Meeting Today’s Leadership Challenges Facing An Academic Dean and Assistant Dean

School of Business, Social Sciences,

Wellness, and Education (BSSWE)

The Community College of Baltimore County

Dr. Avon H. Garrett, DeanDr. Timothy O. Davis, Assistant DeanMarch 6, 2012

Welcome To Our World

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Change Management Cross-Functional Management/Leadership Succession Planning Employee Development Budget Planning & Execution

Discussion Points

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Organizational Chart for theSchool of Business, Social Sciences, Wellness, and Education

NOTE: Linda Steindler, Administrative Assistant to the Dean.*Cross functional team. Approved: July 31, 2003

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Lewin Change Management Process

Refreeze

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Unfreeze Change

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Rapid decision-making Non-parochial view with respect to resources School-wide coverage Communication (effective, efficient &

consistent) Signature authority Executive council

Cross-Functional Management

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Leadership Positions:◦ Dean◦ Assistant Dean◦ Chairperson - 4◦ Program Coordinators - 28

Succession Planning

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Truck Replacement

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BSSWE Fellows Leadership Development Program (BFLDP)

Employee Development

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The BSSWE Fellows Leadership Development Program aligns with the competencies needed to lead & manage within BSSWE:

Foundation Skills Areas of Expertise Roles

Employee Development

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Demonstrating

Adaptability

Civility (Rules

and Procedures)

Networking and

Partnering

Learning Strategist

Business Partner

Project Manager

Professional Specialist

Managing Organizational Knowledge

(Course Scheduling, Understanding School

Structure)

Career Planning and Talent Management

Coaching

Facilitating Change

Foundation Skills

CRIT

ICAL

THI

NKIN

G

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Knowledgeable Faculty Commitment to Strategic Success Shared Responsibility Ombudsmen Career Development Real-Life Case Studies Mentoring/Coaching/Counseling Experiential Project Develop an Executive Summary and Case for

Action

Employee Development

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Succession Planning vsEmployee Development

Succession Planning

Employee Development Main focus is to develop

current employees for advancement to leadership positions planned or unplanned

Ensures qualified pool of candidates to replace key individuals

Prepares future leaders Enhances skills for success in

current position

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Tool provided by the organization to assess the strengths of employees’ Skills, Knowledge, and Abilities.

Assess employees’ plans for their career path, by identifying training, workshop, or conference opportunities.

Increasingly more common in academic environments.

Individual Development Plan (IDP)

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Planning Tool for Faculty & Staff Encourages Personal Review of Professional Needs Professional Development Tool/Record

Promotion Budgeting Annual Professional Summaries (APS) Conferences/Seminars/Symposia

BSSWE Goals for IDP

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Allowing career goals to be planned and achieved in a realistic timeframe.

Linking one’s career goals to the mission of the organization.

Fostering communication between employees and management.

Supporting the BSSWE Budget Process Aiding the Strategic Planning Process for School of

BSSWE

Benefits of Individual Development Plans (IDPs)

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Money Matters

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Budget Planning

In response to today’s challenging economic times and securing needed resources, this requires: Being more specific with budget requests;

Developing Stronger justifications for new

budget requests; and Focusing on program needs instead of wants.

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Timelines Justifications Cost Estimates Incremental Spending Prioritization Strategic Reductions or Plus Ups IMC’s (Internal Management Controls) Execution

Budget Planning

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Questions?

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