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Next Level Competencies and
Career Action Planning
WACUBO BMI Track 4
Presented byCarina Celesia Moore, M.A, SPHR, CPLP
Sue Anderson, M.S., SPHR
Learning Objectives
• Identify essential competencies and characteristics of effective CBOs
• Create a Career Action Plan
• Discuss goals and ways to integrate your experience of BMI Track 4
• Apply leadership and CBO competencies to your Career Action Plan that commits to immediate and long-term growth
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PEOPLE SKILLS
The Leadership Conundrum
Individual
Contributor
Middle
Manager
Senior
Leader
Functional / Technical
Skills
Leadership
Skills
Leadership
Skill Gap
Ideal
Reality
Am
ount
of S
kill
High
Low
Current Profile of CBOs in Higher Education and Essential
Responsibilities
NACUBO National Profile of Higher Education CBOs 2013 Survey Report
NACUBO 2010 Profile of Higher Education Chief Business Officers Survey Report
NACUBO 2013 National Profile of Higher Education CBOs
•Demographics and Education
• Career Paths
• Family Impact on CBOs Career Advancement
• Skills Required to be Successful
• Areas of Responsibility
• Job Satisfaction
N = 772
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NACUBO 2013 National Profile of Higher Education CBOs
37%
CBOs planning to retire within the next 3 - 4 years
Not always promoted from within….
While those who directly support the CBO are often content experts or have mastered a specific skill, CBOs do not always see the ability to foster relationships around campus, a necessary skill, in these “second in command” employees…
NACUBO 2013 National Profile of Higher Education CBOs
NACUBO 2010 and 2013 National Profile of Higher Education CBOs CBO Areas of Responsibilities
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NACUBO 2013 National Profile of Higher Education CBOs
• 43% CBOs are CPAs – but generally not required for position
• 45-54 year old CBOs significantly more likely to have CPA and MBA
NACUBO 2013 National Profile of Higher Education CBOs
Essential Leadership and CBO
Competencies
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Competency Definition
Observable and Measurable
Skills
Behaviors
that contribute to workplace effectiveness & career success
Envisia LearningLeadership Meta-Competency Clusters
Mid-level Leader
• Communication
• Interpersonal
• Performance Management
• Problem Solving
Senior Leader
• Performance Leadership
• Change Leadership
• Interpersonal Leadership
Emotional IntelligenceIt is not how intelligent we are, but how we are intelligent.
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Simon SinekStrategic Communications Faculty, Columbia University
Great leaders would never sacrifice the people to save the numbers. They would sooner sacrifice the numbers to save the people.
The Golden Circle
SimonSinek
WHY
HOW
WHAT
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Crafting a Development Plan
CBO Areas of Responsibilities*• Budget
• Purchasing
• Physical Plant
• Human Resources
• Internal Audit
70% experiential20% from others
10% classroom/books
• Controller
• Auxiliary Services
• Endowment
• Public Safety
• Administrative Technology
*NACUBO 2013 National Profile of Higher Education CBOs
Crafting a Development Plan
Leadership Competencies*
• Communication
• Interpersonal
• Performance Management
• Problem Solving
70% experiential20% from others
10% classroom/books
• Performance leadership
• Change leadership
• Emotional Intelligence
*Envisia Learning
Career Action Planning
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Jim RohnSuccess, Motivation, Personal Achievement Expert
If you really want to do something, you will find a way. If not, you’ll find an excuse.
Competencies Self-Assessment
Goals &
Action Steps
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Resources: Online Post Program
• PPT Slides
• Career Action Plan Template
• List of Development Resources
Carina Celesia MooreDirector
Talent ManagementHuman Resources - University of California, Davis
[email protected](530) 752-9681
Nancy Chen LaneDirector
Training, Development, & ComplianceHuman Resources - University of California, Irvine
[email protected](949) 824-6283