Peter is a leadership coach with over 20 years of experience in higher education and broad exposure to academic leadership and faculty governance. He specializes in strategies for a mindful approach to work, life, and a full engagement with work/life balance through emotional intelligence. His long practice in mindfulness is supplemented by modern research in leadership and mindfulness, as well as the understandings and practices of Stoic philosophy. A humanist and entrepreneur at heart, Peter has always looked for the next challenge. After more than two decades in academia—with publications, local and national awards, and academic leadership experience in higher education and in a global education organization—Peter burnt out. After taking a leave to reflect, Peter retrained to build a consulting and coaching firm that integrates his passion for higher education, people development, mindfulness, and evidence-based emotional intelligence development. His conviction that good, careful inner work can make lives better and more fulfilling has been at the core of his efforts to point people and organizations in the right direction. Building on his skills as a dialogue facilitator (he is a UN Habitat certified facilitator) and his training in conflict resolution, Peter specializes in helping individuals, teams, and organizations notice, […]
Academic leaders and faculty members often cite the importance of interpersonal skills when leading an academic unit, managing a research team, or functioning as a productive member of any team or unit in academia. However, emotional intelligence and self-awareness are less commonly mentioned as predictors of success among academic teams. In this video course, department chairs and faculty will discover the connection between emotional intelligence and individual, team, and department results. Through Daniel Goleman’s four pillars of emotional intelligence, you will get ideas for how to: You will learn Daniel Goleman’s four pillars of emotional intelligence and informally assess your skill in each of these pillars. Once you have a greater awareness of how you “show up” for yourself and others, we’ll offer simple suggestions for how you can manage yourself and your relationships more productively.
As an educator, management consultant, university administrator, and former business executive, Walt has conducted research and written extensively on the topics of leadership, team development, conflict, and stress and time management. He has published over two hundred articles, twenty-four books and monographs, and numerous scholarly papers in national and international journals. Today, Walt is one of the leading researchers in the study of academic leaders in higher education, serving on the editorial board of several journals, including The Department Chair, International Journal of Leadership and Change, Academic Leadership, and the Center for Academic Leadership Newsletter. He has directed two national studies of 1,600 university department chairs in the United States, one study of 1,580 Australian department heads, another investigation of 1,000 community college chairs, and an international study of 2,000 academic deans in Australia and America. . In 2016 a new study was launched of 900 department chairs across institutional type and disciplines within the United States. Gmelch has received numerous honors including a Kellogg National Fellowship, The University Council for Educational Administration Distinguished Professor Award, The Faculty Excellence Award for Research, and the Education Press Award of America. In addition, he served in the Danforth Leadership program, has been […]
Team, committee, and group-based work abounds in higher education. But many struggle to collaborate effectively in these settings because not everyone comes to the table with the same understanding, expectation, and collaboration style. While teams are often designed to bring together different voices and perspectives, most leaders default to a singular approach to teamwork that works well for some, but that also causes frustration, withdrawal, or conflict for others. In this event, we’ll use the Five Paths to Leadership® as a framework to introduce the four different collaboration styles that are at play within any given team. We’ll walk you through a detailed explanation of each path and provide tactics that leaders and team members alike can use to approach collaboration and group-based work more effectively. You will leave with a more nuanced understanding of the collaboration types that yield the best results based on the outcomes you are trying to achieve, rather than defaulting to one style based on comfort or personal preference.
Hate speech incidents are a growing concern on college campuses and can come in many forms: Controversial keynote speakers and event topics Disruptive student demonstrations Anonymous hate speech written on campus property Register for this webcast to learn how to respond to hate speech incidents in ways that serve students, leadership, faculty, and staff. In these moments, you may feel torn between advocating for the students and acting on behalf of the institution. We’ll help resolve this conflict by sharing policies and procedures that create safe spaces for students while encouraging holistic institutional responses.
Psychological safety is the belief that you will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. When you have psychological safety, you have the freedom to be vulnerable. You can take risks without feeling a sense of failure or ridicule. Teams that have psychological safety are more innovative, creative, and cohesive because vulnerability will not be held against anyone. In times of confusion or conflict, leaders and supervisors often try to bring teams together by creating a common vision or by clarifying goals and processes. But before these steps can be effective, you need to ensure a high level of psychological safety within your team. Without that foundation, your team will not function as cohesively. Join us online for this two-part webcast series to learn how to foster a deeper sense of psychological safety within your team.
When you pronounce names incorrectly, you have an impact. People with non-Anglo or non-European names, which are perceived as being more difficult to pronounce, may feel anxious and excluded. When power dynamics are at play, students and perhaps even those you supervise, advise, or teach often avoid the conflict and resist making corrections or discussing the issue, which may leave them feeling as if they matter less. Join us for re-airing of this training to learn simple strategies for honoring the names of all those you encounter. Immediately after the re-airing, you will have the opportunity to engage in a live Q&A and discussion with the speaker, Zaragosa “Mito” Diaz-Espinoza, Ph.D. We will discuss a brief history and negative impact that mispronouncing names has on people–international students and individuals who are given names that are not common in North America. You will be provided with easy-to-use tools and strategies that will help you learn and retain the correct pronunciation of names. If you’re interested in creating a more inclusive environment by preventing and/or repairing harm to your students and colleagues, this training is for you.
Nathan served as the Director of Organizational and Professional Development at the University of South Carolina from 2011 until 2023. He has over 35 years of experience in the fields of organizational development and performance improvement. His primary areas of focus were organizational assessment, supervisory and management development, process improvement, and individual and group performance enhancement. Nathan led efforts to identify work climate and employee engagement issues and develop strategies to enhance both employee performance and satisfaction. He designed organizational planning and problem-solving sessions and provided leadership, conflict resolution, team development training and executive coaching. He also facilitated strategic planning, team development, goal setting and metric development sessions. At USC, he created and facilitated the Pipeline for Academy Leadership (PAL) program, oversaw the university’s staff professional development and training operations, and led organizational development activities across the Columbia campus. In addition, Nathan has consulted with over 70 public, private, and non-profit organizations on organizational performance issues since 2008 through his company Strong Performance-Based Solutions. His favorite saying is: “Ideas compete, people collaborate.”
In 2019, Tim Love led Loyola University Chicago’s efforts to restructure its compliance program related to Title IX and other equity/civil rights laws, creating the Office for Equity & Compliance to centralize the program and bring institutional policies into alignment across faculty, student, and staff domains. Previously, Love had held various student affairs roles over 11 years at Loyola, including serving as the associate dean of students, director of student conduct and conflict resolution, and within residence life. With over 15 years of experience working with students in crisis, Love is passionate about issues of equity and social justice and seeks to assist higher education institutions in implementing progressive, responsible practices that ensure the safety of their students and the integrity of their institution. Love holds both a Juris Doctorate and Bachelors of Arts from Loyola University Chicago, and a Master of Science in Student Affairs in Higher Education from Colorado State University. He is also a trained and experienced mediator and circle facilitator, and he has conducted trainings nationally and internationally on topics including restorative justice, student conduct administration, behavioral intervention teams and threat assessment, and mission-driven leadership.
Paul Osincup earned his M.A. in educational leadership and policy studies at the University of Northern Colorado and has been working in student affairs for over 10 years. For the past six years, Paul has worked in the Conflict Resolution and Student Conduct Services office at Colorado State University (CSU), where his primary role is serving as a university hearing officer and supervising the campus conduct system. Paul has worked extensively with the CSU Restorative Justice program to help create a restorative philosophy that is infused at every level of student conduct at CSU. He also serves as “judge” for and helps coordinate the campus’s nationally recognized Back on TRAC substance abuse treatment program.
