Purpose
The Leadership Institute is committed to equipping APS members at every career stage, including those undergoing professional transitions, with the resources and training they need to thrive and advance within the field of plant pathology.
Charge: A Focus on Professional Development
There is a growing need to identify and address the professional development needs of APS members and plant pathologists across different career stages with particular focus on times of professional transition. Professional transitions encompass a broad range of changes and adaptations individuals undergo during their careers. These may include changing jobs or employers, shifting roles within an organization, assuming additional or expanded responsibilities, embracing leadership positions, integrating new technologies or processes into their work, adapting to new forms of collaboration with colleagues or researchers, and responding to systemic changes in education, teaching, or industry practices. Such transitions reflect the dynamic nature of careers and require continuous learning, flexibility, and resilience to navigate successfully.
The Leadership Institute will focus primarily as a thought force to identify needs and offer possible programming options.
Actions for the Leadership Institute:
- Assess Professional Development and Transition Needs:
- Conduct surveys, focus groups, or other research methods to identify the specific professional development needs and gaps for early-career, mid-career, and advanced APS members, as well as those undergoing career transitions (e.g., changes in role, field, or job market dynamics).
- Collaborate with Leadership Institute Subgroups* and other Committees:
Work closely with other committees within the APS structure to develop specialized programming tailored to each demographic and career stage:
Future Leaders of APS*: Develop and implement general leadership training initiatives aimed at preparing emerging leaders within APS.
Vice Chair/Chair Training*: Provide resources and training focused on the unique responsibilities and leadership skills required for those stepping into Vice Chair or Chair roles.
Careers 101 Committee: Focus on foundational skills and resources for early-career professionals, including guidance on job search, networking, and skill-building.
Partner to ensure comprehensive support across all stages of career development and transition.
- Identify Effective Professional Development and Transition Programs:
Create a clearing house for possible professional development content that addresses the needs identified, with an emphasis on supporting members during periods of career transition. Programming should include virtual, in-person, and hybrid formats as appropriate.
When there is a gap in existing resources, develop tailored programming and resources for members in transition, including mentoring, career guidance, skills workshops, and networking opportunities.
Coordinate with stakeholders (regional and subject matter coordinating committees) to align programming with the evolving landscape of plant pathology and related fields, ensuring that members have access to relevant skills and insights to navigate career changes effectively.
Regularly assess the impact and effectiveness of programs and make adjustments based on participant feedback and emerging trends.
- Reporting and Communication:
Provide regular updates to APS leadership on progress, challenges, and successes.
Facilitate knowledge-sharing within APS by coordinating with relevant stakeholders and committees and disseminating resources to all members.
Composition and Terms
Chair, Vice Chair, and Immediate Past Chair are sequential, for a total 5-year commitment from Vice Chair to Immediate Past Chair.
6-8 committee members representative of the society from academia, government, and industry/private sectors. Committee members serve staggered 3-year terms and shall not serve more than two consecutive terms.
Prospective candidates to be considered for LI committee members and incoming vice chair may be nominated by the LI, from the APS general membership, or by self-nomination. Committee members will be formally appointed by a majority vote of the LI.
Councilor-at-Large Liaison (ex-officio, non-voting)
APS staff liaison (ex-officio, non-voting)
Responsibilities
- The chair will represent the LI to the society’s leadership and will work with the society leadership to assure that the Leadership Institute's programs are aligned with the committee's charge.
- The chair will prepare and submit the committee's annual report to APS Council.
- The Vice Chair supports the Chair and assists with coordinating committee meetings and drafting reports and other communications from the Leadership Institute.
- The Immediate Past Chair provides the chair all past documentation and resources in their possession to continue the Leadership Institute's initiatives and participates in meetings as needed to transition ongoing committee initiatives to the new chair.
- Committee Members are expected to participate actively in scheduled committee meetings and or discussions via virtual/electronic means, and to respond in a timely manner to requests for input and information regarding LI activities.
- Committee Members are encouraged to bring forward new and creative ideas to help meet the mission of the Leadership Institute and may be called upon to assist with coordination and execution of activities associated with the Leadership Institute.
- The Leadership Institute committee must maintain the highest professional standards of scientific objectivity, dispassion, and ethical conduct.
