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Supervisors’ Training Fall, 2005

Supervisors’ Training Fall, 2005. O.K., SO WHY ARE WE HERE?. Clarify institutional goals Clarify expectations of supervisors Build a philosophical framework for supervising others Enhance team building Align our activities. PRESIDENT’S GOALS Institutional Advancement. Expand the tax base

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Supervisors’ Training Fall, 2005

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  1. Supervisors’ TrainingFall, 2005

  2. O.K., SO WHY ARE WE HERE? • Clarify institutional goals • Clarify expectations of supervisors • Build a philosophical framework for supervising others • Enhance team building • Align our activities

  3. PRESIDENT’S GOALSInstitutional Advancement • Expand the tax base • Expand ACC Foundation activities • Enhance legislative and community outreach • Expand partnerships

  4. PRESIDENT’S GOALSInstitutional Advancement • Promote regional role of ACC • Promote understanding of unique role of ACC • Promote ACC’s primary role in meeting Closing the Gaps challenges • Refine Master Plan and use as guide to resource allocation

  5. PRESIDENT’S GOALSIncrease Enrollment • Closing the Gaps focus in all outreach efforts • ISD partnerships emphasis • “Access Programs “ emphasis • Traditionally under-served populations emphasis

  6. PRESIDENT’S GOALSEnhance Student Success • Promote effective teaching/learning environment • Improve retention • Increase certificate and degree completions

  7. PRESIDENT’S GOALSSupport and Encourage Faculty and Staff • Enhance decision-making at unit level (within guidelines for consistency across the district) • Ensure effective, efficient systems for our daily work • Increase diversity • Enhance focus on students and student success

  8. PRESIDENT’S GOALSInternal Culture • Promote stability and consistency throughout district • Create more proactive, less reactive culture • Encourage respectful treatment of everyone • Greater focus on students, less focus on ourselves • Have a little fun

  9. HOW AM I APPROACHING THESE GOALS?Management Focus • Reorganization • Management Activities • Annual Work Calendar for PLT areas • Annual Work Plan for BOT • Annual Work Plan Goals/Effectiveness Measures for PLT

  10. HOW AM I APPROACHING THESE GOALS?Management Focus • Data-driven decision-making • Enhance access to information • Web redesign • President’s Updates, Yak ‘n Sacks, etc. • Employee Organizations

  11. HOW AM I APPROACHING THESE GOALS?Leadership Focus • Emphasis on VALUES underlying policies, administrative rules, and procedures • Emphasis on training, skills development for leaders • Supervisors • Employee Organizations

  12. HOW AM I APPROACHING THESE GOALS?Leadership Focus • Employee orientation redesign • External partnering throughout Service Areas • Shared Governance support • Servant Leadership training program

  13. HOW AM I APPROACHING THESE GOALS? • Plugging away, every day • Introspection • Enjoying the ride

  14. IT’S BIGGER THAN EACH OF US...I CAN’T DO THIS BY MYSELF & NEITHER CAN YOU. • Let’s develop the organization and lead together by influencing and empowering others. • Servant Leadership is a great fit for a teaching/learning environment

  15. ER...DIDN’T WE ALREADY DO SERVANT LEADERSHIP? • Nope...not really • Servant Leadership will be on-going training • Workshop on Servant Leadership concepts • Followed-by skills development sessions

  16. EXPECTATIONS OF SUPERVISORS • Detailed handout describes expectations in core areas of responsibility • I am serious about it, and it will be intertwined in how we evaluate ourselves • I’m addressing areas where I need to grow

  17. EXPECTATIONS OF SUPERVISORSIn a Nutshell • Have a good attitude • Be competent and demonstrate it • Be honest, open-minded, and ethical • Be forward-thinking • Help influence and empower others • If you don’t respect students, faculty or staff then go away please...

  18. EXPECTATIONS OF SUPERVISORSSummary • Excellent communication skills • Listening, Verbal, Written • Rationale-explained & values based • Multiple modes of communicating with those you serve • Timely and Responsive • Respectful treatment of everyone

  19. EXPECTATIONS OF SUPERVISORSSummary • Excellent organizational skills • The Right Priorities • Effective Planning Skills • Effective Time Management • Effective resource organization skills

  20. EXPECTATIONS OF SUPERVISORSSummary • Good technology skills • Mastery of basic word processing skills • Mastery of basic e-mail skills • Mastery of basic information management skills

  21. WHAT DO WE REALLY WANT AS LEADERS? • POWER & AUTHORITY OR TO LEAD BY INFLUENCE & PERSUASION? • RIGIDITY OR FLEXIBILITY? • OPERATIONAL CHAOS OR ORDER, EFFICIENCY, AND EFFECTIVENESS?

  22. WHAT DO WE REALLY WANT AS LEADERS? • USE INFORMATION AS POWER OR FOR DATA-DRIVEN DECISION MAKING? • KEEP THE STATUS QUO OR BE FUTURE-DRIVEN? • CONFORMITY, OR CREATIVITY AND EMPOWERMENT OF OTHERS?

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