You will likely secure your next leadership role through your network, so surrounding yourself with the right people can make or break a career. How can you be more intentional in building your network to fast-track your career within senior leadership? Join us online and learn how a personal board of directors can help fuel your next career transition. A personal board of directors is a group of 5-7 people who offer advice, resources, and support over time to help you navigate challenging situations with confidence. In this webcast, you’ll learn how to create and manage your personal board of directors – including how to invite the right people and how to use your meetings productively – so that you can acquire the right skills and experience at the right time.
Online instruction continues to thrive, but instructors and designers struggle to develop effective forms of online assessment. How can an instructor know if students are meeting course objectives or achieving area competencies if tests and quizzes are not primary assessments? How can you ensure academic integrity and curb online cheating? What other forms of assessment are particularly effective in an online environment? Join us online to learn how to design and develop assessment tools in online instructional environments. Our expert instructor will share examples of assessment questions and how to improve them.
Here are three commonly used academic advising metrics that fail to measure the impact of advising, and three qualitative measures that DO matter. Advising administrators are challenged with recruiting, training, and retaining effective advisors. They are tasked with positively impacting student success and retention, and are often held accountable for student persistence, academic performance, and graduation rates. Additionally, advising administrators must develop measures to evaluate advisor performance to ensure that they are successfully meeting student needs. Because of these demands, administrators may use quantitative measures to evaluate student success and advisor performance. However, the use of these measures may be a source of frustration and dissatisfaction for advisors and may unjustly place the burden of student success on their shoulders. As a result, advisors may experience burnout that can lead to poor performance and possible departure. 3 Academic Advising Metrics That Fail to Accurately Measure the Impact 1. Number of Contacts an Advisor Makes The logic is sound. Research has shown that the more engaged a student is with an institution and its personnel, the more likely he or she is to persist. By encouraging advisors to reach out to their students, administrators are hoping to build connections to promote […]
Difficult colleagues come in many forms: A colleague who hijacks a meeting by dominating the conversation A leader who is overly critical of others’ ideas A project team member who leaves the work for you or takes credit for your work Confronting these difficult colleagues can feel overwhelming. How will they react? Will they hold a grudge? How do you manage authority? Join us online and learn how to communicate with and influence your difficult colleagues. You’ll learn how to target specific strategies to seven unique personality types, and you’ll leave with advice on how to respond in the moment and afterwards.
Most college faculty behave in a professional manner, take their responsibilities seriously, work hard at their jobs, and value their relationships with colleagues. In fact, a recent survey found that college professors are the fifth most satisfied group of employees in the U.S, following pediatricians, singers, aircraft assemblers, and professional fire fighters. The flexibility and ability to control one’s time and tasks makes the career very rewarding. Unfortunately, a few faculty members don’t fit this profile. They may treat colleagues, staff or students with rudeness or harassment, may shirk their teaching, research or service obligations, and may make life generally difficult for their department chairs, deans, and departmental colleagues. If such a “difficult colleague” has tenure, many academics shrug and say there is nothing to be done. That could not be farther from the truth! Tenure is designed to protect academic freedom, not bad behavior. Academic freedom clearly gives faculty members the right to conduct research and teach as they choose, within the bounds of professionalism and institutional requirements for curricular content. But academic freedom also brings responsibilities—to behave with respect toward colleagues and students, to refrain from harassment or discrimination, and to use care in speaking out as a […]
With the apprentice model of mentoring, a mentee is assigned one mentor, usually someone senior in the organization, to provide guidance in all aspects of their career. Although this is a powerful model that typically serves mentees well, this approach to mentoring does require intensive commitments of time and energy from both individuals. And mentors may not always have all of the expertise a mentee needs. As an alternative, however, the consultative approach to mentoring can be used to replace or supplement the more traditional apprentice model of mentoring. The consultative approach encourages mentees to identify those discrete skills and focused areas of support in which they need mentorship, and to then identify multiple mentors to specifically meet those needs. In addition to being flexible enough to support individuals throughout their careers, the consultative approach can help departments promote greater equity and inclusion by empowering everyone to share their expertise with one another. In this course, you’ll be introduced to the consultative approach to mentoring, you’ll be able to build your network of potential mentors, and you’ll gain valuable tools to help manage sticking points in mentorship relationships. This course is appropriate for all higher ed professionals, both at the […]
Philanthropic work in higher education is as important as ever, as the cost of delivering a high-quality education continues to increase. Academic deans are situated in an important role that allows them to guide the strategic direction of their school or college to help meet the academic mission of their institution. But to achieve their strategic vision, deans must embrace their responsibility to foster a culture of philanthropy within their academic unit to ensure success for years to come. This video course will be beneficial to any academic dean—new or experienced—or those aspiring to the role who are seeking to develop or refine a plan to achieve philanthropic goals for their institution. This course is designed to help you understand what a culture of philanthropy is, why it is important, what your responsibility is as a dean in establishing a culture of philanthropy, and how to approach fundraising as a part of this culture. Our expert instructor, Dr. Wade Weast, will help you to understand how your roles as a visionary, collaborator, role model, and fundraiser come together to help alumni, donors, and friends of your academic unit leave a lasting impact. Accompanying this course is a workbook designed to […]
In the current environment, change is no longer an infrequent ‘initiative’ that needs managing—it is all around us, it is constant, and it is not going away. But this does not mean that leaders should give up their autonomy: In too many cases, we experience change as happening to us (reactive stance) instead of proactively shaping the change we want to see, and the pace at which we want it to occur. Join us online to learn how you can take a more proactive approach to change management. Through a combination of instruction, case studies, and group discussion, you’ll gain practical tools for convening others and accelerating progress on your change effort, even against the backdrop of meetings and committees that characterize decision-making in higher education. Specifically, you’ll learn how to: Assess your own influence and authority Identify and persuade your critics Discern when and where to spend relational capital Maintain focus on the bigger-picture goal
You know it’s important to put your employer partners in front of your diverse students. But events that reach the most students, such as panels and info sessions, may not resonate with your students as they have in the past. Join us online to hear how UNC Charlotte has created a targeted approach to matching employers with diverse students – one focused on sustainability and quality, not quantity. You will learn how UNC Charlotte: Created and uses a survey to assess their employer partners’ needs, so they can match students with intention Retooled an existing program (Career Treks), which brings students to employers so the students can witness the work involved, and as a result, better meets the needs of its diverse students and employer partners while also managing its own resources effectively Built a referral system with the student diversity groups on campus to make finding diverse students on campus quicker and easier for employers
Effective communication will make or break a department chair. Get a primer on the essential communication and conflict management skills that every department chair needs.
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