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Frequently Asked Questions About the Wheelhouse Institutes

Why should college leaders challenge their thinking at Wheelhouse?

  • Success for all students requires strategic reallocation of resources and optimal use of personnel, financial, technological and physical assets.
  • The pipeline of future community college leaders is constricted and the turnover rate of current college CEOs is rising, leaving an essential education and economic system in jeopardy.
  • Average CEO tenure is far too brief to ensure leaders can support lasting institutional change and improved effectiveness.

How does a CEO become a Wheelhouse Fellow?

  • Each cohort is selected based on nominations by our board of advisors and other leaders in the field. We seed diversity of all kinds: professional and educational experience, geography, institutional size and personal background. 
  • If you are a current or interim community college or district CEO and are interested in participating or learning more, please tell us here.

What distinguishes the Wheelhouse Institute from other leadership programs?

  • The institute provides a high-support, high-challenge environment for learning and leadership development, a small cohort “space” where leaders can test assumptions and cross-pollinate new ideas in a forward-thinking, bias-free, protected environment.
  • We emphasize contextual learning through diverse and stimulating inputs and case studies, drawing from a broad range of experts both within and beyond the field of education.
  • We provide a unique focus on challenges and opportunities that face leaders in the California context. 

What does the Wheelhouse Institute on Leadership aim to instill?

  • Leadership acumen and capabilities for resilient and long-term stewardship.
  • The importance of research and actionable strategies/frameworks for decision-making and institutional transformation.
  • One-on-one and group feedback-seeking techniques and practices to enhance personal and organizational receptivity to change.
  • Ongoing and supportive problem-resolution communications with peers, colleagues, researchers and policy advocates external to CEOs’ home institutions.
  • Commitment to facilitating systemic and lasting institutional change –  ”positive disruption.”

How do leaders and their organizations benefit from the Wheelhouse Institute on Leadership?

  • Development of individual leadership capabilities and organizational capacity for change.
  • Strategies for creating a collective intelligence with senior level reports and a college-wide energy for innovation and growth.
  • Models and case study references for responding to emerging organizational challenges and issues.
  • Access to a community of trusted colleagues and advisors within Wheelhouse and among the Institute cohort.
  • Knowledge and skills necessary to support longevity in leadership positions that will ensure the lasting impact of CEO commitment to a college or district

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