新兴领导项目 开发未来的商业和城市领袖文档格式.docx

新兴领导项目 开发未来的商业和城市领袖文档格式.docx

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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。

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