Leadership Development
Leadership is key to organizational growth, change, and renewal. Great leaders take advantage of their natural talents and take the time to learn the skills they’ll need to effectively manage others. Leadership is developed daily through job opportunities, interactions with bosses and colleagues, and educational experiences. Developing leadership expertise is necessary for success throughout one’s career: Individual Contributors, First-Level Managers, and University Leaders.
The Leadership Development Model
Some aspects of leadership can be implemented by every person, regardless of their position. Other unique aspects of leadership are required at specific levels of an organization. The Leadership Development Model will help you consider which competencies would provide the most value for you at your current career stage, as well as in the future.
The Leadership Development seminars are organized into three types of competencies that leading research has identified as critical in attaining success in ALL types of positions :
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See the Leadership Development Model (.pdf).
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In addition, we encourage you to take functional
courses that relate to your unique duties - such as
Oracle classes, time management, presenting with
PowerPoint, etc. We recommend classes for all
career levels, whether you are an individual
contributor, manager or senior leader within the
university. Learning and Development makes every effort to offer one course in each track for each of the three levels
How to Use the Leadership Development Model
Creating Your Own Leadership Development Plan
Make your development a priority. Use the Leadership Development Model Checklist (.pdf) to determine which courses you would like to take, as well as to review the courses you have already taken. We encourage you to formulate a development plan with your manager during an annual performance review or one-on-one meeting. Use the Checklist to note the courses you would like to take; and then check them off as you attend them so you can easily review your progress in meeting your development goals.
Choose the courses you should take by considering your own weaknesses and strengths; the advice of colleagues or mentors; feedback from managers and performance reviews; the topics that most interest you; the duties of your current or desired position; and, of course, the courses that are being offered by L&D. Try to take at least one Learning and Development course per term. These professional development opportunities are provided at no cost to you. They usually last about two to three hours and are scheduled on campus for your convenience.
Formulating a Development Plan for Someone Who Reports to You
Identifying educational opportunities is a critical part of supporting your staff. It enhances their performance, expands their expertise, and adds new skills that may lead to additional opportunities. Use the Leadership Development Model Checklist (.pdf) to identify the courses that interest them, as well as the courses you think would be beneficial. Using this guide during a performance review or planning meeting is particularly useful for charting an employee development plan that will lead to professional growth and development. Communicate your expectation that your staff will take at least one Learning and Development course per term.