Leadership Professional Development Planning and Mentoring Learning Objectives

Leadership, Professional Development Planning, and Mentoring

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

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

Professional Development Plan • Employee initiated • Open conversation between employee and supervisor/manager at least once per year • Open Chairs • “What are your career aspirations? ”

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 Mentoring Special Assignments/ Workgroups Books/ Readings Other – Your Good Ideas!

Where to Find These Tools? • RFSUNY. org • Training and Support Tools • Learning Tuesdays

Questions 8

Mentoring Program April 9, 2013 Launch!

Employment Value Proposition (Attributes that drive individual’s satisfaction with their employer) 1. 2. 3. 4. 5. Agency’s success and reputation Rewards and compensation Development and advancement opportunities Work/Life balance Quality of people who work there Source: Ed Newman, the Newman Group, Phoenixville, PA 10/26/07

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. ”

Mentor Advisory Council Lisa Gilroy Amy Henderson Harr Mary Kren Garry Sanders Carol Darstein Gina Mc. Mahon Barry Gell Donna Scuto Paula Kaloyeros Rich Agnello Ivar Strand Maxine Thompson RF Central Office leads – Kathleen Caggiano-Siino, Carolyn Mattiske

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.

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

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!

“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

Questions 17

Thank You! 18

Leadership, Professional Development Planning, and Mentoring