E:\Presentations From Speakers\Jackie Chelin Future Leaders


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E:\Presentations From Speakers\Jackie Chelin Future Leaders

  1. 1. How are we training the next generation of leaders? <br />(Or, What can a “Future Leaders” programme do for you and your institution?)<br />CoFHE/UC&R Joint conference 2010<br />Workshop <br />1<br />
  2. 2. The future belongs not to those “who want to be comfortable or avoid risk” but to those who are inspirational and “just do it”. (Brindley)<br />In our profession’s leaders, we must seek more than a good manager....we must seek experience, vision, integrity, and an understanding of the potential of the organisation and the people within it. (McMenemy)<br />2<br />Commentators on leadership<br />
  3. 3. Library leaders must advocate for library interests within their larger institutions. (Arnold)<br />Leaders need to live comfortably in a web of relationships and use them to formulate and communicate a vision to inspire and control. (Kotter)<br />Leadership is not a consensual act! (Mulligan)<br />3<br />Commentators (cont.)<br />
  4. 4. Leadership Foundation – support/advice on leadership, governance and management in HE sector<br />http://www.lfhe.ac.uk/<br />Clore Leadership Programme – strengthens leadership in cultural sector through short courses, conferences, fellowships, alumni<br />http://www.cloreleadership.org/<br />In-house leadership development programmes within universities<br />Masters in Information Leadership (City University)<br />4<br />Leadership training on offer<br />
  5. 5. Who has undertaken leadership training?<br />Who has undertaken management training?<br />Who has undertaken both and can comment on the differences between the two?<br />Is it true to say that leadership is more to do with the nature and experiences of the human being than anything that can be taught in a seminar?<br />5<br />Questions<br />
  6. 6. Leadership Foundation<br />Sponsored by SCONUL, UCISA, BL<br />3 x 3 day sessions per year + capstone day<br />c20 participants <br />Designed to help experienced professional information services staff to deepen their understanding, leadership ability and potential in preparation for a head of service role.<br />6<br />Future Leaders’ Programme<br />
  7. 7. Reading and personal reflection<br />Coaching and action learning sets<br />360 degree leadership practices inventory and Team Management Profile<br />Institutional project used to map learning journey<br />Acting and storytelling to practise theory/models <br />Comfort zone challenged!<br />Mutual trust and safe place to learn/take risks<br />7<br />Content/approach of FLP<br />
  8. 8. Johari window<br />Cultural Web [examples]<br />FIRO-B<br />Appreciative Enquiry [activity]<br />Burke-Litwin structural change model<br />The Organisational Development approach to change<br />Consequences exercises [activity]<br />McKinsey 7-S model<br />PESTLEs/SWOTs<br />Kilman conflict model <br />Windows on Work Values<br />Leadership Practices Inventory<br />8<br />Models and theories<br />
  9. 9. Aging population of librarians worldwide<br />Survey of library leadership institutes<br />Impact on attendees<br />Common themes:<br />Skills for visioning, risk-taking, motivation <br />Guest speakers, small group discussions, one to one interaction with mentors, assigned readings<br />Other skills taught: advocacy, collaboration, transformation, passion, values, innovation....<br />9<br />Value of leadership training(Jennifer Arnold)<br />
  10. 10. Results:<br />90% people would recommend their leadership course<br />64% thought it had direct impact on careers<br />Majority wanted to move up career ladder<br />A substantial number was invited/nominated<br />Many were testing waters<br />Others seeking skills to address work-based issues<br />Networking (mentoring) opportunities<br />10<br />Value of leadership training(Jennifer Arnold)<br />
  11. 11. Practical lessons learned:<br />Budgeting/financial management, conflict resolution, effective meetings, HR, strategic planning, communications, team building, change man, goal setting, fund raising<br />Philosophical lessons:<br />Are leaders born or made? (see McMenemy), leadership vs management, leadership styles, developing a vision<br />11<br />Value of leadership training(Jennifer Arnold)<br />
  12. 12. How library leaders must advocate for library interests within their organisation<br />Potential to meet colleagues with similar workplace issues/concerns<br />Chance to develop a broader view of own careers<br />Leadership courses work best in a “retreat” atmosphere – intensive, focus on particular issues<br />12<br />Value of leadership training(Jennifer Arnold)<br />
  13. 13. Key issues <br />Value-led<br />Action inquiry<br />Importance of conversations<br />Creation of a community of support (Peer coaching/support)<br />Enthusiasm for reading<br />Understanding self<br />Sometimes outside comfort zone but maintaining confidence<br />13<br />What do the organisers have to say about the FLP? <br />
  14. 14. <ul><li>Sharing issues at same level but different contexts</li></ul>Guest speakers <br />Reflect changes in sector<br />Speak on a personal and leadership level<br />Career development<br />Shift in identity from service provider to leader of institutional mission/strategy<br />14<br />What do the organisers have to say about the FLP?<br />
  15. 15. Attitude?<br />Self-awareness, insights, values, confidence, vision<br />Skills?<br />Strategic leadership style, reflection, conflict resolution, emotional intelligence<br />Approaches?<br />Use of Cultural Web, Appreciative Inquiry, more reading (e.g. Kotter), use of metaphor<br />Change of role?<br />Yes, from sideways to multiple promotions<br />15<br />What do the participants have to say about the FLP?<br />
  16. 16. Effect on institution?<br />Improved comms and understanding of HE<br />Move to VC’s portfolio from IS<br />The project was successful in introducing online enrolment<br />Other leadership training?<br />Many had in-house leadership development progs<br />Generally less favourable, hard-hitting or cost-effective<br />16<br />What do the participants have to say about the FLP?<br />
  17. 17. Key messages?<br />New tools to deal with difficult issues/choices within sector<br />“It is important that leadership training captures the context as well as the theory”<br />“That leadership potential is in all of us but in order to be a good leader we need to understand ourselves”<br />“..the FLP has been by far and away the most effective, relevant and long standing personal development I have ever undertaken”<br />“Leadership can come at any level in the organisation”<br />17<br />What do the participants have to say about the FLP?<br />
  18. 18. What does leadership mean for our sector?<br />Changes in nature of HEIs meant leadership is more important than ever at all levels - need to paint a compelling picture of the future<br />Need staff at all levels to demonstrate leadership in terms of thinking differently, adapting to changes, proactively creating new solutions<br />Ensure that library/IT/etc are seen as playing a pivotal role in driving forward organisational agendas<br />18<br />What do the participants have to say about the FLP?<br />
  19. 19. To be formulated at the end of the session, with participants…….<br />Definite interest in leadership training<br />It builds on management training<br />It can bring out the inherent qualities of a leader which may otherwise lie dormant.<br />19<br />Comments and Conclusions<br />
  20. 20. Many thanks for taking part!<br />Jacqueline.Chelin@uwe.ac.uk<br />University of the West of England, Bristol<br />20<br />