Executive Development

(September 24, 2024 | 9AM – 10AM | Location: Siebel Center for Design Classroom 1002.)

In this session, we’ll explore the importance of cultivating a strong support network across campus and in the community to bolster your success. We’ll discuss strategies for identifying key partners, champions, and mentors who can offer guidance as you navigate your professional journey.

• Gioconda Guerra Pérez, Executive Associate Vice Chancellor for Diversity
• Pat Justice, former Executive Associate Vice Chancellor for Institution Advancement and Associate Vice President of the University of Illinois Foundation
• Bryan Rojek, Executive Director for Compensation Strategy

(October 24, 2024 | 9AM – 10AM | Location: Siebel Center for Design Classroom 1002.)

This session delves into the nuances of decentralized culture within the higher education landscape, examining its implications for decision-making, partnership development, and organizational structure.

• Stephen Bryan, Associate Vice Chancellor for Student Advocacy & Dean of Students
• Wanda Ward, Executive Associate Chancellor for Public Engagement
• Sarah Zehr Gantz, Assistant Vice President for Academic Affairs for the University of Illinois system

(November 13, 2024 | 9AM – 10AM | Location: Siebel Center for Design Classroom 1002.)

Embark on a transformative exploration of your leadership journey focusing on an inclusive leadership framework. This session empowers participants to reflect on their own growth, cultivate emotional intelligence, and embrace practices to foster diverse and thriving teams.

• Nizam Arain, Associate Vice Chancellor for Access and Equity
• Bria Marcelo, Assistant Chancellor for Culture, Learning, and Engagement

(December 4, 2024 | 9AM – 10AM | Location: Siebel Center for Design Classroom 1002.)

In this session, we’ll dive into the essentials of change management, exploring strategies for adaptive leadership in dynamic environments. We’ll tackle key topics such as pushing boundaries and managing resistance.

• Becky Hinrichs, Director of Employee Learning & Organizational Effectiveness
• Becky McNaught, Executive Director for Project Management and Business Service Quality

(January 28, 2025 | 9AM – 10AM | Location: TBD)

This session explores the profound influence of global and cultural factors in academic and professional environments, both locally and abroad. Participants will learn strategies for being intentional in fostering a global mindset to thrive in diverse settings.

• Reitu Obakeng Mabokela, Associate Chancellor and Vice Provost for Global Affairs & Strategies
• Martin McFarlane, Director of International Student and Scholar Services

(February 19, 2025 | 9AM – 10AM | Location: Siebel Center for Design Classroom 1002.)

In this session, we dissect the intricate web of influence surrounding financial matters within organizations, focusing on fundraising and stakeholder priorities.

• Dale Wright, Associate Vice Chancellor for Advancement
• Mike Ross, Director of Krannert Center for the Performing Arts

(March 12, 2025 | 9AM – 10AM | Location: Siebel Center for Design Classroom 1002.)

This session is designed to equip leaders with the tools and techniques to effectively guide their teams towards success. Participants will explore strategies for fostering a supportive and empowering environment, enhancing team performance, and maximizing individual potential through effective coaching and leadership practices.

• Ingrid Fulmer, Advisor for Strategic Initiatives in the Office of the Provost
• Shari Mickey-Boggs, Senior Associate Chancellor for Human Resources

(April 16, 2025 | 9AM – 10AM | Location: Siebel Center for Design Classroom 1002.)

This session delves into the transformative role of Artificial Intelligence (AI) in learning and organizational contexts, while also addressing critical ethical considerations. We’ll explore how AI is reshaping learning methodologies, optimizing organizational processes, and driving innovation.

• Mairéad Martin, Chief Information Officer
• Luanne Mayorga, Assistant Chancellor for Strategic Programs and Partnerships

• October 16, 2024: What EOs Need to Know About this Year’s Campus Budget – Hybrid
• November 5, 2024: Leading with Confidence Through Uncertainty: Supporting Students in Your Unit – Hybrid
• November 20, 2024: Where and How to Get Your Unit’s Data and Use it for Reporting and Planning
• December 11, 2024: Planning Your Unit’s Budget and Resource Allocation
• January 22, 2025: All About Undergraduate Student Affairs
• February 26, 2025: Fostering Effective Working Relationships with Administrative Assistants: A Primer for New EOs
• March 26, 2025: Rethinking Business as Usual: What Changes in HR and IT Mean for Unit Eos
• April 23, 2025: How to Share Good News and Manage “Not-So-Good” News
• May 6, 2025: Conversation with the Provost

A 360-review assessment is a comprehensive service designed to provide employees with valuable feedback from multiple perspectives. This process involves collecting input from an individual’s peers, subordinates, and supervisors to gain a well-rounded view of their performance, strengths, and areas for improvement. By leveraging this holistic feedback, employees can develop a deeper understanding of their impact within the organization and create targeted development plans to enhance their skills and effectiveness.

The CQ Pro Assessment measures an individual’s capability for working and relating across cultures by evaluating skills in four distinct areas: 

•  CQ Drive, which assesses the level of interest, persistence, and confidence during multicultural interactions; 
• CQ Knowledge, which gauges understanding about how cultures are similar and different; 
• CQ Strategy, which measures awareness and the ability to plan for multicultural interactions;
• CQ Action, which evaluates the ability to adapt when relating and working in multicultural contexts.

The Personal Feedback Report includes self-ratings and norms for the four CQ capabilities, self-ratings and norms for the thirteen CQ sub-dimensions, a development and action plan, and personal cultural value preferences.

The Hogan development assessments are based on the concept that identity is the personal narrative we create about ourselves, often leading to inflated or overly critical self-perceptions. In contrast, reputation reflects how others perceive us based on our behaviors and social interactions, which is crucial for workplace success. Assessing personality reveals both the “bright side,” where individuals excel in collaboration and leadership, and the “dark side,” which may emerge under stress and hinder relationships and performance. Additionally, understanding the internal aspects of personality—such as values and motivations—provides insight into what drives individuals to succeed in specific roles and environments.