Introductions
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Transcript of Introductions
INTRODUCTIONS
• Who are you (name, job, location + one more interesting fact)
• Why this workshop?
• What is one outcome that you hope to obtain?
Sue A. Saunders, Ph.D.
Extension Professor,
University of Connecticut
LEVERAGING YOUR STRENGTHS: POSITIONING YOURSELF FOR CAREER PROGRESS
LEVERAGE……
WHAT ARE STRENGTHS?More than talents
http://www.youtube.com/watch?v=czsEJGJnPAY
CAREER PROGRESSION
TODAY’S OUTCOME
OUTCOME FOR LATER
HOW WILL WE WORK TOGETHER?
TODAY'S AGENDA---4 STEP MODEL
1. STRENGTHS• Share and inquire
2. EXPECTATIONS• What Institutions Want from Mid-Managers
3. MOTIVATIONS• Career Anchors
4. GOALS AND PLANS• Homework and follow up
WHAT ARE STRENGTHS?More than talents
http://www.youtube.com/watch?v=czsEJGJnPAY
1. STRENGTHS AT WORKThink about the past couple of weeks at work, identify at least three tasks or activities that were demonstrations of your strengths (success + joy). SEE STAGE 1 WORKSHEET.
Name the strengths using only 2-3 words
For this same time period, think about ONE task or activity, related to your strengths, that is an area for growth
INQUIRING APPRECIATIVELY
• Appreciate “what is” • Paraphrase• Ask “why” • Focus on the speaker• Allow silence to bubble
2. EXPECTATIONS IN THE HIGHER EDUCATION WORKPLACE
• To leverage our strengths, need to think about what skills our workplaces expect
• Examine literature from higher education and student affairs
• Focus on midmanagers in higher education organizations (specifically student affairs/services contexts)
• But can extrapolate to those who aspire to be vice presidents or deans
WHAT IS A MID-MANAGER?
AMBIGUOUS----Depends on institutional context.Definition may depend on….
Time in the professionSupervisory responsibilityRange of authority/responsibility
BOTTOM LINE----positioned in that broad middle between entry level staff and the chief officer of a division (e.g., VPSA)
EXPECTATIONS FOR MID-MANAGERS: 20TH CENTURY
• PERSONNEL MANAGEMENT• Supervision (include appraisal)• Resolving Conflict• Delegating • Fostering teamwork
• BUDGET MANAGEMENT• Budget creation and reallocation• Budget management
• COMMUNICATING UP & DOWN THE ORG CHART• Gain buy-in
• STUDENT NEEDS• Manage confidentiality• Determine student needs• Apply student development theory
21ST CENTURY ADDITIONS…..
• DATA DRIVEN DECISION MAKING
21ST CENTURY ADDITION….STRATEGIC PLANNING
21ST CENTURY ADDITION: SHAPING ORGANIZATIONAL PRIORITIES THROUGH DATA SHARING
21ST CENTURY—FEDERAL REGULATIONSHTTP://WWW.HIGHEREDCOMPLIANCE.ORG/MATRIX/
OTHER EXPECTATIONS?
PROFESSIONAL ASSOCIATION EXPECTATIONS….
….ANOTHER SET OF COMPETENCIES
2. MOTIVATIONS
TO POSITION OURSELVES EFFECTIVELY, WE MUST
…..know what motivates us
CAREER ANCHORS GIVES US A FRAMEWORK
• Developed in 1978 by Edgar Schein• Occupational identity• motives• values and attitudes
• Self-defined, central• Based on work experience & feedback
HOW TO LOOK AT CAREER ANCHORS
• We will take a look at each of the “anchors” in some detail. SEE FULL CAREER ANCHORS DESCRIPTION IN YOUR PACKET
• After that review, you will want to rank your anchors• You will complete and discuss a STAGE 2 Worksheet.
ANCHOR #1 SPECIFIC FUNCTIONAL
• Use specialized talents in the workplace• “Expert”• Self = content of work• Devalue general management• Work must test abilities and skills
ANCHOR #2GENERAL MANAGERIAL
• Management per se interests them• Technical/functional jobs are “means” to the management “end”• Competent in both
• analyzing• human relations
• Responsibility is energizing
ANCHOR #3 AUTONOMY
• Do things their own way• Dislike organizational constraints • Personal standards are the guide• Freedom is criteria for career choices
ANCHOR #4SECURITY AND STABILITY
• Future must be predictable• Exchange freedom for security• Want stable requirements• Loyal and trusting • May express talents outside the workplace
ANCHOR #5CREATIVITY
• Build their own products• Self = “creation”• Usually ingenious and charismatic• Lose interest when it’s time for routine
implementation• Like individual recognition for their “creations”
ANCHOR #6SERVICE TO OTHERS
• Dedicated to a “cause”• Work serves to express basic values and need to help• Loyal to organization if it helps address the cause
ANCHOR #7PURE CHALLENGE
• Success = beating impossible obstacles• Solve difficult problems for the sheer
excitement• Need to test self regularly• Want variety and intensity• Single minded
ANCHOR #8LIFESTYLE
• Lifestyle needs must be met• Will give up a challenging career to
find family, individual fulfillment• Career is integrated with other
aspects of self
PUTTING IT ALL TOGETHER---FORCE FIELD ANALYSIS
OUTCOME FOR FRIDAY……