As a kick-off to the Wildfire program, participants used their time in Tempe to learn about the challenges and opportunities within the program and chart a course for their development. Here’s how they’re approaching the year ahead (you can steal these ideas to bolster your own career development!):
One of my favorite sessions at this year's CUPA-HR Annual Conference was "Connecting Introverts and Extroverts in the Higher Ed Workplace," presented by team members from Georgia Institute of Technology. With tons of personal insight and the science to back it up, the presenters offered some practical advice on how to manage both types of employees and the best way to create an environment in which everyone is comfortable and cohesive.
Most organizations have come to realize the importance of cultivating their leaders (both current and aspiring), but what many fail to understand is that “training” and “development” are not synonymous.
Many leadership programs fail to produce the desired outcomes because they focus on training around a specific set of objectives rather than developing competencies that will benefit the leaders, their direct reports, their colleagues and the organization as a whole.
In 2008, The George Washington University launched the Leadership Education and Development (LEAD) Program, a series of networking and professional development events focused on developing capacity within the five performance factors evaluated for every employee. Open to all staff members, the program encouraged participants to lead "from where they are," and provided unique opportunities for engagement with campus leadership.
In the session “LEADing the Way: A Leadership Development Case Study for Employee Engagement” at the CUPA-HR Annual Conference and Expo 2013, Brittnay Buckner shared details about nine of LEAD events.