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The Latino Initiative: A Ten Year Forecast of U.S. Hispanics in Higher Education

The Latino Initiative: A Ten Year Forecast of U.S. Hispanics in Higher Education

Peter Rios | 2016

Abstract

This report is a three part documentation for a Latino Initiative at Indiana Wesleyan University, College of Adult & Professional Studies. Part one of the series forecasts the future of Latinos in the U.S. out to 2025, the second on higher education concentrating on Christian higher education, and the third delivers recommendations. The goal of this report was to analyze demographic trends, economic uncertainties, and possible paradigm shifts within the Latino community and higher education, report findings for strategic partnerships with the Latino community, and propose a strategic plan for the College of Adult & Professional Studies on how to recruit, retain, and best serve Latino students. Unique to this report are the scenarios presented throughout, so the reader can get a glimpse of what can be, in the midst of uncertainty in society. Strategic foresight is applied as a key element to maximize the opportunity to think outside the box for innovative education towards the U.S. Latino community.

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The New Rules of Teaming in a Global Economy

The New Rules of Teaming in a Global Economy

David Mack Arrington Sr. | 2016

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In the last decade globalization has changed the rules regarding how organizations conduct business. With the introduction of ubiquitous high-speed internet access, the availability of less expensive workforces, and advances in communications technologies virtual teams have become more commonplace. Leading virtual teams poses new and different challenges than leading co-located teams such as working across multiple time zones, trust-building, cultivating connectedness, and effective communication. In many cases, virtual teams have become global virtual teams. Global virtual teams present a number of challenges above and beyond virtual teams such as navigating cultural differences, understanding differing worldviews, traversing language barriers, and cross-cultural communication to name a few. While there are many overlapping competencies, leading in a global context differs from domestic leadership and it has been argued that there is a shortage of globally aware leaders. Global leaders require additional competencies to effectively lead in a geographically dispersed and culturally diverse work environment. Global leaders will need to understand the value and challenges of diversity, the role culture plays in influencing leadership styles, and how to manage conflict in a global virtual setting. This project explores the new rules of teaming in a global economy and the competencies global leaders will need to work effectively in a rapidly shifting, global virtual work environment. This project was presented in seminar format to a group of nine that consisted of managers, non-managers, and students. A pre-assessment and a post-assessment was conducted and feedback was received using Likert scales and open-ended questions. The post-assessment feedback established that the impact of globalization, the elements of heightened diversity-awareness and self-awareness, and conflict resolution were the some of the most stimulating topics presented.

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Coaching Adolescents

Coaching Adolescents – Developing Good Followers Today to Build Effective Servant Leaders Tomorrow

Robin N. Beauregard | 2016

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Leadership is a hot topic. There are books, articles, and seminars geared toward effective leadership, but unfortunately, there is far less on effective followership. Leaders must be built, and to be a truly effective leader a person has to first be a mature follower. Successful leaders have a servant heart, so in order to build future Servant Leaders, we must start with our young people. Teaching adolescents how to build their values and beliefs on a Biblical foundation will prepare them by building the followership skills necessary to develop into leadership skills later in life. This workbook, written for adolescents to work through with an adult coach, presents seven lessons, each containing a core trait and three related competencies. Adolescents will learn not only follower skills, but how to base everything they do on God’s Word. Further thought and discussion is provided through powerful journal questions and relevant homework and activities. Adolescents are developmentally at a point where cognitively and emotionally they are ready to establish their character traits, values, and goals. This workbook will help them base their development on God’s Word in a fun, interactive, but serious way, and provides coaches with relevant and thought-provoking materials to share with adolescents. Adolescents are inundated by worldly influences, so teaching them Biblical character traits, the importance of putting God first in their lives, effective communication skills, dealing with diversity, developing a future-oriented viewpoint, making positive decisions, and doing what’s right no matter what others are doing will prepare them for life, and whatever leadership or follower role God calls them for.

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F.A.C.T.S.©

F.A.C.T.S.© – Future ACTS: 10 Leadership Development Workshops to Promote Learning and Change

Kathleen Cabler | 2016

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Future ACTS Leadership Workshops is a collection of 10 ready-to-use workshops that will engage participates, accelerate learning, and promote change. These ten training designs have been selected as the ‘core’ information necessary for seasoned and new leaders. Not only do they represent the ‘best practices’ of active training programs, but also include relevant topics in the current world of training and development.

Future ACTS Workshops provide customizable material for either one-day, two-day or half-day designs. Sufficient information is included for the trainer/facilitator to understand the objectives, key points, and instructions for each activity. At the end of each workshop are reproducible handouts for the participants. Additionally, a power point presentation is designed to accompany each workshop.

Although each workshop is a unique active learning experience, it is also ideal as a complete interpersonal skills and business acumenLeadership Development Curriculum package.

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Turning Point: From Subject Matter Expert to Leader

Turning Point: From Subject Matter Expert to Leader

Joed I. Carbonell-Lopez | 2016

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As one transitions from a program manager, subject matter expert, or team member to a leadership position, their priorities must shift. Their priorities can no longer be projects or tasks and their focus can no longer be themselves. People become the focus and priority. Turning point is a workshop curriculum created to equip transitioning subject matter experts with the tools needed success in the new role of leader. It equips new leaders with the ability to relate with others and the ability to communicate, influence, and mentor others. It teaches the true meaning of leadership and prepares new leaders to lead authentically through the understanding of borders and culture. It uncovers the power of overcoming borders and leveraging individuals’ strengths within an organization. Additionally, it teaches the art of communication and how to utilize it to influence others. It prepares new leaders to define success, provide a vision, and shape organizational culture in order to posture it for success. It explores strategic foresight in order to create an organization’s future, because, as a leader, an organization’s future is in the hands of its leader. One can either create it or let it happen. Turning point enables new leaders to create it and provide the blueprint for doing so. Ultimately, Turning Point is about preparing new leaders for the leadership journey they are about to embark on. As such, the workshop ends with a look in the mirror. Individuals will analyze their strengths, their weaknesses, and their opportunities for improvement. The workshop ends with personal leadership development plan for new leaders to leverage throughout their leadership journey.

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Reignite: The Formation of the Strategic Plan for Agape Family Worship Center, Rahway, NJ

Reignite: The Formation of the Strategic Plan for Agape Family Worship Center, Rahway, NJ

Juanita Jones Daly | 2016

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The purpose of this project is to apply the SOAR (strengths, opportunities, aspirations, and results) framework and the 6-I Strengths-focused Innovation Approach (initiate, inquire, imagine, invent, implement, and improve) to a church operation to formulate its strategic plan. The plan extracts five strategic drivers influenced by the church’s five stated goals. Aspects of leadership including followers, communication, culture, and analytics will be considered. Relevant organizational strategy, design thinking, venture development, change management, organizational learning and human resource development will also be presented. This project explore how churches can strategically, creatively and innovatively approach fulfilling The Great Commission regionally, locally, nationally and globally and how it can serve as a resource to burgeoning churches, para-churches, and Christian organizations.

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VISTA Co.

VISTA Co.

Jason Graber | 2016

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We are living in an era where opportunities for business growth and innovation are unparalleled to any moment in history, yet productivity and long-term viability are at an all-time low. Today, operational costs are much cheaper due to the advancement of technology and globalization, allowing businesses greater access to resources and opportunities. At VISTA CO., we coach and develop business leaders to acquire the necessary skills, mindset, and knowledge to take advantage and engage with global business opportunities.

VISTA CO. is a purpose-driven global strategic advisory and consulting firm that focuses on mid-market companies, while taking a socially responsible approach in giving back 50% of profits to the business community by providing investments for startups and small businesses who can’t traditionally afford consulting and professional services. We make it a priority to build global bridges and apply our innovative resources built on a strong training program and coaching system to deliver amazing outcomes. Our strength lies in the diverse network of consultants and professionals we have built, allowing us access and insights to vast markets and industries.

VISTA CO. is focused on building meaningful and innovative companies that are positioned to achieve long-term results. We have created a hybrid model, that not only focuses on solving our clients’ current problems, but guarantees a legacy to pass on. Our cohort methodology fosters and facilitates continuous learning experiences, entrepreneurship, and knowledge sharing between our global partners and industries. VISTA CO.’s consultants are relentlessly positive, determined to hold our clients accountable, and won’t stop doing what we can until our clients succeed.

What makes VISTA CO. unique is the full-service consulting approach that uses technology based analytics to develop, deliver and capture the essentials that matter the most. Change is hard, but when implemented and engrained as part of the business model, it becomes the life-line of success. Leaders today must realize that if they don’t continuously disrupt, they will be disrupted. At VISTA CO., we coach, mentor, and roll up our sleeves to ensure amazing outcomes. Along with our training and cohort programs, we connect our clients to the real world where together we interact and work side-by-side with other global business leaders.

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Youth Leadership Coaching Matters: Developing At-Risk Youth: The Introduction of the Herbin Youth Leadership Coaching Concept (HYLC2

Youth Leadership Coaching Matters: Developing At-Risk Youth: The Introduction of the Herbin Youth Leadership Coaching Concept (HYLC²)

Serelda Herbin | 2016

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Normal–what does normal look like to an at-risk child in an underserved community? Normal. When one’s normal standards of life fall below the acceptable societal level, crime is created, unwed mothers are multiplied, and success in life is substandard or never achieved. Further, goals and dreams of at-risk youth in these environments are negatively altered (Walsh D., 2008). Luckily, for the little girl who set the tone of this paper, she did not take any of those routes and ended up with a much more successful life, which brings me to the purpose of this paper. This paper uncovers at-risk youth, what makes them at-risk, ways to help at-risk youth, ways to groom and develop at-risk youth into leaders, and how the concept of coaching at-risk youth can lend to their development. Secondly, this paper introduces a coaching concept, my brainchild developed through research, experience, and findings, known as the Herbin Youth Leadership Coaching Concept (HYLC²). I have created this concept specifically to target at-risk youth in order for them to better understand who they are, where they are in life, where they are going, and effective ways to get there. The HYLC²is based on the rationale that underserved youth are not receiving that dedicated time needed to be developed as upstanding citizens. It is designed to stand in the gap of those children who need just a little more tender loving care and motivation to excel. Studies have shown that exposure to disadvantaged neighborhoods has a much greater negative impact on the chances a child will graduate from high school than earlier research has suggested (Fowler, 2011). What does all of this have to do with the leadership training? It has much to do with this training concept because if the family life is not stable, with positive leadership within the family unit itself, those who are a part of the family unit will not be stable; the motivation to succeed will be limited or even non-existent.

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The Inverted Donut, the Lattice, and the Starfish: Designing the Organizational Architecture for All

The Inverted Donut, the Lattice, and the Starfish: Designing the Organizational Architecture for All

Peifeng Mary Tzen Ho | 2016

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All Nations Family—also known as All Nations—is a mission organization that exists to start church planting movements among the least reached peoples of the world, as part of the global church endeavor to finish the Great Commission in this generation. All Nations currently has two sending hubs which have workers church-planting in 34 countries. To be part of finishing the Great Commission in this generation, All Nations believes that it must train and send more local and near-cultural workers, not just Western cross-cultural workers. Therefore, All Nations aims to multiply 40 sending hubs and church planting communities in strategic cities and locations around the world to mobilize more local and near-cultural workers to ignite church planting movements over the next ten years.

This paper seeks to design a global organizational architecture for multiplying hubs and church movements. To do so, this paper has: 1) analyzed the existing literature on organizational structure, global networks, lattices, federations, and loosely-coupled structures; 2) revisited the historical structures that propelled mission and church planting movements in the previous centuries, and 3) interviewed ten mission organizations and churches that are focused on multiplying hubs and catalyzing church movements. This paper concludes that All Nations—as a global mission organization focused on multiplication—require the scalable configurations of a federal “inverted donut” structure, a lattice structure, and a “starfish” network structure.

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The Importance of Succession Planning: Pastoral Leadership Transition at Its Best

The Importance of Succession Planning: Pastoral Leadership Transition at Its Best

Valerie Rodriguez | 2017

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The basis of this paper is to review and analyze the pastoral transition of Crossroads Grace Community Church (Crossroads) in Manteca, California. Having had the same leader for 27 years, the Lead Pastor announced his retirement in the fall of 2014. Looking at leadership, succession planning and managing change, this paper will speak about what a successful transition process looks like. Taking into consideration what a successful transition may look like, how an organization can prepare for succession, and steps a leader can take to ensure success, this paper will evaluate Crossroads’ process in transitioning Lead Pastors.

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