Dr. Robert Roehrich

Dr. Robert Roehrich

About me

Activity

Aaron, I couldn't agree more with you.With the large pool of candidates who are seeking employment, referrals historically provide a reliable recruiting source. Your advisory boards and governing boards are also good sources of potential candidates. Dr. Robert Roehrich
Earl, This is a novel approach. Why not consider engaging get your experienced and top performing faculty as peer mentors with release time for working with new and under performing faculty? How can a mentoring and support program be developed that is on going and provides recognition for success? Dr. Robert Roehrich

Christine, One of the toughest challenges of any new leader's responsibility is delegation, so you are not alone in feeling the "stress" of balancing task completion and delegation of authority. The key to effective delegation is to stop thinking about it as "removing tasks from your to do list" and thinking about it as a developmental tool. It is a leaders responsibility to develop her people by providing them with challenging work and opportunities. Once you embrace this, delegation becomes a shared responsibility between the leader and the employee. Yes, the person to whom you delegate a task has to… >>>

Brooke, Since the Governing Board's job is to monitor the financial health of the organization and all businesses want to be financially healthy, the value of this type of board speaks for itself to senior management and other stakeholders. With respects to Advisory Boards, having valuable input and feedback from those in the field with respects to curriculum and placement is highly valuable. Board members can serve as a great resource to the Placement Services Team and as you stated: "...the outcomes and success of the school." Dr. Robert Roehrich

Troy, I would suggest you develop a "T" table with the descriptions of each type of board, one the left and the other on the right, then use this as a visual to communicate the differences between the two broad types. After illustrating the differences and explaining the values to senior management, you will need to specifically determine how the boards will be utilized in support of your school and programs. Be sure to solicit questions from your management team, which should provide substantial opportunity for you to elaborate and communicate your vision for the each board's contribution. Dr. Robert… >>>

Discussion Comment
Ignacio, Absolutely, but they need to be able to respond to the issues in the proper context. This is why it's extremely important to have an effective board nominating and on-boarding process. In addition, both governing and advisory broads should receive regular updates in the institutional environment to be able to place their decision making in the most up-to-date context. Dr. Robert Roehrich
Ignacio, Utilizing your boards to serve distinct, but related functions will increase the efficiency and effectiveness of each board. Advisory boards should be selected as carefully as your governing board to ensure the information you are getting is both current and forward thinking. A combination of board members who have both accreditation occupational experience can be of value in dual capacities. Dr. Robert Roehrich
Shelly, Writing out your expectations in advance of delegating work to an employee is a great way to ensure clear communication and accomplishes two additional things. As you stated, it provides you with an opportunity to reflect and write out your specific requirements, which the employee then hears exactly what you expect. Second, if you provide them with an outline of the expectations, it can be used as a checklist to assess the performance. This approach eases the task of delegation and establishes an objective means of evaluation. Dr. Robert Roehrich
Shelly, I completely agree with you. The key to effective delegating is to convey the importance of the assignment to the individual and to acknowledge the work when completed, assuming it was according to expectations. Setting clear expectations and communicating the method used to evaluate the work also enhances the opportunity for the individual to complete the delegated task(s) according to a managers requirements. Dumping , as you have stated is the "chore" work that almost anyone can do and normally doesn't result in any platitudes or accolades for getting it done. Dr. Robert Roehrich

Linda, I would agree that culture is one of the key variables in engaging and retaining employees, but unless it goes beyond engaging them in work related decisions, recognition and celebration, it can be a retention strategy that backfires. The foundation of employee retention is an organizational culture that is solidly based on integrity and compassion for the mission. From that starting point, organizational retention strategies focused on employee engagement, achievement and success can be established. Even quality employees can be lured away from an organization that doesn't demonstrate integrity and compassion for its mission, regardless of how much "recognition… >>>

End of Content

End of Content