“The Road to Leadership: Development that
Yields Relevant and Sustainable Meaning”
National Hispanic Medical Association
Discussants::
Heather J. Kopecky, PhD, MBA & Abigail L. Ulrich, PhD(c), MHA
March 30, 2014
Washington, D.C.
Disclosure: The discussants are employed by Korn Ferry International, a publically traded international
leadership services firm.
© 2014 Korn Ferry. ALL RIGHTS RESERVED.
Why Did You Go Into Healthcare?
Current State
Ethnic Diversity in Professional Academic Leadership
Positions at Colleges Nationwide
Percentage
5% 4%
9%
White
Black
Hispanic
Other
79%
Primary Source: Department of Education Data 2011 as reported by the Chronicle of Higher Education,
Diversity in Academe, June 14, 2013.
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Hispanic Diversity at the Board Level in the Fortune 500
• Hispanics Held 3% of the Seats in the Boardrooms of Fortune 500
Companies.
• 70% of the Fortune 500 Did Not Have a Hispanic on Their Board.
• Latinas Held >1% of Board Seats in the Fortune 500.
• There Were Only 10 Hispanic CEOs in the Fortune 500.
• 133 Hispanic Individuals Held 171 Board Seats in the Fortune 500.
• Only Four Percent of Fortune 500 Companies Had Two Hispanics
on Their Board.
Primary Source Website: Hispanic Association on Corporate Responsibility 2013
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Do Search Committees and
Boards Truly Understand Why
Diversity is Important?
Three Reasons For Ethnic Diversity
Ethnic Diversity is an Important Social Asset Which
Has a Positive Affect and Increases Creativity &
Innovation.
Ethnic Diversity Challenges Social Solidarity and
Helps Organizations Engage in Complex Problem
Solving, Strategic Decision Making, and
Management Monitoring
Longer Term Ethnic Diversity Creates a Broader
Sense of “We” & Improves the Ability of an
Organization to Relate to a Broader Base and Helps
Compete more Effectively in a Diverse Global
Marketplace (Corporate or Academic)
© 2014 Korn Ferry. ALL RIGHTS RESERVED.
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The Selection Process & Its Challenges
The Selection Process
….and It’s Challenges
Diversity is
demanded in terms
of gender and race.
Challenge 3:
Convincing diverse
individuals that the
search is legitimate.
Challenge 1:
Scrutiny around
pedigree,
background & track
record.
Challenge 4: Assuring
the pool has multiple
minorities to focus
judgment on an
individual basis vs. a
stereotype.
Challenge 2:
Getting a minority to
the short list.
Challenge 5:
Assuring personal
success in a nondiverse community.
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Key Competencies for Board Membership
Key Competencies Specific to Those Seeking
Public Board Positions
Tangible
•
•
•
•
•
•
•
Broad business expertise
Specific technical/functional skills
Demonstrated industry expert
Proven leader
Advantageous connections
Board experience
The time to be a committed
director
Intangible
•
•
•
•
•
Positive energy
Passionate Collaborator/Learner
Constructive orientation
Able to hold views
Able to express views in a
collegial manner
• Potential to chair a board
committee
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The Case Study of Founding Dean
Francisco Fernandez, MD
Case Study
Francisco “Frank” Fernandez, MD
Founding Dean, University of Texas-South Texas School of Medicine
1. Cuban native, migrated to U.S. in 1961, naturalized in 1974.
2. Married with two children.
3. Trained at the College of the Holy Cross, Tufts University SOM, and Massachusetts
General Hospital.
4. Board Certified in Psychiatry and Pain Management.
5. Expertise in the neurobehavioral complications of medical illness.
6. Appointments include MDACC, St. Luke’s Episcopal Hospital, the University of
Texas, Baylor College of Medicine, Loyola University SOM (Chair), and the
University of South Florida SOM (Chair).
7. Incoming President of the American Psychiatric Association.
8. Numerous awards, grants and publications.
9. Participates in numerous boards at the national level.
10. Recently appointed Founding Dean at the University of Texas-South Texas School of
Medicine (April 2014).
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Takeaways
Positioning Yourself for Leadership
Developing a game plan…..
• Recognize the value of your inherent skills.
• Education is a key factor for ethnically diverse individuals in gaining
leadership experiences. These qualifications provide the
organization/board with symbolic evidence of knowledge and learning,
and hence legitimacy.
• Educate yourself. Meet with leaders, CEOs and Directors you know to
learn what is expected and how to add value to an organization/board.
• Write a professional bio that shows why you are unique.
• Create a target organization/company list – best fit, avoid conflicts.
• Be realistic. Experience at similarly situated/size
organizations/companies.
• Be patient. Timing matters. Past relationships surface opportunities.
© 2014 Korn Ferry. ALL RIGHTS RESERVED.
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Positioning Yourself for Leadership
Advice from Frank…………….
• “Develop a passion, take on an issue related to that passion, and make
it count.”
• “My leadership framework”….
Heart
Positivity
Sensibility
Respect
Dignity
© 2014 Korn Ferry. ALL RIGHTS RESERVED.
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Positioning Yourself for Leadership
The win-win occurs along many dimensions…..
Remuneration Chemistry
Profile of
Other
Directors
Fit with
Skills &
Interests
Opportunity
Cost
Quality
of
Company
Quality of
Time
Management Commitment
Team
© 2014 Korn Ferry. ALL RIGHTS RESERVED.
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© 2014 Korn Ferry. ALL RIGHTS RESERVED.
© 2014 Korn Ferry. ALL RIGHTS RESERVED.
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