新兴领导项目 开发未来的商业和城市领袖.docx
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新兴领导项目 开发未来的商业和城市领袖.docx
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新兴领导项目开发未来的商业和城市领袖
新兴领导项目开发未来的商业和城市领袖
DEVELOPINGFUTUREBUSINESSANDCIVICLEADERS:
THEEMERGINGLEADERSPROGRAM
ABSTRACT:
TheEmergingLeadersProgram(ELP)isanexecutiveleadershipdevelopmentprogramformid-careerprofessionals(averageage35)intheGreaterBostonarea.Itbeganin2002withagiftof$250,000fromStateStreetCorporation.TheCEOofStateStreetatthattime(MarshallN.Carter,nowChairoftheNYStockExchange)wasactivelyinvolvedinplanningtheprogramandhasbeenanactiveparticipantintheprogramsinceitsinception.Theprogramwasfoundedbecauseofthebeliefthatthefutureleadershipofoururbanareascannotbelefttochance.Moreover,inthecityofBostonin2000personsofcoloraccountedfor51%ofthepopulation,buttheleadershipdidnotreflectthisdemographicchange.Inaddition,manyofthebusinessesthatwereonceheadquarteredintheGreaterBostonregionarenolongerheresonewkindsofbusinessesarealsoimportanttoourregion’sfuture.Thefoundersoftheprogrambelievedthatifwearetohaveinclusiveandcollaborativeleadersinthefuture,wemustfindthosepotentialleadersnowandprovidethemwithleadershiptraininganddevelopment.
Thefoundersalsobelievedthatanewlearningmodelwasneeded—onethatwasmorehandsonandonethataddressestheissuestheemergingleadersarenowfacingintheirorganizations.ManyoftheindividualsintheprogramalreadyhaveMBAdegrees.Severalhavelawdegrees,andwealsohavehadfourmedicaldoctorsintheprogram.
新兴领导项目:
开发未来的商业和城市领袖:
领导人培养项目(ELP)是一个在大波士顿地区开展的行政领导开发项目,为处于事业中期的管理者(平均年龄35岁)提供培训。
这个项目创建于2002年,启动资金来自StateStreetCorporation公司捐赠的25万美金。
StateStreet公司当时的首席执行官(MarshallN.Carter,现为纽约证券交易所的主席)从一开始就积极参与该项目的策划等诸多事宜。
该项目创建的初衷是对我们未来城市的领导者不能听天由命,放任自流。
而且,在2000年,波士顿的有色人种已经占到了总人口的51%,但是领导者的成分构成并没有相应地反映出这种变化。
此外,很多以前总部设在大波士顿地区的公司已经离开这里,因此,新兴的公司企业对我们地区的未来至关重要。
该项目的创始人认为如果将来我们需要具有包容性及合作精神的领导者,那么我们必须现在就要发掘这样的潜在领导者,并为他们进行领导培训和开发。
他们还认为我们需要一种新型的学习模式。
这种模式要能够融合新兴领导者的切身体验,并解决他们当前工作中所面临的问题。
参与该项目的很多成员都已经获得了MBA学位,有一些人拥有法学学位,还有四位成员获得了医学博士学位。
DEVELOPINGFUTUREBUSINESSANDCIVICLEADERS:
THEEMERGINGLEADERSPROGRAM
PatriciaANeilson
BACKGROUND:
TheEmergingLeadersProgram(ELP)isanexecutiveleadershipdevelopmentprogramformid-careerprofessionals(averageage35)intheGreaterBostonarea.Itbeganin2002withagiftof$250,000fromStateStreetCorporation.TheCEOofStateStreetatthattime(MarshallN.Carter,nowChairoftheNYStockExchange)wasactivelyinvolvedinplanningtheprogramandhasbeenanactiveparticipantintheprogramsinceitsinception.Theprogramwasfoundedbecauseofthebeliefthatthefutureleadershipofoururbanareascannotbelefttochance.Moreover,inthecityofBostonin2000personsofcoloraccountedfor51%ofthepopulation,buttheleadershipdidnotreflectthisdemographicchange.Inaddition,manyofthebusinessesthatwereonceheadquarteredintheGreaterBostonregionarenolongerheresonewkindsofbusinessesarealsoimportanttoourregion’sfuture.Thefoundersoftheprogrambelievedthatifwearetohaveinclusiveandcollaborativeleadersinthefuture,wemustfindthosepotentialleadersnowandprovidethemwithleadershiptraininganddevelopment
AfterreceivingthefinancialsupportfromStateStreetCorporation,prominentbusinessandnon-profitleadersintheGreaterBostonregionwerecontactedtogettheirideasforthecontentandlearningapproachfortheleadershipprogram.TheyincludedCharlesE.Gifford,ChairmanEmeritusBankofAmerica;WilliamVanFaasen,Chairman,BlueCrossBlueShieldofMassachusetts;CathyMinehan,CEOandPresidentoftheFederalReserveBankofBoston;Rev.RayHammond,Chair,TheBostonFoundation;MarianHeard,thenCEOandPresidentoftheUnitedWayofMassachusettsBay;JudgeSandraLynch(FirstCircuit);andotherleadersinGreaterBoston.Alltheseindividualsalsoagreedtobespeakersintheprogramwhichisoneofitsmostimportantcomponents.Theseindividualsalsobecamemembersofaboardofadvisorstotheprogram.Theboardhelpedsetthegoalslistedbelowandalsoassistedinthedesignoftheprogram.1
Theinitialcohortfortheprogramin2001wasnominatedbyleadersinthemajorbusinessesandorganizationsintheGreaterBostonregion.Requirementswerethateachnomineemusthave5-10yearsofprofessionalexperienceandsupportfromthatorganization.Thepersonremainsinhis/herjobsoalsomustbeallowedreleasetimetoparticipate(oneweekinJanuaryandonedayamonthFebruary—September).Thirty-twoindividualswereadmittedtothepilotclass.
Thefoundersalsobelievedthatanewlearningmodelwasneeded—onethatwasmorehandsonandonethataddressestheissuestheemergingleadersarenowfacingintheirorganizations.ManyoftheindividualsintheprogramalreadyhaveMBAdegrees.Severalhavelawdegrees,andwealsohavehadfourmedicaldoctorsintheprogram.
Therefore,thefollowingprogramgoalswereestablished:
Selectemergingleaderswhoarediversebyrace,genderandprofessionwhowillenhancetheirnetworkingskillswithotheremergingleaders.
ExposetheemergingleaderstoavarietyofGreaterBoston’scurrentleadersinorderthattheyexperienceavarietyofleadershipstylesandbecomefamiliarwithissuesfacingtheregion.
Enhancetheirleadershipskillsinareassuchasteamwork,communication,projectdevelopmentandcompletion,negotiation,thepoliticalprocess,anddealingwiththemedia.
Increaseunderstandingoftheconceptandpracticeofcollaborativeandinclusiveleadership.
Duringthe2002-2006timeframe199individualshavecompletedtheprogram.Anadditional45individualsbegantheprograminJanuary2007.
ELPDESIGNANDLEARNINGAPPROACH:
Therearethreemainfacetstotheprogram:
currentleadersasspeakers,skillsessions,andteamprojects.Eachdailysessioninvolvesthesethreeelements.Thelearningapproachisonethataddressespracticalandreallifeleadershipsituations.Readingsareprovidedeachdayandleadershiptheoriesarealsodiscussedsothatthereisatheoreticalbasisforthesessions.Sessionsareintendedtodealwithpressingleadershipissuesandgivefellowsskillswhichcanbeusedimmediatelyintheworkplace.Forexample,onesessionisspentonhowtodealwiththemedia.Thissessionhasprovedtobeveryusefulashasthetimespentonexamininghowonegetsthingsdoneinthepoliticalrealm.Actualbusinesscasestudiesandpracticesessionsareused.
TheprogramisbasedintheCollegeofManagementattheUniversityofMassachusettsBostonwhichhasastrongemphasisonskillenhancementandonteamwork.Themodelhasworkedextremelywellandisonethatcouldbereplicatedinanymajorurbanarea.Participantscomeforaone-weekintensiveleadershipseminarinJanuaryandreturnonedayamonththroughSeptember.Thisscheduleallowsparticipantstoremainintheirjobswhileparticipatingintheprogram.
Inaddition,theprogramstressesteamworkandcollaboration.Participantsarepartofarealteamworkingonaspecificproject.Thishasproventobeacrucialfactorinthesuccessoftheprogram.EveryJanuary,thefellowsaredividedinto6-7teamstoworkoncivicorbusinessissuesfacingtheregion.In2006,theissuewasdealingwiththenewimmigrantpopulationsinMassachusetts.Eachteamworkedonadifferentfacetofthisissue.Thetopicin2007addressestalentretention:
WhydoyoungprofessionalsstayintheGreaterBostonarea?
Teamsworkwithlocalsponsors(organizationssuchasthePrivateIndustryCouncil,TheMassachusettsBusinessRoundtable,theBostonRedevelopmentAuthority,theBostonFoundation,MassInc,etc)fromJanuarythroughAugustandinthefallofeachyear,theypresenttheirfindingstotheseandotherinterestedstakeholdersfrommajororganizationsintheregion.TheMayoroftheCityofBostonhasalsoattendedeachfallsessioninpastyears.Thelearningapproachhereistohavefellowsparticipateinanactualteamexperiencewithameaningfulproduct.Issuesofworkinginateamariseandweprovideteamcoachingalongtheway.
INNOVATIVEELEMENTS:
Havingtheleadersofthebusinesscommunityactivelyinvolvedhasbeenoneofthestrongestfeaturesofthisprogram.MembersofthebusinesscommunityserveonourBoardofAdvisors(seeAppendixA).Severalbusinesseshavesentparticipantseachyearoftheprogramandthesecompaniesnowhaveacadreofemergingleaderswithintheircompanieswhohaveahadacommonleadershiptrainingexperience.Manycurrentbusinessleadersserveasspeakersintheprogram,andtheFellowsconsistentlyratethiselementasoneofthemajorhighpointsoftheprogram.Fellowsbenefitfrommeetingfirsthandthecurrentleadersandlearningabouttheirpathstoleadershipaswellastheirleadershipchallengesandtheissuestheyseeasmajoronesforourregion.
Anotherinnovativeelementistheteamexperience—workingonarealproject.Someofthemembersofteamsfrom2002stillgettogetherenhancingtheirprofessionalnetworksandciviccommitment.Wecoachtheteamsalongthewaywhenproblemsoccur,andFellowslearnagreatdealaboutteamworkandcollaborationaswellasaboutimportantcivicissues.
Inaddition,anotherinnovativeelementisthattheprogramneverreallystops.Thealumscontinuetobeinvolvedandwesponsorfourtosixalumnieventseveryyearsothatonceonegraduatesfromtheprogram,he/sheneverreally“leaves.”Someoftheseeventsaresocialandothersaremoresubstantive.WehavesponsoredasessionwithProfessorRosabethMossKanterofHarvarddiscussingchangestrategies,anotherwiththeChairmanofBankofAmericaandaspecialworkshopon“HowtoGetonaBoardandHowtobeaGoodBoardMember
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