Dr.CarlosNevarezCaliforniaStateUniversity,Sacramento

2017-2018FellowsPresentaAonJuly23-27,2017

Roseville,California

AMulAplicityLeadershipApproachtoLeading

Leadershipstyles

KnowingThyself

LeadingInsAtuAonalChange

MulAplicityLeadershipApproach.Introducethephilosophicalbasisfor

theleadershipstylesandoperaAonalizeintopracAce

LeadershipInventories.Enable

fellowstodiscovertheirleadershipstrengthsandareasinneedof

improvementswhiledevelopingaplanforacAon

InsAtuAonalChangeModel.FellowsareintroducedtotheNevarezChangeModelasatooltoaidindividualsinbecoming

strategicagentsofchange.

Holis&cLeadershipDevelopment

700 17%80%

20% 30% 3.9%

700isthenumberoftwo-yearcollegetransi>onsinpresiden>alleadershipsinceJuly2011.

20%isthepercentageofcommunitycollegepresidentswhowere“minori>es”in2016,upfrom12.9%in2011

80%isthenumberofcurrentcommunity-collegeleaderssayingtheywillre>reinthenexttenyears.

Thepercentageofwomenholdingthepresidencyatcollegesanduniversi>esin2016.

17%isthepercentageofcollege&universitypresidentswhowere“minori>es”in2016.

Hispaniccollegepresidents,downfrom4.5percentin2011.

DemographicTrends

AmericanCollegePresidentstudy:AmericanCouncilonEduca>on,2017

AmericanCollegePresidentstudy,na>onalstudyinvolving1,546privateandpubliccollegesanduniversitypresidents,chancellors,&CEOs

Neverhavingenoughmoney Facultyresistancetochange Alackof>metothink

ACEaskedPresidentsabouttheirTopChallenges

44.1%60.8% 45% 44.1%

AmericanCollegePresidentStudy,AmericanCouncilonEduca>on,2017

WhyPresidentsGotShowntheDoor

PresidentsDerailed:

23%

18%

15%

13%

10%

10%

8%

3%

0%

22%

22%

13%

4%

0%

0%

4%

13%

22%

0% 5% 10% 15% 20% 25%

FINANCIALIMPROPRIETY

WIDESPREADCAMPUSDISSATISFACTION

INEFFECTIVEMANAGEMENT

BREAKDOWNINRELATIONSHIPWITHBOARD

ATHLETICSCONTROVERSY

POLITICALCONTROVERSY

LOSSOFFACULTYSUPPORT

SEXUALMISCONDUCT

QUESTIONSOFINTEGRITY

WhyPresidentsGotShowntheDoor

Master's DoctoralChronicleofHigherEduca>on,November,2016

2 Community College Presidents Ousted

Ø  InNewJersey,BergenCommunityCollegetrusteesunanimouslyvotedtofirePresidentKayeWalteragersixyearswiththeins>tu>on.Walterhadayearremainingonhercontract.

ThetrusteesvotedtobuyoutWalter'scontractandreplacedherwithMichaelRedmond,aphilosophyandreligionprofessorandformeradministrator,intheinterim.Thetrusteessaidtherewas"nocause"behindtheirdecisiontopartwayswithWalter.

Ø Meanwhile,trusteesatLunaCommunityCollegeinNewMexicoalsovotedtooust

PresidentLeroySanchez,accordingtoTheAssociatedPress.Sanchezhadfacedclaimsofnepo>smandissuessurroundingthecollege'shiringprac>cessincehistenurebeganin2015.

InsideHigherEd,June29,2017

Benedict College Taps Roslyn Clark Ar<s to Become Its Next Leader FirstwomantoleadthehistoricallyBlackcollegeinColumbia,S.C.,replacingSwintonwhoofficiallyre>redfromhispostlastweekager23yearsonthejob.

What is a Leadership Style?

Leadershipstyleisthemannerandapproachofprovidingdirec>on,preferredgovernancestyle,mo>va>ngpeopleandachievingins>tu>onalgoals.•  Theyarebehavioralmodelsusedbyleaderswhenworkingwithothers.

TheMul>plicityLeadershipApproachtoLeadingIns>tu>onsofHigherEduca>on:• Management,Democra>c,Poli>cal,&Transforma>onal

Whatisyourpreferredstyle?

Leadershipstyleisthemannerandapproachofprovidingdirec>on,preferredgovernancestyle,mo>va>ngpeopleandachievingins>tu>onalgoals.•  Theyarebehavioralmodelsusedbyleaderswhenworkingwithothers.

TheMul>plicityLeadershipApproachtoLeadingIns>tu>onsofHigherEduca>on:• Management,Democra>c,Poli>cal,&Transforma>onal

Whatisyourpreferredstyle?

Management Involves working through others to maximize ins<tu<onal efficiency & effec<veness

ProducAvityThroughAccountabilityManagersoWenfosteratmospheresthatarecompeAAveinwhichindividualenergiesarefocusedoncompeAngforgreaterlevelsof

responsibilityandauthority.

Planningisdesignedtoproduceorderlyresults.Asystemofadvancement,rewards,andpunishmentsbasedonanallegiance

toauthority.

ScriptedJobResponsibiliAesTheprimaryresponsibilityoftheleaderistooversee,document,

governanddeterminetheproducAvityoftheworker.Detailedstepstoachievetargetgoalsareset.

Paramounttothisapproachisthedevelopment,maintenance,andreinforcementofastringentorganizaAonalstructure.Managementensuresplanaccomplishmentbycontrollingandproblemsolving.

RegulaAonOriented

ModeofapparatuscentersonstandardizaAonofguidelinestocontrolandcopewithcomplexity.Bringsorderandconsistency.

ThepremiseisbasedonthegroundsthatorganizaAonaleffecAvenessisfacilitatedthroughplans,policies,andrules.

ProducAvityThroughAccountabilityEmployeesareevaluated,providedtraining,andgivenaspecializedjob

assignment.Managersholdemployeesaccountableforjobperformance.

Planningisdesignedtoproduceorderlyresults.Asystemofadvancement,rewards,andpunishmentsbasedonanallegiance

toauthorityisfollowed.

ScriptedJobResponsibiliAesTheprimaryresponsibilityofthemanageristooversee,document,governanddeterminetheproducAvityoftheworker.Detailedsteps

toachievetargetgoalsareset.

TheunificaAonofvariousorganizaAonaleffortsconvergestodevelopaharmonizedsetofstructureswhichfuncAonseamlesslytoadvance

organizaAonalgoals.

RegulaAonOrientedModeofapparatuscentersonstandardizaAonofguidelinestocontrolandcopewithcomplexity.Bringsorderandconsistency.Uniformityofhowproceduresareadvancedexisttoensure

consistencyofoperaAons.

ThepremiseisbasedonthegroundsthatorganizaAonaleffecAvenessisfacilitatedthroughplans,policies,andrules.A

verAcalgoverningstructureisadvanced.EstablishedrulesdefinethestrictresponsibiliAesofeachposiAon.

Management:AdvantagesandDisadvantagesAdvantages Disadvantages

Planningallowsforthedevelopmentofastructuredstepbystepplantoachieveintendedgoals.

Regula>onorientedapproachisfacilitatedandimposedthroughplans,policies,andruleseffectsemployeemoralethatleadstoturnover.

OrganizingallowsforthealignmentofpeopleandresourcestocarryoutinsAtuAonalplans.

Scriptedjobresponsibili>esmaintainastringentorganiza>onalstructure.Thisleadstodiscouragementofcrea>vity.

Controllinginvolvesmonitoringprogresstowardgoala`ainmentwhileanalyzingoperaAonaleffecAveness.

Resistancetochangeiscommonduetothefocusonmakingtheexis>ngsystemmoreefficientandeffec>ve.

OutcomesdrivenfocusyieldsanAcipatedandconstantresults.

Fairnessonmaoersofadvancement,rewards,andaccountabilityareogenbasedonanallegiancetoauthority.

Management:AdvantagesandDisadvantagesAdvantages Disadvantages

Planning:allowsforthedevelopmentofastructuredstepbystepplantoachieveintendedgoals.

Promotesexis1ngboundaries.Regula>onisfacilitatedandimposedthroughplans,policies,andrules.Ul>mately,employeemoraledeclinesandleadstoturnover.

Organizing:allowsforthealignmentofpeopleandresourcestocarryoutinsAtuAonalplans.

Doesnotthinksystemically.Scriptedjobresponsibili>esmaintainastringentorganiza>onalstructure.Thisleadstodiscouragementofcrea1vity.

Controlling:involvesmonitoringprogresstowardgoala`ainmentwhileanalyzingoperaAonaleffecAveness.

Resistancetochange.Thisisduetothefocusonmakingtheexis>ngsystemmoreefficientandeffec>ve.

Outcomesdriven:focusyieldsanAcipatedandconstantresults.

Recogni1onandadvancement.Maoersofpromo>onareogenbasedonanallegiancetoauthorityandadvancingthestatusquo.

Scenario

Youareinacollegemee>ngandthecampusleaderistalkingaboutwaystoincreasestudentsuccess.•  Whatprac>ceswouldamanagercarryout?

Democra<c Involves group par<cipa<ve decision-making where leaders work with others to achieve ins<tu<onal goals.

RelaAonshipBuildingLeadershipinvolvesaligningpeoplethroughmoAvaAonandinspiraAon.Moraleincreasesastheinput,experAse,andexperienceofthegroupis

valued.

IncreasesthequalityofrelaAonshipsamongindividualswithintheorganizaAonandleadstowardamorecohesiveenvironment.

FacilitatedLearningOpportuniAesLeadershipisaboutlearninghowtocopewithchange.Policies,

protocols,structuresarenegoAatedandagreed.StrivestocreateacultureofleadershipacrosstheorganizaAon.

InsAtuAonalaffiliatesshareddecision-makingabiliAesarevaluedandsoughtout.Empoweringpeopletoinvolvethemselvesinthe

leadershipprocess.

EncouragesCollaboraAveParAcipaAon

MoAvaAon,interests,involvementoftheteamtakesprecedence.MoAvaAonandinspiraAonenergizepeoplebysaAsfyingasenseof

belonging,recogniAon,andself-esteem.AvenueforinputandsolicitaAonofthoughtsandproblem-solvingskillsareencouraged.Thevaluesofthegrouptakesprecedence.

RelaAonshipBuildingBuildingrelaAonshipsisthecornerstoneofthedemocraAcleadership

approach.Itisanemployee.Themoraleincreasesastheinput,experAse,andexperienceofthegroupisvalued.

Leadersshowrespect,care,compassion,andtrusttowardemployees.ThisincreasesthequalityofrelaAonshipsamongindividualsandleadstowardamorecohesiveenvironment.

FacilitatedLearningOpportuniAesInsAtuAonalaffiliatesareexposedtoasupporAveworkenvironment

throughacAviAesassociatedwithprofessionaldevelopment.ItStrivestocreateacultureofleadershipacrosstheinsAtuAon.

InsAtuAonalaffiliatesaregivenequalrightstohaveavoice.Itisencouragedandvalued.Everyoneisgivenaseatatthetable.Thisempowerspeopletoinvolvethemselvesintheleadershipprocess.

EncouragesCollaboraAveParAcipaAon

MoAvaAon,interests,involvementoftheteamtakesprecedence.MoAvaAonandinspiraAonenergizepeoplebysaAsfyingasenseof

belonging,recogniAon,andself-esteem.

TheinsAtuAonemphasizesahorizontalauthoritystructure,withafocusonteambaseddecision-making.Avenueforinputand

solicitaAonofthoughtsandproblem-solvingskillsareencouraged.

DemocraAcLeadership:AdvantagesandDisadvantagesAdvantages Disadvantages

AffiliaAontowardinsAtuAonincreasesduetotheestablishmentofgrouprelaAonships.

Indecisivenesshampers>melyandconclusivedecisions.

Enhancedqualitydecisionemergesduetogreatinvolvementofgroup.

Time-consumingprocessleadstoprolongeddecisionmakingtakingalong>metoderiveatadecision.

GoalAchievementisenhancedduetosecuringtheinvolvementofothers.

Consensusofgroupyieldsconformityandunderminesindividualcrea>vity.

Greatercommitmentofindividualsto‘buyinto’insAtuAonaldecisions.

Humanresourcesarecostlytoachieveintendedgoal.

DemocraAcLeadership:AdvantagesandDisadvantagesAdvantages Disadvantages

Collabora1ve:par>cipantsworktogethertowardcommonunderstanding.

GroupConflict.Argumenta>vedialogueandcounterideascanprovokeillwillamonggroupmembers.

VariedViews.Theincreaseddiversityofviewsallowsforamul>plicityofperspec>ves,approaches,andsolu>ons.Thiscangeneratehigherqualitydecisions.

DisseminatedAccountability.Groupmemberscandifferfromtakingownershipofdecisions.Thesharingofworkcanleadtolessaccountability.

ComprehensiveInforma1on.Combininginput,leveragingresources,u>lizingmembersvariedexper>seenhancesthequalityofdecisions.

Groupthink:consensusofgroupyieldsconformityandunderminesindividualcrea>vity.Itencouragesconsensusanddisfavordissen>on.

DecisionBuy-in&Ownership.Par1cipantsinvolvedinthedecisionmakingprocessaremoreapttoaccept,helpimplement,getotherstoacceptthedecision.

WasteinHumanResources.Par>cipantsarepronetowas>ng>me.Thisdisplacedenergycandivertmembersfromderivingat>melyandmeaningfuldecisions.

Scenario:DemocraAc

Youareinacollegemee>ngandthecampusleaderistalkingaboutwaystoincreasestudentsuccess.•  Whatprac>ceswouldademocra>cleadercarryout?

Poli<cal Involves the ability to influence people through varied forms of power and influence

EmoAonalIntelligencePoliAcalleadersunderstandthemoAvaAons,disposiAons,and

behaviorsofothers.Theyaresociallyskilledinthattheyareself-aware,highlymoAvated,andcanselfregulatebehavior.

PoliAcalleadersareastuteatpredicAngoutcomes,behaviors,andacAonsoforganizaAonaffiliates,parAcularlytheiradversaries.These

socialskillsenhancestheleader’sinfluence.

EmbracingConflictConflictisembracedandusedtobargainandformcoaliAonsto

competeforpowerandresources.Powerisusedtoinfluenceothersthroughtheuseofinfluence.

DuringAmesofturmoilandcrisis,poliAcalleadersusetheirconflictresoluAonskillstogaininfluenceanddirecttheinsAtuAontowarda

desiredstate.

EstablishesInfluence

PoliAcalleadersapproachexisAngrulesasanopportunitytorenegoAate,modify,orcreatenewprocessesinordertoreach

insAtuAonalgoals.

NegoAaAonsareconductedthroughaprocessofinterchangesthatconsAtuteconAnualgive-andtakeagreementsamongcoaliAonsand

powerplayers.

EmoAonalIntelligencePoliAcalleadersunderstandthemoAvaAons,disposiAons,and

behaviorsofothers.Theyaresociallyskilledinthattheyareself-aware,highlymoAvated,andcanselfregulatebehavior.

PoliAcalleadersareastuteatpredicAngoutcomes,behaviors,andacAonsoforganizaAonaffiliates,parAcularlytheiradversaries.These

socialskillsenhancestheleader’sinfluenceandpower.

EmbracingConflictPoliAcalleadershipviewsconflictasahealthyprocessthatis

inevitable,andundercontrolledcircumstances,beneficialtothevigoroftheinsAtuAonandtheleaders’abilitytogaininfluence.

DuringAmesofturmoilandcrisis,poliAcalleadersusetheirconflictresoluAonskillsandestablishedcoaliAonstogaininfluenceand

directtheinsAtuAontowardadesiredstate.

EstablishesInfluence

PoliAcalleadershipisdirectedthroughaprocessoftradeoffsthatconsAtutegiveandtakebargainsamongcoaliAonsandpowerplayers.StrategiesandtacAcsareusedtoincreaseinfluence.

ExisAngrulesandregulaAonsareseenasopportuniAestomodify,delete,andcreatenewprocessesaimedataligningresources,

personnel,andstrategicplanstowardgoala`ainment.

PoliAcalLeadership:AdvantagesandDisadvantagesAdvantages Disadvantages

EstablishesinfluencethroughnegoAaAons,inducement,persuasionthroughaprocessofinterchangesthatconsAtuteconAnualgiveandtakeagreements.

Behind-the-scenesbehaviorcanservetodiscourageothersfromins>tu>onalpar>cipa>onduetolabelingthedecisionprocessasunfair.

ConflictresoluAonskillsareusedgaininfluenceanddirecttheinsAtuAontowardsadesiredstate.

Coercioncanbeusedtogaininfluencethroughtheuseofpowerandpersuasion.Theuseofauthorityallowsthepoli>calleadertowithholdsupportforthosetargetedasadversaries.

EmoAonalintelligenceishighinthatpoliAcalleadersareastuteatpredicAngoutcomes,behaviors,andacAonsoforganizaAonaffiliates,parAcularlytheiradversaries.

Poli>calbehaviorcanbeusedforthepurposeofusingone’sposi>onalpowertoacquiregreaterlevelsofinfluence.

TheuseofanaltruisAcapproachintheuseofpoliAcalleadershiptoadvanceagreatersenseofsocialresponsibility.

Percep>onofpoli>csasbeingunfairandassump>onthatpoli>calbehaviordoesnotexist.

PoliAcalLeadership:AdvantagesandDisadvantagesAdvantages Disadvantages

Establishesinfluence:throughnego>a>ons,inducement,persuasionthroughaprocessofinterchangesthatcons>tutecon>nualgiveandtakeagreements.

Behind-the-scenesbehavior:Itcanservetodiscourageothersfromins>tu>onalpar>cipa>onduetolabelingthedecisionprocessasunfair.

Conflictresolu1onskills:Conflictisviewedasatooltogaininfluenceanddirecttheins>tu>ontowardsadesiredstate.

PowerandInfluence:Pronetouseposi>onalpowerforpersuasionalpurposes.Theuseofauthoritycanbeusedtowithholdsupportforthosetargetedasadversaries.

Emo1onalintelligence:poli>calleadersareastuteatpredic>ngoutcomes,behaviors,andac>onsoforganiza>onaffiliates,par>cularlytheiradversaries.

Coercivepower:canbeusedtopreventordisadvantageindividualsfromobtainingcertaingoalsthroughmanipula>on,punishment,andin>mida>on.

Altruis1capproach:Theuseofpoli>calleadershiptoadvanceagreatersenseofsocialresponsibilityandforthegreatergood.

Percep1onofpoli1cs.Canbeviewedasbeingunfairandassump>onthatpoli>calbehaviordoesnotexist.

Scenario:PoliAcal

Youareinacollegemee>ngandthecampusleaderistalkingaboutwaystoincreasestudentsuccess.•  Whatprac>ceswouldapoli>calleadercarryout?

Transforma<onal Involves inspiring and mo<va<ng employees to raise their level of mo<va<on

ChangeOrientedLeaderssAmulateinsAtuAonalaffiliateseffortstobeinnovaAveandcreaAvebyquesAoningassumpAons,reframingproblems,andfindingnewapproachesto

improvinginsAtuAonalpracAces.

TransformaAonalleadersarenosaAsfiedbysimplyaccomplishingcontractualtasks,butaremoAvatedbytakinggreaterlevelsofresponsibilitytotransformthe

insAtuAon.

UpliWingInspiraAonLeadersmoAvateandinspirebyprovidingmeaningandchallengethroughanidealisAcvision.TheyholdagreatdealofinfluenceoverinsAtuAonalaffiliatesduetothegainedtrustbestoweduponthem.

LeadersarAculateacompellingvisionofthefuturethatarousesenthusiasmandopAmismandcreaAngapathtoreachthatvision.

Theyempowerpeopleanddonottrytocontrolpeople.

IdealizedInfluenceTransformaAonalleadersworktowardprovidingavenuefor

affiliatestorealizetheirpotenAalandtalents.Leadersserveasrolemodels,theyareadmired,respectedandtrusted,andfollowerswant

toemulatedthem.

Theycreateasenseofsharedvision,theyshowpersistence,anddeterminaAon,anddemonstratehighstandardsandethicaland

moralconduct.Theyserveintheroleofcoaches,mentors,androle-models.

ChangeOrientedLeaderssAmulateinsAtuAonalaffiliateseffortstobeinnovaAveand

creaAvebyquesAoningassumpAons,reframingproblems,andfindingnewapproachestoimproveinsAtuAonalpracAces.

TransformaAonalleadersarenotsaAsfiedbysimplyaccomplishingcontractualtasks,butaremoAvatedbytakinggreaterlevelsof

responsibilitytotransformtheinsAtuAon.

UpliWingInspiraAonLeadersmoAvateandinspirebyprovidingmeaningandchallengethroughanidealisAcvision.TheyholdagreatdealofinfluenceoverinsAtuAonalaffiliatesduetothegainedtrustbestoweduponthem.

LeadersarAculateacompellingvisionofthefuturethatarousesenthusiasmandopAmismandcreaAngapathtoreachthatvision.

Theyempowerpeopleanddonottrytocontrolpeople.

IdealizedInfluenceTransformaAonalleadersworktowardprovidingavenuefor

affiliatestorealizetheirpotenAalandtalents.Leadersserveasrolemodels,theyareadmired,respectedandtrusted,andfollowerswant

toemulatedthem.

Theycreateasenseofsharedvision,theyshowpersistence,anddeterminaAon,anddemonstratehighstandardsandethicaland

moralconduct.Theyserveintheroleofcoaches,mentors,androle-models.

TransformaAonalLeadership:AdvantagesandDisadvantagesAdvantages Disadvantages

VisionprovidesdirecAontomoAvateandinspireinsAtuAonalaffiliatestostrivetowardsatransformaAonalcollecAveidenAty.

Visioncrea>oncanbebroadlystatedanddifficulttotranslateintoaprac>cal“roadmap.”

DevelopingorganizaAonalexperAseempowersinsAtuAonalaffiliatestodevelopcompetenciestoactforthebe`ermentoftheinsAtuAon.

Execu>onofplanishinderedduetothelackofdetailedobjec>vesthatgivepurposeanddirec>ontorealizingthevision.

HumanrelaAonsareforgedtoalignstakeholdersandresourcestodrivetheinsAtuAon’svision.

Theheroicnatureoftransforma>onalleadershipcanpreventthedevelopmentofleadersduetoins>tu>onalaffiliatesreliantonleadersforguidanceanddirec>on.

LeadingforchangeentailspromoAnginnovaAveandrisktakingapproachestodriveinsAtuAonalchange.

Ins>tu>onsfocusonperpetua>ngstabilitymakeitdifficultforleaderstobecrea>veandfindingnewapproachestoimproveins>tu>onalprac>ces.

TransformaAonalLeadership:AdvantagesandDisadvantagesAdvantages Disadvantages

Vision:providesdirec>ontomo>vateandinspireins>tu>onalaffiliatestostrivetowardsatransforma>onalcollec>veiden>ty.

Vision:thevaluesdrivingthevisioncanbebroadlystatedanddifficulttotranslateintoaprac>calguiding“roadmap.”

Developingorganiza1onalexper1se:empowersins>tu>onalaffiliatestodevelopcompetenciestoactforthebeoermentoftheins>tu>on.

Execu1onofplan:canbehinderedduetothelackofdetailedobjec>vesthatgivepurposeanddirec>ontorealizingthevision.

Unques1oningacceptance:Thisaffordstheleadertheabilitytogainconsensusfromemployees.Thisaffinitytowardtheleaderservesasthecornerstonefortransforma>onwork.

Theheroicnatureoftransforma1onalleadership:canpreventthedevelopmentofleadersduetoins>tu>onalaffiliatesrelianton“the”leaderforguidanceanddirec>on.

Leadingforchange:entailspromo>nginnova>veandrisktakingapproachestodriveins>tu>onalchange.

Ins1tu1onsfocusonperpetua1ngstability:makeitdifficultforleaderstobecrea>veandimplementnewapproachestoimproveins>tu>onalprac>ces.

Scenario:TransformaAonal

Youareinacollegemee>ngandthecampusleaderistalkingaboutwaystoincreasestudentsuccess.•  Whatprac>ceswouldatransforma>onalleadercarryout?

Ques<on:

Leadership for Change

Multiplicity

Leadership

Approach

Political

Transformational

Management

Democratic

LeadershipBalance

ManagementPoliAcal

TransformaAonal

DemocraAc

Con>ngencyBased

LeadershipBalance

ManagementPoliAcal

TransformaAonal

DemocraAc

ManagementPoliAcal TransformaAona

l

DemocraAc

LeadershipBalance

Leadership for Change: An Integra<ve Approach