“ The group took a lead in bringing change to the institution by addressing legacy business issues , Academy silos and archaic systems ,” he explains . In just six months , the group — called iMAX ( Information Management and Academy eXchange )— determined that Datatel would not be the proper information management system moving forward and set out to implement a new administrative system .
Today , the group still exists and is chartered with harnessing the skills of its members to bring positive improvements to the academy — that includes everything from vetting new vendors to exploring new systems . What makes the group function so well , according to Veneto , is the fact that each member is able to equally contribute to the vision , decision-making and work .
“ We are an institution that is in constant motion and the iMAX working group understands what it means to create sustainable change ,” he says . “ As I often share with senior leadership on our campus , the working group is a team of individuals who came together to think about the academy first and work together to create an environment of collaboration and continuous improvement . And we cannot do that without understanding the specific strengths each contributing member brings to the table .”
Echoing a similar sentiment , Hebert suggests not only understanding the specific strengths of each team member , but also the domains in which their strengths lie . For example , the StrengthsFinder posits that there are 34 core strengths that each fall into one of four domains : Execution , Influence , Relationship Building , and Strategic Thinking .