Talent Management in Advancement
Experts have come together to create four pre-recorded sessions and will join you live on July 23 for a live Q&A about what we've learned in the past few months: Productivity when working remotely, training the newest members of our teams, continuing education for a team that is spread apart, and keeping your team staffed with the right people.
In this seminar you will:
- Measure employee engagement and develop strategies to increase productivity across all departments
- Strategies to implement an early career development program
- Incorporate microlearning as a viable option to meet the “need to know now” learning needs of your staff.
- Maximize available tools to keep your star employees
- Talent Managers
- Hiring Managers
- Director level or above at smaller institutions.
Live Q&A session: July 23, 1:00 PM EDT
Join our speakers for a live Q&A regarding each of their sessions. Use this time to engage with each of them as they answer questions and provide additional depth and content regarding their session.
Employee Engagement: Measuring and Building Productivity
Speaker: Holly Wolk
In today’s world, we are all striving to do more with the same or even less in some cases. We need our employees to be more productive and engaged in their work. So how do we do that? During this session, we will focus on how a group of peer institutions worked together to utilize Gallup’s Employee Engagement Q12. The process measured employee engagement with 12 simple questions and developed strategies to increase productivity across all departments and functions. You will learn about the tool itself, what engagement means and looks like in institutions and lessons learned from the last five years of this consortium.
Growing Our Own: A Model of Early Career Development Training
Speaker: Lynn Slifer
Many higher education advancement offices are encountering challenges in recruiting and retaining high-quality development professionals. To solve this problem, the University of Minnesota hired associate development officers, an entry-level classification requiring minimal experience. To strengthen their development knowledge, and to prepare them to advance, the UM Foundation created and implemented the Early Career Development Program, designed to train and inspire new development professionals. Hear about our experience after two cohorts have gone through the program.
Microlearning for Advancement: Delivering Right Size Knowledge at the Right Time
Speaker: Deb Snellen
Microlearning as a strategy is becoming more recognized and offers a feasible solution to the problem of providing training to a group of learners who must always be on the go. Find out how to incorporate microlearning as a viable option to meet the "need to know now" learning needs of your staff. In this interactive session, you will find out how to capture learning into bite-size amounts, achieve results by focusing on learning outcomes, and build microlearning modules easily and cost effectively.
Stewardship, Not Succession
Speaker: Brittany Wilhelm
Succession planning has taken many forms over many decades, but always with two underlying assumptions: 1) that people will leave your organization, and 2) you must be prepared to fill the vacancy in a highly competitive, fast-moving talent market. Recruit, promote, retire, rinse and repeat. What if we treated donor prospects the way we treat our employees? What if we assumed that once someone invested in our institution, that their only options are to increase their giving or to leave? What if we failed to steward their contributions, neglected to recognize and appeal to their passions, decided to engage them with a “one size fits all” approach, or worse, if we spent 90% of our time focused on our least promising prospects? We see and do all of these things, and constantly fall into these traps when managing our teams. But what if we flip this scenario? In this interactive session, you will learn to maximize available tools and you will begin outlining a plan to apply them within the existing cadence and rhythm of your organization.
A veteran Twin Cities development professional, Lynn Slifer has developed strong relationships with donors and raised millions of dollars for the University of Minnesota. For 17 years she led external relations for the U of M’s College of Education & Human Development, building a development team and overseeing the most successful campaign in the college's history. She also instituted a women’s philanthropic leadership circle, and led unprecedented faculty and staff participation in philanthropy. In 2017 she became associate vice president at UM Foundation, overseeing regional development, leadership annual giving, and international fundraising. Lynn also works with the Foundation's HR and development staffs to collaborate on talent management and training programs.
Deb Snellen, SPHR oversees the talent management program serving the University of Missouri advancement team. For twenty-five years prior to this role, Deb owned a nationally known consulting firm, Business Class, a company dedicated to training and development options for improving organizational performance. A specialist in leadership, talent management, organizational development, communication skills, and strategic planning, Deb has provided workshops and seminars nationwide and in Canada. She has presented at numerous CASE conferences and co-chaired the Newcomers' session at the 2020 CASE VI conference. Her work in talent management has resulted in national and regional Gold CASE awards.
After a 14-year career with the University of Denver, Brittany has recently taken on the role of Managing Director for Talent Management with Harvard University's Office of Alumni Affairs and Development. Prior to that, Brittany served the University of Denver from 2006 - February 2020, most recently as Associate Vice Chancellor for Advancement Operations and Chief of Staff. In that capacity, she had the privilege of helping to architect an organizational development strategy which more than doubled the staffing and budgetary resources of the advancement organization. While her role included oversight of resource administration, advancement services, donor relations, events, and strategic planning, Brittany’s passion and some of her most fulfilling work has been in the area of talent management. Under her leadership, the University of Denver designed and launched its first ever comprehensive talent management program serving the advancement office – a program that has grown to include an intentional and integrated approach to recruitment, onboarding, employee engagement, learning and development, performance and goal setting, career mobility, and succession/separation planning. The University of Denver is also Brittany’s alma mater, as she holds a bachelor’s degree in organizational development from DU.
Holly Wolk serves as the executive director for talent management and administration for the University of Rochester and oversees recruitment, employee engagement, professional development, and employee services for more than 250 advancement professionals. In this capacity, she works with senior leadership to develop and build the next generation of advancement professionals. Her focus and passion is on helping advancement professionals develop career paths that are beneficial to themselves and the organization. During Wolk's tenure, the University of Rochester has worked to redefine its recruitment strategy from focusing on external recruitment efforts to developing staff and promoting from within the organization.
Prior to coming to the University of Rochester, Wolk held similar talent management roles at Tufts University and Boston University, where she also managed the university's employment and training function. She began her career in alumni relations at Carnegie Mellon, before transitioning to Carnegie Mellon's organizational development and human capital management department.
She has a master's degree in human resource management from Carnegie Mellon and more than 18 years of advancement experience. She has served as a presenter and faculty at CASE previously, and enjoys sharing best practices with her talent management colleagues.