Grow Your Own

1
Grow Your Own

• Mentoring Aspiring Administrators
• Presented at CCCAOE by
• Erika Endrijonas, PhD, Dean of Educational
  Programs Santa Barbara City College
• Lin Marelick, Faculty Member and Former
• Dean of Workforce Development
• Mission College, Santa Clara

2
Four Focus Areas

• Identifying and Grooming Future Leaders and
  Administrators
• Providing Leadership Opportunities Through
  Special Projects
• Mentoring A Potential Candidate for
  Administration
• Developing A Leadership Philosophy

3
Identify and Groom Future Leaders Administrators

• What does a good leader look like?
• Qualities they should have
• Clarity of communication
• Ability to make a decision
• Ability to delegate
• Ability to manage conflict
• Empathy unconditional positive regard
• Being a good listener
• Ability to balance the big picture with the
  little picture
• How do you help someone who has these qualities
  but doesnt know it?

4
Identify and Groom Future Leaders Administrators

• Personality Quirks That Get In The Way..
• Inflexibility/rigidity
• Overly demanding
• Having to be right
• Personal neediness
• Inability to make a decision
• Communication pattern that includes a
  condescending tone and/or repetitiveness
• How do you help someone who has these qualities
  but doesnt know it?

5
Identify and Groom Future Leaders Administrators

• How to help a marginal employee who articulates a
  desire to move into a leadership role..
• Give honest feedback, positive or negative, at
  every opportunity
• Ask the potential leader to offer a
  self-assessment when giving that feedback and see
  whether you agree
• Discuss any differences and talk about other
  applications.
• Ask the employee his/her motivation for being a
  leader, and where appropriate, help him/her to
  evaluate whether this is realistic..

6
Providing Leadership Opportunities Through
Special Projects

• Identify skill sets needed for a project
• Identify the skill sets of a potential
  leader/administrator who may be interested in the
  project or just needs a change
• Match the skill sets and assist the employee
  through the project with regular feedback and
  moral support

7
Mentoring a Potential Candidate for
Administration

• Mentoring takes time and effort, so when you
  commit to grooming the candidate.
• Understand their limits and your own
• Discuss their strengths and weaknesses gently but
  honestly- give them constructive feedback
• Model the appropriate behaviors in your everyday
  work life
• Be measured in your approach
• Be generous and share what youve learned
• Dont become overly invested in whether they
  become an administrator just assist them with
  their leadership struggles and give some
  direction

8
Developing A Leadership Philosophy

• Core values are important to developing a
  philosophy. Such values should be based on
• Developing a non-judgmental perspective
• Eliminating career-limiting behaviors
• Understanding the responsibilities of the
  leadership role
• Developing a standard of quality in your work, a
  commitment to excellence
• Developing relationships built on trust
• Demonstrating integrity and demanding it of
  others
• Honing skills (like budget development) and
  creating a (budget) philosophy for
  implementation

9
Other Thoughts

• Will is to grace as the horse is to the rider.
• Saint Augustine
• The level of grace within an organization is
  set by each of us - not by someone else. The
  standards for organizations are those practiced
  by our role models- and if its going to be,
  its up to me. Civility will not occur unless
  someone sets a new standard. We all need role
  models. We follow the examples of those we
  admire, because we assume that their behavior led
  to their success.
• taken from Reclaiming Higher Ground Creating
  Organizations that Inspire the Soul by Lance
  Secretan