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DESCRIPTION:Speaker Information: \nDr. Pamela L. Eddy\, College of William 
 and Mary\nLeadership receives a great deal of attention in books\, TED Tal
 ks\, and board of trustee meetings.&nbsp\; A central question in all this 
 coverage is how to develop effective leaders to lead the change demanded a
 nd required in higher education.&nbsp\; The list of expectations for leade
 rs is long—manage a complex organization with declining governmental suppo
 rt\, deal with public calls for accountability linked to performance\, and
  build innovative classroom environments in which all students can learn.&
 nbsp\; Against this backdrop is a growing leadership dilemma.&nbsp\; A ful
 l 58% of sitting presidents are 61 or older\, and half of all presidents i
 ndicate intentions to leave the office within the next five years.&nbsp\; 
 Most departing presidents plan on retiring\, becoming consultants\, or are
  unsure of their plans. Yet\, the most likely candidates for presidential 
 positions\, Chief Academic Officers\, indicate no interest in pursuing the
  top college position of President.&nbsp\; This leadership void has ripple
  effects within colleges and universities.&nbsp\; Who will become tomorrow
 ’s leaders?\nThis session focuses on the portrait of today’s college leade
 rs\, which shows top-positions remain stubbornly filled by White males\, a
 nd suggests strategies for rethinking constructions of leadership ideals.&
 nbsp\; Despite leadership development programs targeting women and diverse
  leaders\, these populations have not obtained equity in leadership ranks.
 &nbsp\; New visions of leadership require questioning who can be considere
 d for leadership and where leadership occurs.&nbsp\; Development of mid-le
 vel leaders and changing norms of who gets access to leadership developmen
 t can provide leverage for change.&nbsp\; Questioning underlying assumptio
 ns about leadership is&nbsp\;required for true change to occur\, however\,
  and both individuals and institutions can contribute to building the new 
 models of leadership.&nbsp\; Institutional policy can help create a climat
 e that fosters more diverse leadership and addresses structural issues tha
 t remain as barriers.&nbsp\; Our colleges and universities need to tap int
 o the talent of all potential leaders.\nContact: \nDevean Owens\ndrowens2@
 illinois.edu\nSponsor: \nThe College of Education\, The Office of the Prov
 ost\, The Office of Community College Research and Leadership
DTEND:20170413T170000Z
DTSTAMP:20260717T023917Z
DTSTART:20170413T170000Z
LOCATION:IL\,USA\,Champaign\,104 Illini Union
SEQUENCE:0
SUMMARY:"Developing and Retaining Leadership Talent:  Fostering Advancement
  for Diverse Faculty and Staff\," Pamela Eddy. Part of the Dean's Diversit
 y Lecture series.
UID:RFCALITEM639198347573342218
X-ALT-DESC;FMTTYPE=text/html:<p class="speakerinfo"><span class="event-head
 ing speakerinfo">Speaker Information:</span> </p>\n<p>Dr. Pamela L. Eddy\,
  College of William and Mary</p>\n<p>Leadership receives a great deal of a
 ttention in books\, TED Talks\, and board of trustee meetings.&nbsp\; A ce
 ntral question in all this coverage is how to develop effective leaders to
  lead the change demanded and required in higher education.&nbsp\; The lis
 t of expectations for leaders is long—manage a complex organization with d
 eclining governmental support\, deal with public calls for accountability 
 linked to performance\, and build innovative classroom environments in whi
 ch all students can learn.&nbsp\; Against this backdrop is a growing leade
 rship dilemma.&nbsp\; A full 58% of sitting presidents are 61 or older\, a
 nd half of all presidents indicate intentions to leave the office within t
 he next five years.&nbsp\; Most departing presidents plan on retiring\, be
 coming consultants\, or are unsure of their plans. Yet\, the most likely c
 andidates for presidential positions\, Chief Academic Officers\, indicate 
 no interest in pursuing the top college position of President.&nbsp\; This
  leadership void has ripple effects within colleges and universities.&nbsp
 \; Who will become tomorrow’s leaders?</p>\n<p>This session focuses on the
  portrait of today’s college leaders\, which shows top-positions remain st
 ubbornly filled by White males\, and suggests strategies for rethinking co
 nstructions of leadership ideals.&nbsp\; Despite leadership development pr
 ograms targeting women and diverse leaders\, these populations have not ob
 tained equity in leadership ranks.&nbsp\; New visions of leadership requir
 e questioning <em>who</em> can be considered for leadership and <em>where 
 </em>leadership occurs.&nbsp\; Development of mid-level leaders and changi
 ng norms of who gets access to leadership development can provide leverage
  for change.&nbsp\; Questioning underlying assumptions about leadership is
 &nbsp\;required for true change to occur\, however\, and both individuals 
 and institutions can contribute to building the new models of leadership.&
 nbsp\; Institutional policy can help create a climate that fosters more di
 verse leadership and addresses structural issues that remain as barriers.&
 nbsp\; Our colleges and universities need to tap into the talent of <em>al
 l </em>potential leaders.</p>\n<p class="contact"><span class="event-headi
 ng contact">Contact:</span> </p>\n<p>Devean Owens</p>\n<p class="contact">
 <a href="mailto:drowens2@illinois.edu">drowens2@illinois.edu</a></p>\n<p c
 lass="sponsor"><span class="event-heading sponsor">Sponsor:</span> </p>\n<
 p>The College of Education\, The Office of the Provost\, The Office of Com
 munity College Research and Leadership</p>
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