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Launching Tomorrow’s Business Leaders: Assessment and Development

Launching Tomorrow’s Business Leaders: Assessment and Development. Background and Goals of the Initiative. Preparing our students to be global business leaders Success at Krannert Success in the (initial) job market Long-term career success Offering a supplement to curricular experiences

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Launching Tomorrow’s Business Leaders: Assessment and Development

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  1. Launching Tomorrow’s Business Leaders: Assessment and Development

  2. Background and Goals of the Initiative • Preparing our students to be global business leaders • Success at Krannert • Success in the (initial) job market • Long-term career success • Offering a supplement to curricular experiences • Relational and leadership capabilities: the “soft skills”? • Creating an individualized developmental plan for you (“meeting you where you are”) • Instilling an appreciation for openness to feedback and a developmental orientation • Emulating the best practices of organizations in managing human capital

  3. What do organizations do? (Best Practices in Human Capital Management) • An integrated approach to assessment and development • Based around a “competency model” • Provides a common framework and language for the dimensions on which you select employees, evaluate them and provide feedback, and develop them • Careful and comprehensive assessment on the behavioral competencies • “360” evaluations, to provide complete picture • Comprehensive feedback regarding ratings on the competencies • Particularly regarding self-other discrepancies • Provision of developmental opportunities that explicitly target specific competencies • Provision of performance coaches • To help make sense of feedback and create developmental action plans

  4. How was the Krannert Competency Model created? • Developed based on: • Interviews, focus groups, and surveys • With current and former students, staff, faculty, and corporate recruiters • Three criteria: those competencies important for … • Success at Krannert • Initial job market success • Long-term career success • Resulted in a set of 12 core competencies…

  5. What is the Competency Model for Krannert Master’s Students? • YOUR PERSONAL BRAND • Trustworthiness and integrity • Personal responsibility • Professionalism • Initiative • YOUR SKILLS • Oral Communication • Written Communication • Decision-making and Decisiveness • Strategic Thinking • YOUR RELATIONSHIPS WITH OTHERS • Networking • Team building • Cultural Appreciation • Adaptability

  6. Krannert Competencies

  7. Trustworthiness and Integrity vv Actions are aligned with what one says and with agreed-upon ethical principles. Maintains confidentiality in dealing with sensitive information.

  8. Personal Responsibility vv Accepts responsibility for one’s own actions, decisions, and deliverables; holds oneself accountable; follows through on promises; owns one’s own education, development, and career planning.

  9. Professionalism vv Conducts oneself in line with business-professional standards regarding dress, communication, and respectful and collegial engagement with others; effectively manages one’s reputation and brand.

  10. Initiative and Urgency vv Takes a proactive approach to identify and address what needs to be done.

  11. Oral Communication vv Using the English language, expresses thoughts verbally in a clear, effective, and compelling manner, in both conversations and formal presentations.

  12. Written Communication vv Expresses oneself in written English (e.g., memos, emails, course papers) clearly, succinctly, and effectively, with the use of proper grammar.

  13. Decision Making and Decisiveness vv Uses sound judgment and analytic skills to make appropriate decisions; knows when to move from analysis to action (to avoid analysis paralysis).

  14. Strategic Thinking vv Looks at an issue from multiple vantage points while maintaining focus on the big picture.

  15. Networking vv Appropriately initiates and effectively maintains relationships with peers, faculty, staff, alumni, and corporate contacts.

  16. Team Building vv Capitalizes on individual talents to build purposeful cooperation and commitment in a team.

  17. Cultural Appreciation vv Demonstrates awareness of, and both respects and values, the cultures and beliefs of others.

  18. Adaptability vv Readily adjusts to changing situations and demands.

  19. Krannert Competencies

  20. Opportunities for Second Year Student Involvement • Opportunity for 360 assessment and feedback (September/October) • Opportunity to apply for the position of Coach to 1st year students (application: October/November; training: 3rd module) • Interested? • Contact deidra@purdue.edu

  21. Krannert Project Team • Integrated involvement with Professional Masters Office… • Especially Joy Dietz and Jen Bennett • And Graduate Career Services • Especially Roger Stewart, Maureen Huffer & Jill Mullens • Partnered with the human capital development consulting firm ADAYANA (www.adayana.com) • Project Manager: Tom McDuffee (Executive Alumni in Residence; tmcduffe@purdue.edu) • Faculty Lead: Deidra Schleicher (Associate Professor, OBHR; deidra@purdue.edu) • Our thanks to Dean Jerry Lynch and Dean Chris Earley for their support of this initiative

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