SoHE Leadership Expectations

This page outlines the School of Human Ecology's leadership expectations.

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Demonstrates leadership qualities
  • Vision: Clearly articulates a compelling vision of the unit’s future and develops clear plans to ensure that aspirations are realized.
  • Integrity: Honors commitments and is trusted by others. Consistently makes decisions with the University’s best interests in mind.
  • Effective Communication: Uses listening, observing and questioning skills to communicate with others. Presents words, images and ideas in an interesting and meaningful manner,
  • Decisiveness: Makes difficult decisions in a timely manner to facilitate change and overcome impasses to serve the best interest of the unit and University
  • Composure: Stays composed in high-pressure situations. Keeps anger and frustration under control to respond appropriately in confrontational situations. 
  • Respect: Exercises respect by engaging with differing viewpoints in ways that advance shared purposes
Moves the Department and the SoHE Forward
  • Fostering and Facilitating Change: Anticipates and adapts to emerging institutional and societal needs and helps individuals overcome resistance to change
  • Innovation: Looks for and seizes opportunities to improve programs, services and operations.
  • Innovation and Community Engagement: Extends the unit’s impact through community service and initiatives that apply expertise to societal and community challenges.
  • Innovation in Research: Provides support and incentives for vital research.
Builds a high-performance culture
  • Commitment to Diversity and Inclusion: Demonstrates a commitment to building and sustain a diverse and inclusive learning and working environment. Actively solicits diverse perspectives. Treats everyone in respectful manner and hold others accountable for doing the same. Actively works to recruit and retain a diverse faculty, staff and student body.
  • Conflict Management: Has created a culture in which individuals feel safe in expressing divergent points of view. Respectfully considers divergent perspectives and proposed creative solutions to address concerns. Addresses concerns promptly and effectively.
  • Development and Feedback: Creates opportunities for professional growth development. Ensures that annual performance reviews are conducted.
  • Effective Staffing: Recruits, retains, effectively manages and supports a productive workforce.
  • Faculty Recruitment and retention: Recruits, retains and support the success of a divers and outstanding faculty.
  • Recognizes Achievement: Recognizes accomplishments of faculty and staff through awards, nominations, publicity and other venues.
Forges partnerships and alliances internally and externally
  • Relationship Building (Internal): Establishes effective internal relationships and alliances that move the University forward.
  • Relationship Building (External): Establishes external relationships and alliances that move the University forward. 
  • Responsiveness (Internal): Is accessible and listens and responds promptly to internal constituents (e.g., students, faculty, staff, administrators, colleagues). Uses data and feedback to improve service delivery and program design.
  • Responsiveness (External): Listens and responds promptly to external constituents and stakeholders (e.g., community leaders, corporate entities, government officials, alumni, the press).
Manages resources effectively
  • Resource Acquisition: Is effective in attracting external resources/donations.
  • Resource Management: Manages capital, financial and human resources prudently and responsively to do things more effectively and less expensively while investing in areas critical to the SoHE’s long-term success.




Keywords:leadership, expectations, culture, chairs, faculty, department   Doc ID:116608
Owner:Michelle H.Group:School of Human Ecology
Created:2022-02-08 15:46 CSTUpdated:2022-10-04 11:00 CST
Sites:School of Human Ecology
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