across the college welcome the organisational and cultural change.
  15. 21. <ul><li>Your expectations of me - 2011 </li></ul><ul><li>To continue to be enthusiastic, motivating and visible </li></ul><ul><li>More of the same we appreciate the openness and honesty </li></ul><ul><li>Continue to challenge us and expect the best </li></ul><ul><li>Continue to empower your staff </li></ul><ul><li>Keep being a positive role model </li></ul><ul><li>To continue to be a great Ambassador for the College </li></ul>Expectations
  16. 22. <ul><li>As a leader - </li></ul><ul><li>Believe in what you are doing </li></ul><ul><li>Build a great team </li></ul><ul><li>Place the learner at the heart of all decision making </li></ul><ul><li>Be open and honest </li></ul><ul><li>Be resilient </li></ul><ul><li>Have fun </li></ul><ul><li>Be yourself </li></ul>
  17. 24. Key challenges – 2009/10

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