Page 18 - index
P. 18
CONFERENCE FEATURE
In your time as a community college leader, what do you see as in determining the “value proposition” of the league for the
the most profound change in community college education? 21st century. We have been around since 1968, and I think the
One of the most profound changes, especially driven by our value proposition needs to be redefned. Other organizations
work during the recession, is the value of the educational are doing great work and resources are not plentiful. People
opportunity we provide the public. At virtually any community need to make choices when identifying partnerships or funding
college you can fnd a great pathway to a job or to a four-year streams. What do we have to ofer community colleges coming
institution. Community colleges have demonstrated to our to the league? Te operational themes will come into place
country that we have the skillset and passion to develop our when we know what is needed.
students’ stories and to make them success stories. Second to that, I also think the League should redefne this
If you were to write your book on community college education notion of “innovation” with a sense of capacity. We can’t have
based on your experiences as a leader in higher ed., what would a defnition that is germane to all the institutions; they are
the frst chapter and the last chapter be called? all diferent—from tribal colleges to rural colleges to urban
institutions. We need to help them defne their innovation
Te frst chapter would be on the politics of community strategy and then help them to implement it.
colleges, and the last chapter would be “Take a leap, it’s okay.”
When you think about leadership in community colleges
today, you recognize that with each step of the ladder, your As I refect on what I most gained from my conversation with
role becomes more political. In some instances, good leaders Rufus, it was clear that his philosophy on leadership has always
have not taken that next step simply because of the politics they been about inclusiveness, and his intention is to always invite
see in that expanded role. We need to insulate the institutions others to the conversation with a true respect for what they can
so that we can protect our true mission which is to provide honestly contribute to the discussion. During our interview when
students with quality teaching and learning opportunities. We asked what he most valued about community college education,
need to encourage others through honest mentoring and help he stated that the whole notion of access and opportunity is
them build the skills and attributes they need to be successful about building an environment where institutions can efectively
team builders, successful leaders for our future. We need to address the diversity and instability of the students we serve.
encourage good leaders to take the leap. We need to protect teaching and learning opportunities, and
As the Chancellor Emeritus of the Maricopa County Community recognize that “leadership is at every level of the organization.
College District, how would you describe your leadership style? You have to support people to know they are empowered to be
responsible. If you don’t share the problem as you see it, then you
Te words I use as my leadership pillar are “inclusiveness, are part of the problem.”
engagement, and respect.” Core to any leadership strategy is
open and honest communication. People need to be asked to A meaningful lesson to take away from the conversation came
the conversation and you need to engage in a very forthright when Rufus shared his story about the Maricopa chancellor
conversation by being respectful and recognizing openly that selection process and what he learned from the frst selection
you all may not agree every time or in every way. When you experience. In 1999, when Chancellor Elsner announced his
believe in and act accordingly to refect these three tenets, retirement, Rufus was one of four internal individuals to apply
then the organization will understand your leadership style. for the position; he did not get an ofer. Rather, the Board shared
When the organization supports your decisions as a group, with him that they were looking for someone “diferent” and not
then you are not standing alone. Remember too that leadership a “fnance person” but a true academic. Instead of lamenting the
is in every level of the organization. You have to encourage board decision, he decided to learn from it and prove that he was
those developing leaders to know they are empowered to be much more than just a “fnance” person. To that end, he worked
responsible and to do what is needed to realize the vision for with faculty on curriculum development and realignment, helped
the future. Every conversation needs to be open and supported, focus data-based decisions and discussions through Institutional
which is a gif I learned from Paul. If you don’t share the Research, started teaching as an adjunct at ASU, and worked
problem as you see it, then you are a part of the problem. to share openly with others what it meant to him to be a leader.
Afer roughly three years, Rufus was given the opportunity to
For leaders in the making, what advice would you give someone lead the Maricopa District, an opportunity that may have never
with an advancing career in higher education? happened would he not have grown and developed his leadership
Ask yourself the questions: How do others see you? What can skill and diversifed his experience base.
you do to help others see the “you” that you see in yourself? As One would be hard pressed to identify a more deserving Paul A.
you fnd others willing to work with you, remember who you Elsner International Excellence in Leadership Award recipient
are and work to share your passion along the way. And when than Dr. Rufus Glasper. In Rufus’ own words: “Paul Elsner is
you have experienced success in your work, pay it forward; help a mentor, a colleague, a leader—my leader, a friend, and an
others fnd their pathway to success. Be their mentor and help advisor.” As a true closing lesson in transformational leadership,
them to take the next step on the ladder. Rufus went on to add: “He gave me the freedom to be whatever I
As you look to the future, what are two or three goals you have wanted to be.” Te gif every stable and emerging leader can ask
as you develop in your new role with the League for Innovation? from a mentor and colleague is to be given the freedom to be the
One of the primary goals as the CEO is to redefne the leader and person he/she dreams to be.
organization by engaging the community college membership
16 LEADERSHIP Vol. 23.1 Spring/Summer 2017
Client: The Chair Academy Job: Leadership_Journal_23.1 Spring/Summer 2017 Final size: 8.5” x 11” Colors: CMYK Bleeds: Yes
Created by: Goldfsh Creative - Laura Dvir • 602.349.2220 • LAURA@GOLDFISHCREATIVE.NET
In your time as a community college leader, what do you see as in determining the “value proposition” of the league for the
the most profound change in community college education? 21st century. We have been around since 1968, and I think the
One of the most profound changes, especially driven by our value proposition needs to be redefned. Other organizations
work during the recession, is the value of the educational are doing great work and resources are not plentiful. People
opportunity we provide the public. At virtually any community need to make choices when identifying partnerships or funding
college you can fnd a great pathway to a job or to a four-year streams. What do we have to ofer community colleges coming
institution. Community colleges have demonstrated to our to the league? Te operational themes will come into place
country that we have the skillset and passion to develop our when we know what is needed.
students’ stories and to make them success stories. Second to that, I also think the League should redefne this
If you were to write your book on community college education notion of “innovation” with a sense of capacity. We can’t have
based on your experiences as a leader in higher ed., what would a defnition that is germane to all the institutions; they are
the frst chapter and the last chapter be called? all diferent—from tribal colleges to rural colleges to urban
institutions. We need to help them defne their innovation
Te frst chapter would be on the politics of community strategy and then help them to implement it.
colleges, and the last chapter would be “Take a leap, it’s okay.”
When you think about leadership in community colleges
today, you recognize that with each step of the ladder, your As I refect on what I most gained from my conversation with
role becomes more political. In some instances, good leaders Rufus, it was clear that his philosophy on leadership has always
have not taken that next step simply because of the politics they been about inclusiveness, and his intention is to always invite
see in that expanded role. We need to insulate the institutions others to the conversation with a true respect for what they can
so that we can protect our true mission which is to provide honestly contribute to the discussion. During our interview when
students with quality teaching and learning opportunities. We asked what he most valued about community college education,
need to encourage others through honest mentoring and help he stated that the whole notion of access and opportunity is
them build the skills and attributes they need to be successful about building an environment where institutions can efectively
team builders, successful leaders for our future. We need to address the diversity and instability of the students we serve.
encourage good leaders to take the leap. We need to protect teaching and learning opportunities, and
As the Chancellor Emeritus of the Maricopa County Community recognize that “leadership is at every level of the organization.
College District, how would you describe your leadership style? You have to support people to know they are empowered to be
responsible. If you don’t share the problem as you see it, then you
Te words I use as my leadership pillar are “inclusiveness, are part of the problem.”
engagement, and respect.” Core to any leadership strategy is
open and honest communication. People need to be asked to A meaningful lesson to take away from the conversation came
the conversation and you need to engage in a very forthright when Rufus shared his story about the Maricopa chancellor
conversation by being respectful and recognizing openly that selection process and what he learned from the frst selection
you all may not agree every time or in every way. When you experience. In 1999, when Chancellor Elsner announced his
believe in and act accordingly to refect these three tenets, retirement, Rufus was one of four internal individuals to apply
then the organization will understand your leadership style. for the position; he did not get an ofer. Rather, the Board shared
When the organization supports your decisions as a group, with him that they were looking for someone “diferent” and not
then you are not standing alone. Remember too that leadership a “fnance person” but a true academic. Instead of lamenting the
is in every level of the organization. You have to encourage board decision, he decided to learn from it and prove that he was
those developing leaders to know they are empowered to be much more than just a “fnance” person. To that end, he worked
responsible and to do what is needed to realize the vision for with faculty on curriculum development and realignment, helped
the future. Every conversation needs to be open and supported, focus data-based decisions and discussions through Institutional
which is a gif I learned from Paul. If you don’t share the Research, started teaching as an adjunct at ASU, and worked
problem as you see it, then you are a part of the problem. to share openly with others what it meant to him to be a leader.
Afer roughly three years, Rufus was given the opportunity to
For leaders in the making, what advice would you give someone lead the Maricopa District, an opportunity that may have never
with an advancing career in higher education? happened would he not have grown and developed his leadership
Ask yourself the questions: How do others see you? What can skill and diversifed his experience base.
you do to help others see the “you” that you see in yourself? As One would be hard pressed to identify a more deserving Paul A.
you fnd others willing to work with you, remember who you Elsner International Excellence in Leadership Award recipient
are and work to share your passion along the way. And when than Dr. Rufus Glasper. In Rufus’ own words: “Paul Elsner is
you have experienced success in your work, pay it forward; help a mentor, a colleague, a leader—my leader, a friend, and an
others fnd their pathway to success. Be their mentor and help advisor.” As a true closing lesson in transformational leadership,
them to take the next step on the ladder. Rufus went on to add: “He gave me the freedom to be whatever I
As you look to the future, what are two or three goals you have wanted to be.” Te gif every stable and emerging leader can ask
as you develop in your new role with the League for Innovation? from a mentor and colleague is to be given the freedom to be the
One of the primary goals as the CEO is to redefne the leader and person he/she dreams to be.
organization by engaging the community college membership
16 LEADERSHIP Vol. 23.1 Spring/Summer 2017
Client: The Chair Academy Job: Leadership_Journal_23.1 Spring/Summer 2017 Final size: 8.5” x 11” Colors: CMYK Bleeds: Yes
Created by: Goldfsh Creative - Laura Dvir • 602.349.2220 • LAURA@GOLDFISHCREATIVE.NET
