Missouri State > Office of the Provost > Resources > Faculty Development > Provost Leadership Program
Provost Leadership Program
(4/25/2008)
Introduction and Overview
As the song goes, “… Oh the times, they are a changin’.” The impetus for change at Missouri State University has come from both internal and external sources. Legislation, budgetary constraints, and increased public accountability are just a few of the external forces of change, with movement to a more distributed leadership model as one of the larger internal sources of change. Combined, they have created a crucible for opportunity. But, opportunities fade without effective leadership. Identifying, promoting, and preparing our leaders will aid in meeting the current and future challenges the University does and will face as well as aiding faculty in understanding relevant national issues. The Provost’s Leadership Preparation Program is one prime vehicle to accomplish this goal.
The Provost’s Leadership Preparation Program is a one year, cohort-based program designed to help develop leadership and University knowledge, skills, abilities, and dispositions within faculty. Unlike past leadership training efforts, this is not simply a “pipeline” into management positions. That is, it is “non-positional.” The Provost’s Leadership Preparation Program is thus a means of educating and empowering interested faculty at all levels about the administrative workings of the University, in the context of larger socio-cultural influences, to better equip them to lead in whatever capacity they are called upon to do so. It prepares them to ask challenging questions and seek answers within the University, the community, the nation, and higher education in general. Thus, leadership is envisioned here as the ability to facilitate growth of ideas, recognize multiple perspectives in a situation, and understand how to work towards consensus on issues. Development of leadership abilities may enable a person to find creative solutions to mutually defined problems and challenges. In doing so, other skills are required including delegating, developing a climate of support and positivity, vision, and encouragement of collegiality. Faculty who develop these and other relevant skills will be better equipped to contribute to the University in a variety of ways, including participate in committees, sometimes as chair, participate within and beyond one’s own department in decision-making, as well as advancing into various administrative roles.
This is a competitive, voluntary program in which 8 to 12 faculty (and some University Fellows) engage in a variety of activities that help produce better University citizen-leaders. While there is no compensation offered either in the form of stipends or re-assigned classes, expenses for some activities (i.e., dinner meetings, conferences) may be provided either by the Provost’s office or shared between the Provost’s office and the faculty member’s academic unit (as negotiated and clearly specified, in writing, prior to the activity). The program requires the investment of approximately 2 to 4 hours a week, on average, in learning activities, with somewhat heavier involvement during projects.
Activities
Activities have varied widely in the past, but have often encompassed meeting with University groups and officials such as:
University Board of Governors
President and Provost
University Counsel and Chief Financial Officer
Head of the Office of Equity and Diversity
Provost’s office administrators and staff
Dean/Department Heads
Head of the Academic Development Center
Other specifically preauthorized activities might include shadowing Department Heads, Deans, and other administrators, leadership conference participation, and other types of University-related training opportunities (such as in strategic planning, budgeting, education law, etc.).
The group may want to review the literature and have discussion activities on specific topics such as say diversity or student success. Thus, participants consider issues from local, state, and national perspectives. As examples of possible questions to consider: How can we increase learning in our large classes? How can we engage and challenge our freshman students more so as to increase the retention rate of freshmen to sophomore? How do faculty teach “diversity” in their courses? With the world becoming so global, how can we exploit diversity to broaden the learning experiences of all our students?
The program year is divided into two parts. The first semester encompasses the kinds of preparation experiences listed above, along with periodic cohort meetings to process and assimilate experiences and independent readings on current topics in higher education as are pertinent to both the participant’s interests and emerging University needs. It may also include participation in a new or on-going project within the University that will allow for the immediate application of leadership skills attained. The second semester is designed to be a more “customizable” experience to better meet the individual faculty member’s leadership learning desires. This may include participating with others on campus in targeted projects useful to students, faculty, and/or administration. Leadership participants will propose a customized plan for further leadership exploration. The Faculty Leadership Committee will review plans submitted by each faculty member and make recommendations to the Provost.
Nomination and Application Process
Potential participants for the leadership program will be solicited through nominations from Deans, Department Heads, and colleagues, as well as through self nominations. Nominees will be asked to provide a current vitae, a brief (i.e., no more than one page) statement of interest in the program, and their desired goals. Nominations will occur in the Spring semester (deadline May 1st, 2008), with the cohort year beginning in the Fall, unless otherwise specified. All application material should be in the Provost’s office no later than 5pm, May 9th, 2008. Materials should be directed to Mary Lynne Golden, Executive Asst., Office of the Provost.
The Deans, Department Heads and colleagues are encouraged to consider, consult with, and nominate women, minorities, and faculty with disabilities for this program. Further, women, minorities, and faculty with disabilities are encouraged to self-nominate.
Nominations will be reviewed and evaluated by the Faculty Leadership Committee (appointed by the Provost). The committee will make recommendations to the Provost, who will make the final selections of participants. Every applicant will be informed of the final decision.
Introduction and Overview
As the song goes, “… Oh the times, they are a changin’.” The impetus for change at Missouri State University has come from both internal and external sources. Legislation, budgetary constraints, and increased public accountability are just a few of the external forces of change, with movement to a more distributed leadership model as one of the larger internal sources of change. Combined, they have created a crucible for opportunity. But, opportunities fade without effective leadership. Identifying, promoting, and preparing our leaders will aid in meeting the current and future challenges the University does and will face as well as aiding faculty in understanding relevant national issues. The Provost’s Leadership Preparation Program is one prime vehicle to accomplish this goal.
The Provost’s Leadership Preparation Program is a one year, cohort-based program designed to help develop leadership and University knowledge, skills, abilities, and dispositions within faculty. Unlike past leadership training efforts, this is not simply a “pipeline” into management positions. That is, it is “non-positional.” The Provost’s Leadership Preparation Program is thus a means of educating and empowering interested faculty at all levels about the administrative workings of the University, in the context of larger socio-cultural influences, to better equip them to lead in whatever capacity they are called upon to do so. It prepares them to ask challenging questions and seek answers within the University, the community, the nation, and higher education in general. Thus, leadership is envisioned here as the ability to facilitate growth of ideas, recognize multiple perspectives in a situation, and understand how to work towards consensus on issues. Development of leadership abilities may enable a person to find creative solutions to mutually defined problems and challenges. In doing so, other skills are required including delegating, developing a climate of support and positivity, vision, and encouragement of collegiality. Faculty who develop these and other relevant skills will be better equipped to contribute to the University in a variety of ways, including participate in committees, sometimes as chair, participate within and beyond one’s own department in decision-making, as well as advancing into various administrative roles.
This is a competitive, voluntary program in which 8 to 12 faculty (and some University Fellows) engage in a variety of activities that help produce better University citizen-leaders. While there is no compensation offered either in the form of stipends or re-assigned classes, expenses for some activities (i.e., dinner meetings, conferences) may be provided either by the Provost’s office or shared between the Provost’s office and the faculty member’s academic unit (as negotiated and clearly specified, in writing, prior to the activity). The program requires the investment of approximately 2 to 4 hours a week, on average, in learning activities, with somewhat heavier involvement during projects.
Activities
Activities have varied widely in the past, but have often encompassed meeting with University groups and officials such as:
University Board of Governors
President and Provost
University Counsel and Chief Financial Officer
Head of the Office of Equity and Diversity
Provost’s office administrators and staff
Dean/Department Heads
Head of the Academic Development Center
Other specifically preauthorized activities might include shadowing Department Heads, Deans, and other administrators, leadership conference participation, and other types of University-related training opportunities (such as in strategic planning, budgeting, education law, etc.).
The group may want to review the literature and have discussion activities on specific topics such as say diversity or student success. Thus, participants consider issues from local, state, and national perspectives. As examples of possible questions to consider: How can we increase learning in our large classes? How can we engage and challenge our freshman students more so as to increase the retention rate of freshmen to sophomore? How do faculty teach “diversity” in their courses? With the world becoming so global, how can we exploit diversity to broaden the learning experiences of all our students?
The program year is divided into two parts. The first semester encompasses the kinds of preparation experiences listed above, along with periodic cohort meetings to process and assimilate experiences and independent readings on current topics in higher education as are pertinent to both the participant’s interests and emerging University needs. It may also include participation in a new or on-going project within the University that will allow for the immediate application of leadership skills attained. The second semester is designed to be a more “customizable” experience to better meet the individual faculty member’s leadership learning desires. This may include participating with others on campus in targeted projects useful to students, faculty, and/or administration. Leadership participants will propose a customized plan for further leadership exploration. The Faculty Leadership Committee will review plans submitted by each faculty member and make recommendations to the Provost.
Nomination and Application Process
Potential participants for the leadership program will be solicited through nominations from Deans, Department Heads, and colleagues, as well as through self nominations. Nominees will be asked to provide a current vitae, a brief (i.e., no more than one page) statement of interest in the program, and their desired goals. Nominations will occur in the Spring semester (deadline May 1st, 2008), with the cohort year beginning in the Fall, unless otherwise specified. All application material should be in the Provost’s office no later than 5pm, May 9th, 2008. Materials should be directed to Mary Lynne Golden, Executive Asst., Office of the Provost.
The Deans, Department Heads and colleagues are encouraged to consider, consult with, and nominate women, minorities, and faculty with disabilities for this program. Further, women, minorities, and faculty with disabilities are encouraged to self-nominate.
Nominations will be reviewed and evaluated by the Faculty Leadership Committee (appointed by the Provost). The committee will make recommendations to the Provost, who will make the final selections of participants. Every applicant will be informed of the final decision.