Developing Leadership Skills for Assistant Directors in Disability Services
Enhance leadership skills for new Assistant Directors in Disability Services through training and best practices. Address challenges like staff vacancies and increasing student complexities with strategic approaches. Utilize resources, models, and frameworks to optimize staff performance and engagement.
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Grow your own staff: Developing leadership skills for new Assistant Directors in Disability Services Offices Karen Pettus, PhD Director, Student Accessibility Center Loyola University Chicago Andy Wilson, PhD Sr. Associate Vice President, Student Success Loyola University Chicago
Outcomes & Context Outcomes Identify ways to implement and sustain leadership training Articulate a model for overall staffing practices Reflect on how to optimize staff vacancies for future efficiency Context Great Resignation Significant increase in numbers of students registering and complexity of accommodations
Winston & Creamer (1998); Conley (2001) Environment Institutional Culture Performance Assessment Recruitment and Selection Orientation Supervision Staff Development Separation
Position assessment Talent acquisition process Recruitment & Selection Equity and inclusion efforts Stakeholder engagement Foreshadowing orientation
Pretend like I never worked here Stakeholder engagement Orientation Holistic approach Foreshadow supervision, appraisal, professional development
Laissez Faire: Hands off Useful: High season Companionable: Friends Supervision Useful: Hard times Authoritarian: Micromanager Useful: Crisis Synergistic: Use best interest of employee and institution
Ongoing = No surprises Performance Assessment Goal based Linked to staff development
Grounded in goals and performance appraisal Staff development Two general categories Role-focused goals and activities Professional development goals and activities
Leads to recruitment and selection Voluntary or Involuntary Separation
Mission Statement What is the purpose of Disability Services offices? Vision Statement Goals
Reconsider the Roles and Responsibilities of the Staff
Cross- collaborations Among Campus Partners
Reframe our work to create pathways up
Succession Planning Identify positions that may become vacant in the next 2-3 years Identify roles that are essential to the function of the organization Identify specialized knowledge or skills that are needed for the position Identify potential candidates/current employees who may be interested in the position Conduct a needs assessment of the knowledge, skills and abilities this person would need in order to qualify for the position based on the job duties of the position oBudget oSupervisory experience oLeadership skills
Create an Individual Professional Development Plan List the most important functions of the job, determine the success criteria and communicate clear directions Goals - What do I need to exhibit competency or skill? Developmental Activities/Action Steps -assignments, coaching, formal training Measures - What is my success criteria? Target Dates/milestones - What is my target completion date?
Performance Review Job Duty: Success Criteria: Actual Performance: Unsuccessful Successful Exceptional
Reflections and Next Steps
