Strengths and Weaknesses Report
Graphic explanation of OCU's Strengths and Weaknesses
STRENGTHS & WEAKNESSES REPORT - ABOUT THE PROCESS - THE EMAIL About the Process I began negotiations for the position of Chief of Staff, Office of the President, at Oklahoma City University in November of 2010. By mid-December, President Henry and I had come to an agreement and with the pressures associated with a new job mounting, I began to strategize the most effective ways to shorten the learning curve while getting to know the key personnel on campus. My first day on the job was Jan. 6, 2011; despite being off for four days due to snow, my last interview was Feb. 15, 2011. In all, I interviewed 32 people, one-on-one (with the exception of Law), for approximately an hour. Obviously, I could not interview everyone, but I tried to talk to someone from each unit. Below is the letter/e-mail that was sent to each of the interviewees, the goal of which was to introduce myself, and the stated purposes of the proposed meetings: and faculty have delivered world-class performances and achieved competitively high marks in a number of areas, including the performing arts and nursing. Determining how that has occurred and how such success can be replicated within other Schools is a critical outcome for our joint endeavors. As OCU is financed primarily by tuition/ fees, donor investments/returns, and external grants, it is imperative that Administrative Leadership have a firm grasp on how the cost centers of each Division impacts the ability of the university as a whole to deliver on its mission. I want to work with you to make certain this is the case. But before I can work to help develop such concepts and plans, I need to learn how I can best serve you throughout this process-- you are a vital customer. RalphWaldoEmersononcestated: "Wisemenputtheirtrustinideasandnotincircumstances." I am seeking your ideas so that we can give renewed life to the mission of OCU while strengthening its position in our community. Please let me know what day and time will work best for you to meet with me by contacting Laana in response to this e-mail. We'vecreatedagraphicrepresentationoftheinformationIgatheredoverthecourse of these meetings. It is my hope that you will find this to be useful. CraigKnutson January 6, 2011 Since I am brand new on the job and to this campus, I feel it is important to get to know--both professionally and personally--those with whom I may be interacting on a regular basis. In order to lay the groundwork for a successful working relationship, I am requesting a one-hour-long individual meeting with you. I want to assure you that I have no preconceived notion about what I might hear nor what the final analysis of this information might produce. The purposes of this visit will be to: � � � � � � introducemyselfandgettoknowyou; haveyousharewithmeyourspecificjobdutiesandresponsibilities; hearfromyouastowhatyoubelievetobethetopthreeSTRENGTHSoftheUniversity; learnhowthosestrengthsenhancetheviabilityandvisibilityofOCU; hearfromyouwhatyoubelievetobethetopthreeWEAKNESSESoftheUniversity;and determinewhatfinancialandnon-financialeffortstheleadershipteamshouldconsider and adopt to strengthen OCU's position with its students, faculty and donor base. How to Interpret the Charts Wetookalloftheresponsesand,withthehelpofDr.LizDonnelly,categorized them. In each chart, the central circle represents the broad category into which each of the other circles fits. You will notice that the circles surrounding the center circle vary in size, and this is intended to visually represent the varying number of people who said the same thing. The larger the circle, the more people made mention of that particular quality. If you prefer to respond to these points in writing prior to the meeting, that would be fine. Based upon your responses, I might have some follow-up questions that we could discuss. The modest amount of preliminary research I have performed has bolstered my speculation (and hope) that OCU is certainly a "best-kept secret." OCU's students STRENGTHS & WEAKNESSES REPORT - INTERVIEWEES - SUMMARY The Interviewees Listed below are the OCU faculty, staff and students I interviewed, and their respective units/departments: Jim Abbott (Athletics) MaggieBall(Religion) Susan Barber (Provost) Tom Brown (Provost) Bill Conger (Counsel) Art Cotton (Advancement) RickHall(StudentAffairs) LizHedrick(HumanResources) Brian Holland (CFO) EduardoPrieto(EnrollmentServices) Steve Agee (Business) John Bedford (Dance & Arts Mgmt.) Teena Belcik (Consultant) Debbie Boles (Staff) Sandy Cotton (Advancement) Mohamed Daadaoui (Arts & Sciences) Mark Davies (Arts & Sciences) Liz Donnelly (Student Affairs) ChristineEddington(Communications) LarryHellman/EricLaity(Law) MichaelJackson(Research/Assessment) KelliKeegan(Sodexo) Tom McDaniel (Chancellor) Mark Parker (Music) Terry Phelps (Arts & Sciences) JohnRiesenberg(StudentGovernment) JohnRiggs(StudentAffairs) LisaRiggs(SpecialEvents) DaleRoss(Contractor-Advancement) Victoria Sweeney (Library) LauraWarren(CampusStore) Summary My overriding goal in this exercise was to establish a set of relationships with the key leadership on campus with whom I would likely have a great deal of interaction. I have used this approach in the past and found that relationship building is the key to establishing trust. Once you have trust, your chances of developing a more collaborative and productive working relationship in the future is enhanced. I feel good about the process and even better abouttheoutcomes.Enjoy!