This document discusses leadership development and diversity and inclusion at Carolina. It defines leadership development as expanding individuals' capacity to perform leadership roles by building alignment and capabilities. Leadership pipelines help identify and develop high-potential faculty internally. The document also discusses leadership competencies and assessments. It defines diversity and inclusion, and notes that diversity without inclusion does not work. The benefits of diversity and inclusion in organizations are also outlined. The document discusses current initiatives at Carolina around these topics.

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Diversity, Inclusion, and Faculty
and Leadership Development at
Carolina
Presented by: C. Ellen Washington
June 28, 2016

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What is Leadership Development?
 Leadership development expands the capacity of individuals
to perform in leadership roles within organizations.
 Leadership roles are those that facilitate execution of a
organization's strategy through: building alignment, winning
mindshare and growing the capabilities of others.
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Leadership Pipelines
 Pipelines help organizations grow leaders internally at every level.
They provide a framework to identify future leaders, assess their
competence, plan their development, and measure results.
 Leadership pipelines allow organizations to:
 Identify high potential faculty
 Develop employees into leaders through structured and/or experiential
learning
 Internal leaders see productivity 50% faster than external leaders
 Average time to see growth
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Leadership Development Planning
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Institutional NeedsDevelopmentFaculty
Aspirations
 Identify what’s required
 Assess current capabilities
 Develop plan to close gaps & leverage strengths

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Leadership Competencies
 Interpersonal and Measurable Skills
 Adapting & Responding to Change
 Critical Thinking
 Deciding & Initiating Action
 Entrepreneurial & Commercial Thinking
 Formulating Strategies & Concepts
 Leading & Supervising
 Persuading & Influencing
 Planning & Organizing
 Relating & Networking
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Leadership Assessment Model
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Elements of a Leadership
Development Program
 A comprehensive leadership development program should consist
of four parts:
 Leadership strategy
 What is the current need? Is there a gap in the current pipeline?
 Method for Identifying future leaders
 “Succession planning” and “high-potential program”
 Developmental program for both potential and current leaders
 Mentoring, coaching, training, development assignments, key projects
(action learning), etc.
 Retention program for current leaders (team learning)
 Opportunities for advancement, recognition, etc.
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Types of Leadership Development
Programs
 Leadership development programs include formal programs
and policies instituted to improve the quality of leadership
performance.
 Structured training programs seek to cultivate leadership skills.
 Experiential training programs presents leaders with challenges to
overcome.
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Structured
Training Programs
 Designed to improve a potential leader’s skill and focuses on four
general categories
 Individual skill development
 Assessment of personality, 360 feedback, coaches, etc.
 Socialization of organizational vision and values
 Assignment of mentors orient new leaders
 Strategic leadership initiatives to foster change
 Evaluate internal initiatives and assess challenges
 Action learning initiatives that address challenges
 Involves working in teams (build self-awareness and reflection)
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Experiential
Training Programs
 Designed to focus on high potential employees who are
identified as having leadership ability and are introduced to
specific organizational challenges
 Involves both overcoming and learning from challenges
 Focus areas that are not typical in their current roles
 Conflict Management
 Team Building
 Problem Solving
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Leadership Development Toolbox
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Highest Return…
 Full Job Change Focused On Development Needs
 Job Restructuring Based On Development Needs
 Mini Assignments
 Cross Divisional Project Leadership Or Assignment
 Focused Coaching & Counseling
 Industry Representation
 Visits Accompanying Senior Executives
 Formalized Education Programs
 Full 360 Degree Feedback and Evaluation
 Motivated Self Development
 Seminars and Conferences
… Lowest Return

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What does the research show?
 Diversity Research Network
 Workforce diversity is positively associated with higher performance outcomes.
 Racial diversity is positively associated with higher performance in organizations
that integrate and leverage diverse perspectives.
 Gender diversity is positively associated with more effective group processes and
performance in organizations with (inclusive) people-oriented performance
cultures.
 Center for Creative Leadership
 Diversity in the workforce and processes results in better decision-making.
 The effects of diversity are highly dependent on the presence of inclusion.
 Conclusion: Diversity without inclusion will not work
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Defining Diversity
Diversity individual differences (e.g., personality, learning styles,
and life experiences) and group/social differences (e.g.,
race/ethnicity, class, gender, sexual orientation, country of origin,
and ability as well as cultural, political, religious, or other
affiliations.
* Diversity defined (American Association of Colleges & Universities)
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Defining Inclusion
Inclusion the active, intentional, and ongoing engagement with
diversity-in the curriculum, in the co-curriculum, and in
communities (intellectual, social, cultural, geographical) with
which individuals might connect-in ways that increase
awareness, content knowledge, cognitive sophistication, and
empathic understanding of the complex ways individuals interact
within systems and institutions.
* Diversity defined (American Association of Colleges & Universities)
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Inclusive Excellence
Framework at Carolina
 Education & Scholarship: Focus on curricular offerings, experience and
assessment of opportunities to engage through courses, research, student
learning, and the depth of faculty capacity
 Access & Success: Focus on admitted populations, technology, success
indicators, and achievement indicators, enrollment and completion in
honors programs or STEM programs
 Climate and Intergroup Relations: Focus on the interaction among
groups, engagement on campus, satisfaction, and perceptions on how
people are treated
 Institutional Viability & Vitality: Focus on building institutional capacity
which may include diversification of leadership, faculty and staff,
institutional monitoring of diversity, and institutional plans for diversity
 Diversity’s Promise for Higher Education: Making It Work (Smith, 2009)
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Benefits of Diversity & Inclusion
 Improved understanding of those you work for, with, and around
 Creates a work environment that allows everyone to reach their full potential
 Provides multiple perspectives on problem solving
 Better performance outcomes
 Increases employee productivity
 Increased retention rates
 Boosts employee morale
 Improved customer relations
 Reduces complaints and grievances
 It’s the right thing to do!
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Organizational
Diversity & Inclusion
Voice & Participation
Extent to which the University draws upon diverse sources of knowledge and
experiences for planning and programing
University Culture
Extent to which the University is open to learning from different and non-
traditional sources
Equity of Practices
Extent to which the University provides fair and equitable treatment to all
employees and groups
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The Center for Faculty Excellence
 Programs and Events
 Faculty Administrator Development Program (FADP)
 Faculty Learning Community (FLC) on Strategy and Leadership
 Seminar Series for Early Career Faculty Development
 Core Skills Programs for Faculty Leadership
 U-Lead Program
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Current UNC
Initiatives and Programs
 Graduate Education and Graduate School Pipeline
 Initiative for Minority Excellence
 Faculty and Postdoctoral Pipeline, Development, and
Engagement
 Carolina Postdoc Program for Faculty Diversity
 Staff Development and Engagement
 THINKposium
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Collaborations Across Campus
 Professional Development Opportunities
 Diversity Education & Research
 Diversity Peer Education Teams (Learning and Engagement)
 Diversity Seminars (Opportunities & Pipeline)
 Faculty Fellows (Applied Practice & Assessment)
 Faculty and Staff Organizations and Resources
 Carolina Black Caucus
 Association of Women Faculty and Professionals
 Academic Programs and Institutes
 Graduate School Diversity Initiatives
 Office of Faculty Governance
 Community and Diversity Committee
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Implementation of Ideas…
 Leverage current collaborations across campus and create new
opportunities using a two-fold approach:
 Faculty Learning Groups (across disciplines)
 Group Based
 Focus on a particular challenge
 Interdisciplinary collaborations
 Instructional
 Formal Classroom Training
 Seminars, Workshops, etc.
 Developmental Assignments
 Action Learning Projects
 Self-Directed Activities
 Distance Learning, Reading, Networking, etc.
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Thank You!
 Questions?
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