UI LEAD: Resources
UI LEAD encourages participants to connect, prioritize, and measure results of actions, activities, and ongoing education taken.
UI LEAD: Leadership Education, Assessment, and Development offers participants opportunities to reflect, act, improve, and sustain their leadership competencies.
- Assessment opportunities
Leadership assessment is the cornerstone of the UI LEAD Program.
Assessment is a vital piece in building awareness of your effectiveness in crucial leadership competencies—and tangible evidence of your efforts to enact change.
“Effective leadership rests upon full self-knowledge.” —Rob Goffee and Gareth Jones in Why Should Anyone Be Led By You?, Harvard Business School Press, 2006
UI’s LEAD program begins with a state-of-the-art online assessment opportunity through Envisia Learning. Envisia Learning, a forerunner in the field of leadership development, provides UI LEAD with online assessment instruments and developmental tools which are backed by 20 years of research and experience.
As a participant, you select your raters who will complete the online survey, which provides you with a written report clarifying areas of leadership strength and growth. This is known as 360-degree assessment, or multi-rater feedback. As the 360 assessment is intended to be used solely for developmental purposes, only UI LEAD participants and their advisors have access to the 360 results. While raters do not receive 360 results, we recommend participants share copies of their Talent Development Plan (including goals and success measures) with their immediate supervisor or faculty administrator, which may include opportunities identified in the survey results. Consistent with 360-degree best practices, a UI LEAD advisor will meet 1:1 with you to facilitate the interpretation of the results report, and to provide support in receiving the feedback.
Once enrolled, your UI LEAD advisor will guide you through the assessment process, helping you to:
- Identify, and communicate, with your survey raters;
- Select the assessment tool that best suits your needs;
- Link to your own self-assessment;
- Understand your results, and identify salient data for your Talent Development Plan;
- Use Talent Accelerator (the online toolkit you receive in UI LEAD), and to support you in your goals through contact 6 and 12 months after your assessment;
- Repeat of the survey process in 18-24 months, and
- Consult on changes in your results.
Our approach is based on research of best practices in successful 360-degree use. An assessment activity itself is not necessarily developmental. That is why UI LEAD combines developmental planning and follow-up, plus supervisory involvement, to achieve better results.
Your UI LEAD advisor can consult with you to select an assessment tool and approach that fits your needs:
- OVERVIEW of 360 Assessment Tools (pdf file)
- DETAIL of 360 Assessment Tools
- ExecView 360 (designed for senior administrators) (pdf file)
- LeaderView 360 (designed for mid-to-senior level leaders) (pdf file)
- ManagerView 360 (designed for front-line supervisors to mid-level managers) (pdf file)
- Emotional IntelligenceView 360 (designed for leaders at all levels. May best fit those not in formal leadership roles.) (pdf file)
You will also have an opportunity to respond to the same survey that your raters receive. This self-assessment is repeated at the end of the program, and the results will be included in the comprehensive reports from Envisia Learning.
Additionally, your advisor may recommend supplemental assessment tools to provide insight into your health or work style, such as the Health Risk Assessment, the DISC (The Universal Language™) behavioral-styles assessment, or the Myers-Briggs Type Indicator. DISC Information
Source: Dr. Kenneth Nowack, Envisia Learning
What is 360-degree feedback?
360-degree feedback is a process of comparing self-perceptions of skills, performance, or personality attributes to those of others who work closely with the individual. The invited feedback typically comes from direct reports, peers, colleagues, and managers in the organizational hierarchy, and in some cases from external sources such as customers and suppliers, or other interested stakeholders. The goal of 360-degree feedback is to enhance awareness of one’s strengths and potential developmental opportunities to increase personal or team effectiveness. “360” refers to the 360 degrees in a circle, an all-around view, and 360-degree feedback is also known as multi-rater feedback.
What are some of the major features of 360-degree feedback?
- Typically measures specific behaviors and competencies associated with job performance and success.
- Provides for a confidential process to obtain feedback from others who work closely with an individual.
- Focuses on observed behaviors that can be modified.
What are potential uses of 360-degree feedback?
- Leadership Development
- Talent Management/Succession Planning
- Personal and Professional Awareness and Growth
- Supervisory and Management Training
What are the benefits of 360-degree feedback?
- 360-degree feedback provides the participant with an opportunity to learn how others perceive them, leading to increased self-awareness.
- 360-degree feedback encourages self-development.
- 360-degree feedback helps increase understanding of the behaviors required to improve both individual and organizational effectiveness.
Leadership education expands your knowledge base through a variety of instructional formats.
UI LEAD recognizes that each faculty and staff participant has unique learning interests and needs. In connecting participants to leadership education resources, UI LEAD advisors engage the participant in a dialogue of specific learning objectives, and may consult with other faculty and staff professionals before identifying potential opportunities.
Resource referrals may help you connect to coursework, books, career development resources, and more. Some of the UI resources may require modest fees, while many do not.
For example, some of professional development opportunities are available through OE’s unit, UI Learning & Development:
Myquickcoach is an online resource filled with videos, articles and PDFs. Search this helpful resource for topics such as performance, coaching, career development, leadership, motivation and employee engagement.
Series Programming for UI Employees
A variety of series programs, targeting various learning needs of our community, are available for UI employees. Typically, each series has an annual enrollment period.
Instructor-led courses are also available, as well as special seminars on leadership topics featuring nationally-acclaimed speakers.
Award Programming for UI Employees
Eligible employees have the opportunity to learn a new skill through the Internship Program; obtain financial assistance to attend a conference, workshop, or course through the Mary Jo Small Fellowship Award; receive funding for a class through the Tuition Assistance Program; or receive free admission to attend a for-fee UI Learning & Development-sponsored event.
Leadership development continues with Talent Accelerator, UI Learning & Development offerings, or Leadership Coaching—or referrals to resources.
Our goal is to enhance individuals’ leadership competencies, and assist their growth toward the next level of professional leadership. To achieve that, our leadership development work is focused on supporting participants to recognize strengths and opportunities, to challenge themselves, and to develop multiple facets of leadership. When participants have specific development needs not addressed through our services, we may suggest other resources on or off campus.
All UI LEAD participants receive a one-year subscription to Talent Accelerator, an online toolkit from Envisia Learning that:
- Embeds your 360 results, to tailor development objectives;
- Offers a comprehensive array of leadership best practices;
- Helps you create, reinforce, and measure your goals, and
- Provides an interactive environment to sustain your development.
Talent Accelerator is a self-directed development planning system that can help turn awareness into action. The system provides a structured approach for connecting your 360-assessment data to your professional development plan. In addition to being an educational tool, Talent Accelerator helps you and your UI LEAD advisor track your progress, and put your Talent Development Plan into motion.
UI LEAD participants have free access to Talent Accelerator for one year. Features include:
- Development Resource Library:
Provides a comprehensive source of readings, web sites, and media.
- Development Suggestions:
Provides specific developmental suggestions for you to try on the job to enhance your effectiveness.
- Development Planning "Wizard":
Walks you through your assessment report and provide a structured way to focus on those behaviors that are most important.
- Automated Reminders:
Allows you to select how often you want the system to email you reminders of due dates on your development plan.
- Development Journal:
Provides a confidential journal space for you to reflect on actions taken and results experienced on your developmental journey.
While working with you to create a personalized Talent Development Plan, your UI LEAD advisor will refer you to educational resources that suit your needs and interests. One such resource may be Leadership Coaching.
Anyone who is interested in Leadership Coaching must first enroll in UI LEAD. UI leaders with high potential for development may be considered candidates for this program.
Like UI LEAD, OE’s Leadership Coaching process is also based upon the creation of a powerful partnership between the participant, his/her supervisor, and the coach. This partnership supports clients to maximize their potential and achieve work-related outcomes that will lead to organizational success. It is to be viewed as developmental, not evaluative in nature. Coaching sessions provide a transformative space where leaders can reflect upon, plan, and practice effective leadership skills and behaviors.
What is the impact of leadership coaching?
Frequently-quoted research studies show an average return of 5.7 times the initial investment.
Research on the impact of coaching shows:
- Increased productivity, and improved quality of work, and of work group relationships.
- Increased work and job satisfaction.
- Significant change in behavior and skills as viewed by supervisors, direct reports, and peers, specifically in communications, sensitivity, and overall business relatedness.
Source: Research and meta-analysis by Kenneth Nowack, Ph.D. and Bruce Heller, Ph.D. in “Making Executive Coaching Work” as published in www.trainingmag.org
What have our clients said?
What past participants in OE’s Leadership Coaching say:
- “It was refreshing to talk about workplace issues with my [advisor/coach]. She knew enough about my situation to provide useful feedback, but was far enough away from the . . . details that she could offer an unbiased perspective on the problems I was facing.”
- “I spend more time listening to the people that work for me—I can tell they appreciate it.”
- “I am more open to staff. I am delegating more day-to-day duties and am considering how to do more.”
- “I am becoming more mindful of my behavior and how others react.”
Three conditions that must exist prior to coaching:
- Client desires a change.
- Organization or unit will support activity.
- Desired changes are focused on leadership behaviors, not on technical skills specific to the participant’s area of work.
The OE Leadership Coaching Process
- Faculty and Staff members must first enroll in UI LEAD.
- Clearly determined goals and agreements set by the participant, his/her supervisor or faculty administrator, and the coach on desired behaviors, with a focus on strengths. (Human Resource representative is included as appropriate).
- Training, skill building, and issue resolution for ten, 60-90 minute sessions, every 2-3 weeks at University Services Building. (Includes UI LEAD sessions).
- Planned communication will occur to supervisor/administrator with client input.
- Summary presented to client participant for review reflecting measures on original agreement.
- Closing meeting with participant, supervisor/administrator, coach, and Human Resources, if appropriate.
- Follow-up at 6 and 12 months. Plus, a repeated 360-degree assessment and results meeting in 18-24 months, as described in UI LEAD.
The Participant in Leadership Coaching
- Collectively with supervisor or administrator, defines, clarifies, and commits to specific action steps. The underlying question is “If you want things to be different, what are you willing to change?” This builds a vision of possibility.
- Makes all appointments/calls on time.
- Is responsible for agreed upon goals and objectives, striving for achievement.
- Expects the coach to be honest and straightforward.
- Agrees to invite other people to provide feedback to the coach and allow the coach to observe client in their work area.
The Leadership Coach
- Asks questions to assess the level of the participant’s and supervisor’s/administrator's commitment to the action.
- Leads the first session with participant and supervisor/administrator, asking for a specific discussion related to goals and action steps.
- Supports the participant (employee) to change.
- Tracks the participant’s progress and shares periodic updates with supervisor/administrator.
- Respects the participant’s willingness
to be truthful and keeps information within the bounds of the contract.
- Specific conversations are generally not shared.
- Themes, goals, and consultant impressions will be shared with supervisor/administrator as agreed upon.
- Attendance will be shared.
- Reports will be shared with supervisor/administrator as needed.
- Focuses the participant and the participant’s supervisor/administrator on commitments, and coaches both that it will take time to realize long-term change.
- Is often bold and forthright with feedback.
- Follows University of Iowa policies related to mandatory reporting for sexual harassment, violence etc.
The Participant’s Supervisor or Faculty Administrator in Leadership Coaching
- Defines, clarifies, and supports the action steps as defined with participant.
- Communicates with participant 1:1 regarding goals and how to support progress.
- Communicates with coach via email, phone, or in person, regarding goals and how to support progress.
- Views process as an enhancement to current performance management. Will integrate closing recommendations into performance goals as appropriate to sustain performance.
- Will view the coaching experience as confidential unless (together with participating employee) determined otherwise.