Emory U. Trains Its Own Leaders

Autor/in	Selingo, Jeffrey J.
Titel	Emory U. Trains Its Own Leaders
Quelle	In: Chronicle of Higher Education, 55 (2009) 41, (1 Seiten) PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	0009-5982
Schlagwörter	Strategic Planning; Leadership Training; Administrator Education; Management Development; Program Effectiveness; Program Evaluation + Suchen Sie Ihr Suchwort? Strategy; Planning; Strategie; Planung; Führungslehre; Programme evaluation; Programmevaluation
Abstract	This article describes Emory University's Excellence Through Leadership program. Started in 2006, the yearlong program is designed to help up to 20 administrators and faculty members annually improve their leadership skills, as well as create a pipeline to eventually replace senior leaders at the institution. Emory's leadership program is just one reason the university scored well in several recognition categories in "The Chronicle's" Great Colleges to Work For survey, leading to its position on the Honor Roll for four-year institutions. The survey also found other perks to working at Emory: a preschool for employees' children, a one-stop work-life resource center, and access to a comprehensive shuttle and van-pool network. The leadership program's classes, taught by business-school professors and Emory administrators, cover a range of topics, including strategic planning, marketing and branding, and higher-education finance. In addition to the classes, participants receive individual leadership coaching based on assessment tests they take. By design, the program's participants hail from various schools and departments at Emory. The highlight of the program is a group project: Each class is split into two groups for the year and assigned to work on two major problems facing the university, with a goal of making recommendations to the administration. As a result, participants have a greater appreciation for how the university works. About half the recommendations made by group-project participants so far have been put in place. What's even more impressive to Emory officials is how well those in the first three classes of the leadership program have performed on the job since they graduated: A quarter of them have changed job titles; 16 percent have received promotions; and 5 percent have changed divisions. And graduates consistently receive higher merit-pay increases than other employees. And no one who has participated in the program has left Emory. (ERIC).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10