Stamats' QuickTakes
Insights into Research, Strategic Planning, and Integrated Marketing for Colleges and Universities by Dr. Robert A. Sevier, Senior Vice President at Stamats (quicktakes@stamats.com)
Vol. 5, no. 18: A Dialogue on Innovation and Execution
In this issue.
ON STRATEGY:A DIALOGUE ON INNOVATION AND EXECUTION
Late this summer, I posted a short blurb in QuickTakes about an emerging interest in innovation. A number of people responded to my request for future dialogue.
This fall, I have been reading heavily in this area and my thoughts have enlarged somewhat. The question I am wrestling with is this: Why do some colleges and universities have well-earned reputations for getting things done, for executing their ideas and plan, and for moving ahead when others seem to languish?
This issue has a number of component parts. For example: What are the leadership, vision, organization, and staffing variables that describe what we might call "highly effective colleges" even as we seek to avoid defining "effective" too much at this early date? And if that isn't enough: What variables consistently stifle innovation and execution?
I believe that the ability to think boldly and execute in a timely manner will be the pivotal skill that many colleges will need to thrive, or perhaps survive, as we enter into what looks like an even longer period of economic distress than many first predicted.
When I first posed these questions, an even dozen people responded. If anyone else would like to add their thoughts, I would welcome them. My goal is to collect everything I receive and then dedicate a future issue of QuickTakes to what I learned. There might also be an Idea Farm on the topic early next year if there is enough interest.
Please let me know your thoughts via bob.sevier@stamats.com. And, thanks again. Bob
I recently read Marcus Buckingham's First, Break All the Rules. Buckingham's book centered around a mammoth study, completed by Gallop, on the relationship between managers and employees. It began by making a bold claim: The single biggest predictor of an employee's success is the relationship she or he has with their immediate boss. Buckingham goes on to outline the following 12 keys that help frame this relationship. The issues are framed as questions to be answered by your employees.
1. Do I know what is expected from me at work?
2. Do I have the materials and equipment I need to do my work right?
3. At work, do I have the opportunity to do what I do best every day?
4. In the last seven days, have I received recognition for doing good work?
5. Does my supervisor, or someone at work, seem to care about me as a person?
6. Is there someone at work who encourages my development?
7. At work, do my opinions seem to count?
8. Does the purpose of my organization make me feel my job is important?
9. Are my co-workers committed to doing quality work?
10. Do I have a best friend at work?
11. In the last six months, has someone at work talked to me about my progress?
12. This last year, have I had opportunities at work to learn and grow?
If you are interested in improving organizational effectiveness, ask your direct employees to candidly assess how well you and your organization deliver on the 12 keys. Then, acknowledge your deficiencies and take steps to address them. After 12 months, ask the same employees the same questions to assess your progress.
THE
BUILDING BLOCKS OF EMPOWERMENT
If you read FastCompany or Business 2.0 (never mind about In Search of Excellence or Built to Last), you know that this is the age of empowerment. Recently, I ran across a simple illustration that clearly portrays the elements of a successful empowerment strategy. As you can see below, they include giving your employees clear objectives, giving them the resources they need to accomplish the job, and giving them the authority they need to accomplish the job. Without these three elements it is unlikely that empowerment will occur.
Sometimes precise definitions can be wonderfully illuminating. At a recent board retreat for a good-sized Catholic college, we were discussing the definition of an institutional vision and how important a vision was to organizational success. A board member who was also a practicing psychologist then asked her peers the difference between a vision and a hallucination. When she didn't receive any response she remarked, "A hallucination is seen by only one person."
If only one person on your campus sees it, it is probably not a vision.
Stamats would like to welcome the following clients:
STAMATS SEMINAR SERIES
Keep checking Seminars for the 2003 schedule to be posted soon!
JOB OPENINGS
University Webmaster
Northern Michigan University
Northern Michigan University, a four-year, public institution with an enrollment
of 8,800 located in Marquette on Michigan's Upper Peninsula seeks a University
Webmaster to plan, design, implement and maintain the University's primary institutional
Web sites. Application screening will begin December 16 and continue until position
is filled. For a complete job description and application instructions, visit
www.nmu.edu/jobs.htm
Registrar
The University of St. Thomas
The University of St. Thomas, a private university committed to the liberal
arts and to the religious and intellectual tradition of Catholic higher education,
is seeking an experienced professional to serve as Registrar. This Registrar
reports to the Vice President for Enrollment Services and is the chief administrator
responsible for planning, managing, supervising, reporting, and advising on
all activities related to academic records, conferral of degrees, course registration,
classroom schedules, and related areas. The position requires a Bachelor's degree
-Master's preferred; 3 to 5 years of experience at the Assistant Registrar level
or higher. An expert knowledge of computing systems used in higher education
administration is required; experience with PeopleSoft is preferred. Send resume,
cover letter, and three professional references to: Human Resources- Ref 0233,
University of St. Thomas, 3800 Montrose Blvd., Houston, TX 77006, Fax: 713-525-3896,
rena@stthom.edu, www.stthom.edu.
The University of St. Thomas is an Equal Opportunity Employer.
If you have a short position description (100 words or less) you would like posted, please forward it on to brandy.huseman@stamats.com. There is no charge for this service. Job listings available online at Higher Educations Careers.
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