Comments on: Building a leadership program. Go.

By: mbt shoes

mbt shoes — Fri, 09 Jul 2010 14:21:36 +0000

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By: Jeff Jackson

Jeff Jackson — Mon, 01 Feb 2010 10:24:17 +0000

It is always exciting to make something from scratch. You don't have to hear, “but that is how we have always done it.” When I built a program from the start we made a list of existing programs, classes, retreats, and workshops that either has a leadership training or leadership development intentions to it. I had picked a committee of campus collaborators to brainstorm, and our list was quite lengthy.

At UA, when I was the dir of BlueChip we had a very comprehensive program 4 years, multiple themes, living learning community, and we used multi- models depending on where they were in the program. We also created a certificate program for those that wanted training but could not make the BlueChip commitment.

By: Lisa

Lisa — Mon, 01 Feb 2010 04:55:47 +0000

We started reworking our leadership programming a couple years ago, and it continues to be an exciting process. Cindy, I agree that choosing one model isn't always necessary. Instead of building our programs from a single model, we test our programs against various models. For example, we have looked at our existing programs in terms of how they respond to all stages of the Leadership Identity Development Model. We also try to offer various types of programs to appeal to a wide variety of students. These include book discussions, leadership blogs, two-day intensive retreats, one-on-one assessments, a leadership task force, etc. I'm looking forward to reading your series and also learning from those who comment.

By: uberVU - social comments

uberVU - social comments — Sat, 30 Jan 2010 09:23:37 +0000

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By: kevinprentiss

kevinprentiss — Fri, 29 Jan 2010 23:13:40 +0000

I'm just on some list somewhere so they sent it to me. Now I'm talking
about it on a blog - so they probably got their $2 worth : ) It comes
out in two weeks.

I completely agree on simplistic - but that's one of the strengths of
both books. I can remember them. Almost every time I want to talk
about Chickering I have to look it up to make sure I've got all seven
right.

The clarity of both books make them really useful. There's a place for
both clarity and murky depth - somedays I like to struggle with a
subject and an author. Lord knows I struggle with things that are
harder for me as a writer, but boy do I appreciate clarity when I can
find it.

One of my goals for this year is to focus more on clarity as a way to
accelerate change. It's definitely a leadership skill that requires
practice.

By: cindykane

cindykane — Fri, 29 Jan 2010 23:00:37 +0000

When you say “early copy” are you saying it's not out yet? You are so cutting edge, Kevin!

The Kotter book was so straightforward it almost made me think it was too simplistic. But, it made me clearly understand some mistakes I've made in change processes in my early career. I remember being a new professional and assuming change would happen just because I wanted it to!

By: cindykane

cindykane — Fri, 29 Jan 2010 22:59:02 +0000

Thanks for your comment, Christopher!

It appears to others to lack intentionality because it DOES lack intentionality! I like to think that we are going to focus on where we go from here and move forward, with what we've done in the past likely to “catch up” with our forward progress.

Do you think that is reasonable to expect?

By: kevinprentiss

kevinprentiss — Fri, 29 Jan 2010 22:24:27 +0000

Cindy - I love John Kotter's book, and just read an early copy of "Switch - how to change when change is hard" by the same brothers who wrote Made to Stick.

They reference Kotter quite a bit and have a very simple, useful framework for thinking about change.

I think it would be a great book for your leaders - a fun read, and very memorable.

Looking forward to your thoughts on assessment!

By: Christopher Lawrence

Christopher Lawrence — Fri, 29 Jan 2010 08:39:08 +0000

I'd start by deconstructing and then reconstructing…look at the common threads that tie together all of the current leadership training/education activities that are occurring. The biggest difficulty of the piecemeal leadership approach that so many of us have started with is that it can appear to outsiders to lack intentionality. The common base will provide a great basis not only for intention but also as the starting point for which you can develop the learning outcomes that you will later want to assess.