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UNC’s Dave Stevens: Building a Legacy

Posted by UNC Executive Development on Jul 20, 2017 11:09:22 AM

The C. Knox Massey Distinguished Service Awards recognize University of North Carolina at Chapel Hill employees each year for unusual, meritorious or superior contributions. In 2017, Chancellor Carol Folt is honoring six University employees with this award.  One of them very close to Executive Development, Dave Stevens.

dave stevens.jpgIn his 22 years of service, Stevens oversaw the construction of the McColl Building and was also deeply involved in the expansion of the full-time MBA program and the launch of MBA@UNC, Weekend MBA, Global OneMBA and the UNC Executive Development Program.

In her nominating letter, longtime colleague Jennifer Conrad, the McMichael Distinguished Professor of Finance, documented the rise of the business school to the creation of the Rizzo Center, which allowed the school’s executive education program to blossom.

The revenues, she added, have furthered the school’s teaching mission with a range of corporate and government clients. At the same time, proceeds from executive education have also been used to provide research funding and to offer competitive hiring packages for faculty.

Stevens said winning the Massey, was a tremendous honor that, near the end of his career, matched the pride he felt in 2000 when he received the Weatherspoon award within the business school. One reason he values the awards so much is because they connect him to two families who have contributed so much to Carolina. It feels even better to know, Stevens said, that the people you have worked with for a long time appreciate what you do.

Congratulations to Dave Stevens on this award. You can read an entire article with much more insight into Dave’s contributions in the University Gazette here.

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Driving Results from your Sales Team

Posted by UNC Executive Development on Jul 18, 2017 1:31:36 PM

Join us this fall at UNC Executive Development for our Sales Management program October 10-12. Not only will you have a chance to learn from our world-class faculty, you’ll sit beside a diverse group of sales management professionals from various industries and organizations.  Over the course of three days, we’ll answer the following:

  • sales-1.jpgAre you maximizing the sales performance and potential of your current team?
  • How do I drive sustainable results from my sales team?
  • What knowledge, skills, and experience do you need to be effective at driving sales?
  • What tools and frameworks will better manage my salesforce?

Learn More about  Sales Management

We look forward to seeing you in Chapel Hill this fall.

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Join Us for the Talent Management Institute

Posted by UNC Executive Development on Jul 13, 2017 3:51:40 PM

Reserve your seat today for the October 16-19 Talent Management Institute at UNC Kenan-Flagler Business School. The Talent Management Institute is a four-day program developed to help human resource, talent management and leadership development professionals improve their talent management skills and capabilities. It is taught by two highly acclaimed and experienced Talent Management Practitioners, Marc Effron and Jim Shanley, who focus on the art of execution drawing upon their own professional experiences.

Enroll Now

Don’t miss the opportunity to join a network of professionals who are able to call themselves alumni of the Talent Management Institute.

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UNC Executive Development Welcomes New President

Posted by UNC Executive Development on Jul 12, 2017 12:41:18 PM

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UNC Executive Development–a top ranked provider of executive education–is pleased to announce Margaret Cording as president.

“Margaret Cording brings an amazing combination of experience–corporate, academic, executive education and global–and skills that make her the right leader for this strategically important role,” said Douglas A. Shackelford, dean and Meade H. Willis Distinguished Professor of Taxation at UNC Kenan-Flagler. “A seasoned professional in developing and managing an executive education business, her strategic and relationship-building approach will help us grow and innovate.”

Cording served at IMD as regional director for Southeast Asia and Oceania and professor of strategy in Singapore prior to joining UNC Kenan-Flagler. There she developed and implemented an executive education growth strategy for the region, establishing IMD’s first geographic expansion outside its home campus in Lausanne, Switzerland. She developed many programs to meet the needs of MNCs as well as executives in the region, and was involved in building and managing an executive learning center.

“I’m excited to join UNC,” said Cording. "Companies around the world are struggling to build the human capital necessary to excel in our complex world. UNC Executive Development is dedicated to building strong partnerships to effect change both for individuals and their organizations through our innovative designs and outstanding faculty. The field of executive education is on the cusp of significant change and UNC Executive Development is positioned well to lead that transformation.”

Cording began her career as an investment banker in New York after she earned an MBA in finance from Wharton School at the University of Pennsylvania. She rose to managing director at Chase Manhattan Bank, and decided to pursue an academic career.

She earned a PhD in strategy and business ethics from the University of Virginia and served on the faculties of Rice University and IMD. Her research focused on strategy implementation and change management, post-merger integration and stakeholder management, globalization strategy, and breaking the Asian glass ceiling.

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Top Ten Reasons to Hire Veterans

Posted by UNC Executive Development on Jul 6, 2017 3:33:46 PM

Employers need employees with great technical skills, and while veterans certainly possess more than an ample amount of these much-needed skills, they also have some much-desired competencies HR and talent management professionals look for in job candidates. Through military experience, veterans have honed leadership, teamwork, critical thinking and problem-solving skills, and have learned how to work under intense pressure—all top-rated competencies sought by employers

veteran-1.jpgTop Ten Reasons to Hire Veterans

  1. Accelerated learning curve: Veterans have a proven ability to learn new skills quickly and efficiently.
  2. Leadership: The military trains soldiers to lead by example and through direction, delegation, motivation and inspiration. .
  3. Teamwork: Military duties involve the ability to execute both individual tasks and group endeavors.
  4. Diversity: Veterans have learned how to work with all individuals regardless of race, gender, geographic origin, ethnic background, etc.
  5. Performance under pressure: Veterans understand what it means to perform under difficult conditions and tight schedules and with limited resources.
  6. Respect for procedures: Veterans understand what accountability means. They also understand how policies and procedures help an organization function.
  7. Technology and globalization: Veterans are aware of international and technological trends, and how they apply to business and industry.
  8. Integrity: Veterans know the value of “an honest day’s work.”
  9. Health and safety procedures: Veterans are extremely conscious of health and safety standards, and have been trained to strictly adhere to them.
  10. Triumph over adversity: Veterans have shown time and time again that they can survive the harshest of conditions and succeed in mission-critical situations.

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Become a Better Leader this Fall at UNC

Posted by UNC Executive Development on Jun 29, 2017 10:46:50 AM

For over sixty years, UNC Kenan-Flagler has offered leadership development and business education programs designed specifically to help individuals reach their full potential. Our programs prepare business professionals at all levels with the knowledge and skills they need to think more strategically, make better decisions, and lead more effectively.

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We have a busy calendar of programs this Fall and registration is now open.  Upcoming programs include:

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Topics: leadership, leadership development

Developing Millennial Leaders

Posted by UNC Executive Development on Jun 27, 2017 11:32:33 AM

The millennial generation is not just about to enter the workforce. They are already there. In fact, the oldest millennial is already 37 years of age, yet employers and HR and talent management professionals act like the entirety of this generation is still living in their parents’ basements. While it is true that many millennials are recent college graduates still green behind the ears when it comes to their careers, the U.S. Bureau of Labor Statistics estimates that they hold about 20 percent of all management jobs, up from just 3 percent in 2005. And as baby boomers retire, the number of millennials needed to assume leadership roles will rise exponentially—but employers struggle to accelerate their leadership development programs to properly prepare millennials to assume leadership positions.

_K3_0145.jpgThere is no shortage of studies that highlight why this ethnically diverse generation are technical natives, continuous learners, and excellent team players and collaborators. There is also no shortage of written work that highlights how millennials may disrupt the workplace. All of this research in the quest to discover how this generation will behave as a whole has led to the notion that all millennials share the same values and will likely behave in the same way in the workplace. This is simply not the case. Just like not all baby boomers will retire at age 65, not all millennials will be good team players. In fact, as millennials age, notable differences among them are emerging. One common thought about millennials is that they are serial job hoppers, yet there is evidence that millennials who have been in the workforce for a couple of years begin to form more conventional attitudes about work than millennials of the same age who are still in college.

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Topics: leadership, millennials, leadership development

Steps HR Can Take to Improve the Success Rate of a Change Initiative

Posted by UNC Executive Development on Jun 22, 2017 3:02:47 PM

There are many different change models and approaches to change management that HR leaders can choose to implement in their organizations.  Many of these models have commonalities.  The following steps borrow from a few of the most popular change models (Kotter’s model, Blanchard’s model, etc.) and hope to ensure a successful change initiative in organizations.changeman.jpg

Step 1: Obtain executive sponsorship.
A change initiative, no matter its scope, needs a senior-level champion to support and lead the change. HR should identify the right person or people to champion the change initiative. The champion(s) should not only be at a high level in the organization, but also should have credibility among employees.

Step 2: Identify the right change agents.
Change agents are your difference makers and should be chosen carefully. Think of them as a bridge—they will be responsible for engaging the stakeholders, which will involve a lot of two-way communication (as much inquiry as advocacy), communicating the change initiative vision, providing feedback up the management chain, and modeling the new behaviors and processes.

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Our Approach to Partnership

Posted by UNC Executive Development on Jun 20, 2017 1:30:20 PM

The UNC Executive Development team enjoyed sponsoring The Conference Board’s Annual Leadership Development Conference in Chicago this month. We were pleased to have the opportunity to share the success story of our partnership with Owens Corning to develop the company’s future leaders and to drive business results across the organization. If you’d like to read more about our work with Owens Corning, you can do so here

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UNC is an internationally recognized leader in custom executive education, ranked #1 in the world for Value of the Money by the Financial Times. For more than 60 years, UNC has partnered with organizations to design, develop, and deliver customized leadership development programs, both at our executive campus in Chapel Hill and at client sites around the world.

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Motivating Today's Workforce

Posted by UNC Executive Development on Jun 8, 2017 3:58:48 PM

Motivated employees outperform unmotivated peers in productivity, innovation, creativity, customer service, engagement, and retention—all of which gives an organization a competitive advantage that is vital in today’s high speed, hyper-connected business environment. Neuroscience has provided new insight on how motivation is processed in the brain. Frameworks like Lawrence and Nohria’s Drivers of Human Behavior model and Rock’s SCARF model combine motivation theory and neuroscience and offer roadmaps for how HR and talent management professionals can help shape their organizational culture and environment to motivate employees, spur engagement, and boost the bottom line. Motivated employees can a transform business.

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We’ve packaged up our research on the topic of motivation and applying the neuroscience of motivation in the workplace into a white paper. This paper covers what motivation is and the importance, where motivation comes from, frames the science behind motivation, and finally offers tips for how talent management professionals can improve their organization’s motivation.  Download the paper below.

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