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Supervisors’ Training Fall, 2005

This training session focuses on clarifying institutional goals, supervisor expectations, and philosophical frameworks to enhance supervisory effectiveness. Key areas include team building, student success, and supporting faculty and staff. Emphasizing servant leadership principles, participants will learn to influence, empower, and respect students and colleagues. The workshop also covers management and leadership strategies, effective communication, and organizational skills necessary for promoting a proactive and equitable workplace culture. Join us in aligning our efforts with institutional objectives and fostering a supportive educational environment.

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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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