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Leadership Essentials at Carleton


Program Description

In September 2011, the Leadership Essentials at Carleton program was implemented to identify, develop, and support leaders and emerging leaders at Carleton College.  Created in partnership with Roselle Leadership Strategies, Inc, participants will learn about their own leadership style, best practices in leading and supervising others, and Carleton’s internal policies and practices as well as building crucial relationships with peers. Participants will also have to opportunity to have one-on-one coaching sessions with Bruce Roselle. The group will meet for a half-day, once a month between October through May. 

Nomination Process

Participants will be nominated by their supervisor and selected for participation by their Division Head. Approximately 15 leaders will be selected each year to participate in the program. In order to qualify for nomination, we ask that employees meet the following criteria:

  • Have been employed by the College for one full year
  • Currently hold a leadership position
  • Are able to attend all scheduled meetings

To nominate an employee, please send an email to Melanie Ulrich in Human Resources (mulrich@carleton.edu) with a brief statement as to why the employee would benefit from the program. Nominations must be received by Friday, September 6, 2013.


Schedule and Topic Descriptions

All session are held from 8:30 am - 12:00 pm in the AGH Meeting Room. Click here for a printable schedule.

September 6, 2013
Nominations Due

September 11, 2013
Nominations Announced/Begin Administering FULLVIEW Evaluation

October 22, 2013
Kick-off and Leading From the Core: Understanding how your personality, ability, spirit, and beliefs and values influence your leadership style.

November 19, 2013
Managing Crucial Conversations:  In order to communicate effectively, leaders must listen at a deeper level and understand the importance of managing the tone of your message. In this module, participants will learn tools to manage the flow of a conversation and communication techniques that soften the bluntness of their opinion as well as providing a vehicle for directly stating one’s feelings and beliefs. 

December 17, 2013
Employment Policies at Carleton: This module will include a discussion of employment policies at Carleton and general employment law.

January 21, 2014
Conflict Resolution:  Discusses several different approaches to conflict and participants will gain tools to give them a framework for working through conflict to a successful conclusion.  

Creating Effective Teams: Teams tend to function at a high level of effectiveness and satisfaction when members feel a sense of shared ownership and common purpose, a belief that their ideas are valued along with those of their teammates, and optimism that their input will be used in making decisions. Participants learn the components that create highly effective teams. 

February 18, 2014
Creative Thinking:  An organization is creative when its employees do something new and useful without being directed to do so, the results of which are improvements and innovations.  In this session, participants are introduced to three approaches to creative problem solving to help them work more creatively with their teams.   

Resource Management to Achieve Results: Leading effectively means being efficient with time and resources. Participants learn how to use a delegation tool to recognize the importance of looking for tasks that are appropriate for others to handle, to fully consider whether it is critical for them to handle the task, and to think about the time sensitivity of tasks.

March 18, 2014
Effective Decision Making: Perhaps more than any other component, the job of a manager is to make sound decisions and to cultivate sound decision-making in others.  The best decisions are made through an optimal combination of input evidence, intuition and logic. Participants look at their organization in terms of its decision-making, and then think about themselves and the organization relative to various decision-making styles.

Motivation and Problem Solving: A motivating vision and clear, open communication are components critical to achieving results in an optimistic, high quality and timely fashion. Participants will learn how to apply a problem solving tool to use when people are somewhat de-motivated about a situation or just unsure how to get out of a spot where they feel stuck. 

April 15, 2014
Inspirational Leadership: It is critical that leaders are able to generate enthusiasm in others and inspire direction aligned with the mission, vision, values and purpose of Carleton. In this module, participants will learn the core competencies that lead to inspirational leadership.

Coaching Others: Participants will learn the most common strategies leaders use to create higher productivity. In this session, participants learn a model for cultivating their growth and development, and practice a coaching discussion tool to help them give feedback and direction.

May 20, 2014
Embracing Feedback and Leading Past Fear: It is critical to develop a mindset in which managers continually look for ways to grow, to be aware of their strengths and weaknesses.  People tend to ignore or minimize feedback when they are too afraid to hear the message, this module helps participants uncover their irrational fears and faulty beliefs and how these become obstacles to their own growth and effectiveness. 

Leading Change: The most effective problem solvers are resourceful and effective under stress, and they know how important it is to have a “can-do” perspective in the face of change. Participants also learn a four-phase process designed to maximize their ability to influence a situation. 

Questions

For questions about the program, please contact Melanie Ulrich in Human Resources at ext. 7142 or mulrich@carleton.edu.