University of Texas System Women’s Leadership Development

University of Texas System Women’s Leadership Development Workshop Developing Future Women Leaders Moderators: Susan Franzen and Tony Cucolo UT System Administration January 2019

Welcome!

We are all colleagues working a large and diverse organization. But what is “The University of Texas System”? Texas 14 3

14 institutions 8 Academic Institutions, two with medical schools 6 Health Institutions 1 Administrative HQ 110,000 Employees 221,000 Students 9 million Patients seen per year #3 in the world for patents granted UT SYSTEM HQ UT System HQ 4

Who you are, the 2019 Cohort 60 selfless Sponsors from every institution – Professors, Chairs, and Deans – A bevy of “Vices”: AVPs, VPs, and EVPs – Chief Medical Officers, Chief Innovation Officers 62 Protégées, the future senior leaders of the academy, medicine – and athletics -- from every institution – – – – Assistant, Associate and Interim Deans Assistant and Associate Professors and Chairs Assistant and Associate Directors and Managers and a Head Coach

Purpose of the Workshop – the “why” you are here. The problem to be addressed: – Despite the gains made in the percentages of women among higher education graduates and faculty members, women remain underrepresented in U.S. medicine and academia's highest-level executive positions – women are underrepresented in the "C-suite." The University of Texas System is no exception, having generally lower numbers of women in top leadership positions in both the health and general academic components. The desired outcome: build a “bench,” and set conditions to advance the best. – – Protégées leave the Sponsorship Workshop with new knowledge, skills and career planning ideas to accelerate their path to executive leadership and help them be even more ready for the next opportunity to advance. Sponsors will bolster their own knowledge and skills and enhance their relation with their protégée through shared experience – and be inspired to continue sponsoring protégées to top leadership positions at their institutions or elsewhere.

Why this concentrated effort at academic and medical campuses? In the academic, medical academic, and health and medical cultures, individual achievement is the key to advancement. Often, highly successful individuals receive limited leadership experience or formal development before they are selected to lead people and manage resources in fastmoving, rapidly changing environments. They are expected to build teams, lead peers, establish a positive organizational climate, routinely make timely and difficult decisions about people and resources, and effectively communicate to diverse stakeholders and audiences across a variety of means. This type of leadership requires preparation and a specific development effort. This workshop is one of those sustained efforts.

History matters: A thanks to our Founders present.

Let’s go!

Leadership “Primer” Empathy Enterpri se Vision Intellect ual Curiosity Key Traits and Skills of Successful Leaders Courage Humility Selflessn ess

“Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization.”

“Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization.”

Now, let’s ask ourselves What do you want to get out of the next two days together? What do you wish for others? What are you willing to do to ensure that you and others get what you want/need from this conference?

University of Texas System Women’s Leadership Development Workshop Developing Future Women Leaders Moderators: Susan Franzen and Tony Cucolo UT System Administration January 2019

Main Points: The Sponsorship Imperative Women don’t need to be “fixed” – fix the system Unconscious biases need to be addressed Sponsors: Power, Advancement, Public Sponsors stick their neck out; mentors operate behind the scenes 15

Main Points: DiSC Revelations and Application We are all a combination of styles. By understanding your style and the styles of others, you increase your understanding of the behaviors and motivations, improve effective communication, and effectively address conflict. 16

Main Points: Leading with Emotional Intelligence EQ or EI (emotional intelligence) is a greater predictor of success than IQ. Emotional intelligence is about self-awareness and self- management plus social awareness and relationship management. You can improve your emotional intelligence, or EQ through practice. 17

Main Points: Self-Promotion, Gaining Visibility, Executive Presence There are many techniques you can practice on your own with your cell phone/apps Lower voices command more authority Use your power voice Walk confidently What you do as a leader is amplified Gesture appropriately 18

Don't accept the cucumber when there are grapes! Men apply to positions where they meet 60% of the qualifications – women only apply when they meet 95 percent! Be willing to walk away. what's your backup? When negotiating. – – – Understand the power of anchoring Do your research Ask questions Main Points: Negotiation Skills ASK! ASK! ASK! 19

Main Points: What I Look for When Hiring Leaders Skills Attitudes Capability/Potential Everything you do is an audition Promote your uniqueness 20

Main Points: Passion or Emotion? Effective Communication Skills for Leaders Win the battle of the narratives Tell the truth well Memorable, shareable, repeatable communications Create a rhythm of communication Communicate with empathy 21

Wrap Up and Farewell Did you get what you wanted/needed from the past two days? Do you think others did? What's next for you? Your institution? 22