© 2014 korn ferry. all rights reserved. “ the road to leadership: development that yields...
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© 2014 Korn Ferry. ALL RIGHTS RESERVED.
“The Road to Leadership: Development that Yields Relevant and Sustainable Meaning”
National Hispanic Medical Association
Discussants::
Heather J. Kopecky, PhD, MBA & Abigail L. Ulrich, PhD(c), MHA
March 30, 2014
Washington, D.C.
Disclosure: The discussants are employed by Korn Ferry International, a publically traded international leadership services firm.
Why Did You Go Into Healthcare?
Current State
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Ethnic Diversity in Professional Academic Leadership Positions at Colleges Nationwide
79%
9%
5% 4%
Percentage
WhiteBlackHispanicOther
Primary Source: Department of Education Data 2011 as reported by the Chronicle of Higher Education, Diversity in Academe, June 14, 2013.
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Hispanic Diversity at the Board Level in the Fortune 500
Primary Source Website: Hispanic Association on Corporate Responsibility 2013
• Hispanics Held 3% of the Seats in the Boardrooms of Fortune 500 Companies.
• 70% of the Fortune 500 Did Not Have a Hispanic on Their Board.
• Latinas Held >1% of Board Seats in the Fortune 500.
• There Were Only 10 Hispanic CEOs in the Fortune 500.
• 133 Hispanic Individuals Held 171 Board Seats in the Fortune 500.
• Only Four Percent of Fortune 500 Companies Had Two Hispanics on Their Board.
Do Search Committees and Boards Truly Understand Why
Diversity is Important?
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Three Reasons For Ethnic Diversity
Ethnic Diversity is an Important Social Asset Which Has a Positive Affect and Increases Creativity & Innovation.
Ethnic Diversity Challenges Social Solidarity and Helps Organizations Engage in Complex Problem Solving, Strategic Decision Making, and Management Monitoring
Longer Term Ethnic Diversity Creates a Broader Sense of “We” & Improves the Ability of an Organization to Relate to a Broader Base and Helps Compete more Effectively in a Diverse Global Marketplace (Corporate or Academic)
The Selection Process & Its Challenges
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The Selection Process
Diversity is demanded in terms of gender and race.
Challenge 1: Scrutiny around pedigree,
background & track record.
Challenge 2: Getting a minority to the short list.
Challenge 3: Convincing diverse individuals that the search is legitimate.
Challenge 4: Assuring the pool has multiple
minorities to focus judgment on an individual
basis vs. a stereotype.
….and It’s Challenges
Key Competencies for Board Membership
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Key Competencies Specific to Those Seeking Public Board Positions
Tangible
• Broad business expertise• Specific technical/functional skills• Demonstrated industry expert• Proven leader• Advantageous connections• Board experience • The time to be a committed
director
Intangible
• Positive energy• Passionate Collaborator/Learner• Constructive orientation• Able to hold views • Able to express views in a
collegial manner• Potential to chair a board
committee
The Case Study of Founding Dean Francisco Fernandez, MD
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Case Study
Francisco “Frank” Fernandez, MD
Founding Dean, University of Texas-South Texas School of Medicine
1. Cuban native, migrated to U.S. in 1961, naturalized in 1974.2. Married with two children.3. Trained at the College of the Holy Cross, Tufts University SOM, and Massachusetts
General Hospital.4. Board Certified in Psychiatry and Pain Management.5. Expertise in the neurobehavioral complications of medical illness.6. Appointments include MDACC, St. Luke’s Episcopal Hospital, the University of
Texas, Baylor College of Medicine, Loyola University SOM (Chair), and the University of South Florida SOM (Chair).
7. Incoming President of the American Psychiatric Association.8. Numerous awards, grants and publications.9. Participates in numerous boards at the national level.10. Recently appointed Founding Dean at the University of Texas-South Texas School of
Medicine (April 2014).
Takeaways
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Positioning Yourself for Leadership
• Recognize the value of your inherent skills.
• Education is a key factor for ethnically diverse individuals in gaining leadership experiences. These qualifications provide the organization/board with symbolic evidence of knowledge and learning, and hence legitimacy.
• Educate yourself. Meet with leaders, CEOs and Directors you know to learn what is expected and how to add value to an organization/board.
• Write a professional bio that shows why you are unique.
• Create a target organization/company list – best fit, avoid conflicts.
• Be realistic. Experience at similarly situated/size organizations/companies.
• Be patient. Timing matters. Past relationships surface opportunities.
Developing a game plan…..
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Positioning Yourself for Leadership
• “Develop a passion, take on an issue related to that passion, and make it count.”
• “My leadership framework”….
Advice from Frank…………….
Heart
Respect
DignitySensibility
Positivity
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Positioning Yourself for LeadershipThe win-win occurs along many dimensions…..
Chemistry
Opportunity Cost
Remuneration
Time Commitment
Quality of
Company
Quality of Management
Team
Fit with Skills & Interests
Profile of Other Direc-
tors
© 2014 Korn Ferry. ALL RIGHTS RESERVED. 18© 2014 Korn Ferry. ALL RIGHTS RESERVED.