© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 11 Mid-Level Management Development Program Center for University Learning

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 2 Leadership Pipeline

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 3 Leadership Skills Are Key Leadership skills most critical to personal success, over technical and business skills Leadership skill set also needed the most development Only 10% feel “well-prepared” to meet top challenges Source: Development Dimensions International, Global Leadership Forecast 2011

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 4 Source: Development Dimensions International, Global Leadership Forecast 2011 Mid-Level Leaders Are Feeling The Stress 7 in 10 mid-level leaders report increased stress Top factors leading to stress: – Increased personal workload – Increased pressure to succeed

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 5 Empowerment & Teamwork Keep Mid- Level Leaders Engaged 90% said engagement level same or higher now compared to 24 months ago Biggest drivers of engagement: – Ability to make decisions – Trust – Teamwork Source: Development Dimensions International, Global Leadership Forecast 2011

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 6 Essential Leadership Competencies

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 7 Leadership Needs Analysis: Combined Ranking Results (ESS & ITS) RankSkills 1 Influence peers and high-level leaders 2 Create environment to motivate staff 3 Build/ strengthen trust with others 4 Use effective communication & feedback skills 5 Adjust to others motivations & personal tendencies 6 Help new hires build networks of people 7 Help team members develop effective solutions 8 Gain commitment to upcoming changes Sample Size: 13 Managers, 1 Director

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 8 Leadership Needs Analysis: Ranking Results from Managers(ESS & ITS) RankSkills 1 Develop own leadership skills 2 Influence peers and high-level leaders 3 Discuss retention issues to reduce turnover 4 Creates environment to motivate staff 4 Address performance problems 4 Initiate the progressive discipline process 7 Builds/ strengthens trust with others 8 Build own network to gain advice/coaching Sample Size: 13 Manager

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 9 Comments from KSU Managers Q. How will improving your leadership or people skills help you in your management position at KSU? Improve the overall work environment. Better understand what works best for each individual. Administer more effective & productive meetings- Identify areas of disagreement & concern - Become more effective coach & mentor. Deal with personnel conflict issues. Become a leader, not just a manager. Better collaborate with peers and higher management. Will help with upward mobility for both the team and me. Provide a platform to network and connect with others in the same role.

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 10 Session 1 Essentials of Leadership Embracing and Leading Change Session 2 Coaching for Success Coaching for Improvement Session 3 Setting Performance Expectations Resolving Conflict Session 4 Leading High Performance Teams Development Planning Session Training Curriculum

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 11 Essentials of Leadership- Foundational Skills

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 12 Effective Feedback: Specific Timely Balanced Essentials of Leadership- Foundational Skills

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 13 Embracing Change 5. Change Pursuit Knowledge Check Game & Call to Action 3. Phases of Change Phases & Personal Charter 4. Case Study Control Evaluator & Influencing Change 3-Round Simulation 1. Change, Change, Change! 2. What’s Your Change IQ? Specific Change Self Assessment

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 14 Proactive and Reactive Coaching Coaching for Success helps people achieve their goals and avoid problems… …a more positive experience for leaders and those being coached.

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 15 Driving Accountability

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 16 Preparing for 2012

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 17 Stages of Conflict

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 18 High Performance Teams

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 19

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 20 The Journey Diagnose Train & Develop Apply Coach Reinforce

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 21 Comments from KSU Managers Q. What can management do to support your skill development? Provide training opportunities, create conducive environment to change and allow for grass root level ideas to grow. Reinforce the things we learn and provide support. Offset some of my daily operational duties during training to support my leadership skill development. Continued communication of changes and strategic objectives, continued trust in the decisions/actions of mid-level managers. As I learn more, I would appreciate more responsibility to be able to employ the skills I have learned. Clear expectations and feedback on results. Difficult to improve without it. I have wonderful support/ Cannot think of anything at this time. Opportunity to attend training (done); tools and time needed; allow for changes to be made based on new learning and allow for new concepts to be introduced.

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 22 Comments from KSU Managers (cont’d) Q. What barriers might prevent you from applying what you learn in training? None/NA/Cannot think of any Stepping into old habits. Lack of time to effectively listen to employees concerns/goals due to competing tasks. Culture at KSU & politics between groups. Overall culture; fear; difficulty to change existing practices w/o criticism. Need courage to make hard decisions when needed (incl. discipline and letting someone go). Due to culture this can be a difficult process. If you let someone go it is difficult to bring someone on at the same salary.

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 23 Team Breakout Discussions What Do You Expect From Your Leader? What Can Your Leader Expect from You? What Barriers Do You Anticipate? What Support Will You Need? How Can We Measure Progress? BeforeDuringAfter

© Development Dimensions Int’l, Inc., MMXI. All rights reserved. 24 Thank you. © Development Dimensions Int’l, Inc., MMX. All rights reserved. 24 Eileen Gray, SPHR