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WLI NASPA Presentation

Wentworth Leadership Institute: Lighting the Way for An Innovative and Inclusive Leadership Model

Liz Green

on 14 November 2012

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Transcript of WLI NASPA Presentation

Lighting the Way to A Unified Model Wentworth Leadership Institute: Phase I Benefits
of a Unified Model (cc) photo by Metro Centric on Flickr (cc) photo by jimmyharris on Flickr (cc) photo by Metro Centric on Flickr Division representation
Charged with selecting unified model
Honor Wentworth & Student Affairs missions
Used Dennis Roberts (2007) Framework for Selecting Leadership Model

Mission review
Division input
Interviews with community members
10 Comparable institutions
Literature review
12 Leadership theories

Derived model from studies of executive leaders in companies and an extensive literature review

Worthy Leadership is "the ability to guide, direct, or influence in a way that has great merit, character, and value"

Capactiy to Lead

Commitment to Lead

Character to Lead Research Leadership Taskforce (November 2010-March 2011) Worthy Leadership Model (2008)
Thompson, Grahek, Phillips, Fay Worthy Leadership
Model Wentworth Leadership Institute Putting the Model Into Action Presented to Deans & Directors
Presented to Division
Call for Divisional partners to join implementation committee
Sunsetting of programs
Leadership Taskforce dispanded

Eight week, non-credit class
90 minute class session
Class size: 20
6-8 class sections
No homework
No out-of-class time commitments

Classes taught by staff members
Instructor training & resources offered
Variety of days/times offered
Two weekend sessions for Co-Op students
and late hires
Classes run from 2nd week of classes
up to Spring Break
Classes were not intentionally grouped
Classes were determined by availability

Week 1: Communication
Week 2: Critical Thinking, Problem Solving,
Week 3: Professionalism & Role Modeling
Week 4: Inclusion
Week 5: Ethics and Living According to Your Values
Week 6: Identifying Strengths & Weaknesses &
Goal Setting
Week 7: Budgeting
Week 8: Basics of How to Build A Team & How to be
a Good team Member Spring
Prerequisite: Phase I
Required for all returning student leaders
Four Discussion Group Sessions
Two hours long
No homework
Facilitated by staff members
One day off-campus retreat Discussion Group Topics Advanced Communication
Public Speaking, Debate, Giving/Accepting Feedback, Conflict Management
Advanced Inclusion
Campus Climate, Global Climate, Social Justice, Advocacy
Advanced Ethics
Understanding Power, Influence, and Privilege in the World and Workplace.
Advanced Teamwork
Motivation, Praise, Group Development Theory, Decision Making Models Retreat Individual Leadership Action Plan Presented by:

Liz Green, Assistant Director/Resident Director for Residence Life
Steve Rossi, Assistant Director of Student Activities
Joe Santacroce, Senior Co-Op Advisor

Wentworth Institute of Technology, Boston, MA Structure Wentworthorization
Of Model
Modified terms to be more student-friendly
Added detail and specific examples
Added Wentworth-specific language
Changed business terms to Wentworth terms
Wrote preamble & definitions Three Phase Leadership Education program
Voluntary for those interested in improving
their leadership skills
Required for Student Affairs Student Leader
positions (RA, WOW, Career Peer, CSB, PEAK)
Eliminate redundancy & consolidate numerous trainings and programs
Divisional input and buy-in
Allows for Second Stage Education for returning students
Focus on Leadership Education – Not Job Training
Reinforces that leadership is not positional Using assessment results to plan Spring 2013 semester
Assistant Director of Campus Life job description modified
Continued sunsetting of programs
Continued review and development of phases
Continued facilitator development
Call for volunteers outside of the Division Where We Are Now What We Learned A Unified Model, A Unified Division Structure Logistics Weekly Topics Themes in Research Skills & Abilities
Positional vs Informal Lighting the Way for An Innovative & Inclusive Leadership Model Roberts, D.C. (2007). Deeper learning in leadership: Helping college students find the potential within. San Francisco: Jossey-Bass.
Thompson, A. D., Grahek,M., Phillips, R.E., Fay, C.L. (2008). The search for worthy leadership. Consulting Psychology Journal: Practice and Research, 60(4), 366-382. References Research outside of Student Affairs/HigherEd
Divisional Buy-in is key to success
Beware of Division volunteer burnout
Be open to change
Find a model that aligns with institution
Use student feedback to light the way! Implementation Committee Considered timelines of student leader trainings
Explored various leadership education delivery methods
Held Division naming contest Assessment Plan Learning outcomes based on model competencies
Pre/Post Quantitative Learning Outcomes Assessment administered each phase
Post Qualitative Assessment administered each phase
Leadership strengths/weaknesses reflection and action plan
Peer Observant Reports
Satisfaction survey
Facilitator Feedback form Students use model to rank their top & bottom 5 leadership competency areas
Students develop action steps to continue to develop strengths and improve weaknesses
Action Plan used to guide Phase 3 project
Action Plan can be used by students to continue developing their leadership skills even if they do not move on to Phase 3 Where We Began Centralized Student Leadership Process
Leadership Education Programs
Job specific training
Various philosophies What is leadership? Professional Conference Experience
Key Note Speaker
Session Topics:
Change behavior based on feedback
Wellness (of self, team members, Organization)
Improve our weaknesses
Recalling the discussions Phase I Assessment & Evaluation Results Quantitative Learning Outcomes Assessment:
Students reported growth in all competencies
Lowest ranked competencies used to guide future phase development

Qualitative Results:
97.5% of participants agreed that course prepared them to be a better leader.
93.8% of participants agreed that course has helped me to be more prepared for my leadership position on campus (if applicable).
97.6% of participants agreed that the course improved their ability to work as a member of a team or group.

Cost analysis of Wentworth Leadership Institute vs. Fall Leadership Education

Received positive feedback from student leaders and supervisors regarding separating job training from leadership education Phase 2
Full transcript