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Leadership, Professional Development Planning, and Mentoring
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Learning Objectives Participants will: Hear President Killeen's commitment to Professional Development Hear the vision of Professional Development for several different campuses Preview tools and resources to help design a robust Professional Development Plan
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Learning Objectives (continued) Review principle concepts of mentoring Be given the results on enterprise-wide survey on mentoring Learn about our new campus wide mentoring program to be launched this Spring
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Professional Development Plan Employee initiated Open conversation between employee and supervisor/manager at least once per year Open Chairs “What are your career aspirations?”
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Potential Development Opportunities Outside Seminars / College Courses Self Directed Experiential Learning Improve Financial Acumen Self-Directed Knowledge Transfer Improve Leveraging Skills and Influencing Others Internal Workshops MentoringSpecial Assignments/ Workgroups Books/ Readings Other – Your Good Ideas!
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Where to Find These Tools? RFSUNY.org Training and Support Tools Learning Tuesdays
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Questions 8
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Mentoring Mentoring Program April 9, 2013 Launch!
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Employment Value Proposition (Attributes that drive individual’s satisfaction with their employer) 1.Agency’s success and reputation 2.Rewards and compensation 3.Development and advancement opportunities 4.Work/Life balance 5.Quality of people who work there Source: Ed Newman, the Newman Group, Phoenixville, PA 10/26/07
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Commitment to the Growth of People Servant-leaders are deeply committed to the personal and professional growth of everyone within an organization. There is a difference between “people-building” and “people-using.”
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Mentor Advisory Council Lisa GilroyAmy Henderson Harr Mary Kren Garry Sanders Carol DarsteinGina McMahon Barry Gell Donna Scuto Paula Kaloyeros Rich Agnello Ivar Strand Maxine Thompson RF Central Office leads – Kathleen Caggiano-Siino, Carolyn Mattiske
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Mentor Advisory Council Team’s role is to design a statewide mentoring program that will develop Research Foundation staff by pairing up emerging leaders with seasoned professionals who are committed to the protégé’s professional development. A program that is sustainable and one which is continuously improving over time.
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Mentoring/Professional Development Survey Results University at Buffalo – Faculty to new faculty SUNY Upstate Medical University – New Managers SUNY Brockport – Students mentored by faculty/staff SUNYIT – Informal faculty mentoring & sponsor visiting researcher series to foster research collaboration SUNY Fredonia – For mid-career faculty and professional staff
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Timeline April – Council develops criteria for mentors /protégés designs a learning & development plan, application process May – Announce mentor program and solicit mentors/protégés June – Pair up mentors/protégés July/August - Training September – 1 st Class begins!
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“I have always believed that the best leader is the best server. And if you are a servant, by definition, you’re not controlling. We try to value each person individually and to be cognizant of them as human beings – not just people who work for our company.” “People have an intrinsic value beyond their tangible contributions as workers.” Herb Kelleher, CEO, Southwest Airlines
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Questions 17
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Thank You! 18
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Leadership, Professional Development Planning, and Mentoring
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