THE CONTEXT
Change and transformation in the public service makes demands and offers opportunities. Staff reductions and reassignments make it all the more necessary to ensure a motivated, trained and performing management cadre can successfully operate in the current environment and be ready to meet a future of continuing transition and uncertainty. This program responds to the need to:
- develop future leaders and support newer executives in preparing themselves for the challenges this change and transformation represent;
- ensure new leaders have a consistent and transferrable understanding of what it means to be a leader and how to communicate leadership during change;
- enable team leaders to be strategic and motivational;
- enable all managers in leadership roles to provide honest and constructive feedback to their staff under stressful circumstances; and
- ensure that managers can effectively contribute at senior levels within their organization.
THE OPPORTUNITY
Take advantage of the CEC’s new Leadership Communications Development Program (LCDP) for EX-1 and EX-Minus 1 (and, exceptionally) EX-Minus 2 leaders and strong candidates for leadership roles.
THE PROGRAM
Developed at the CEC by the team that’s delivering it, the LCDP consists of:
- Four, half-day focused workshops;
- Four, one and half hour, one-on-one coaching/mentoring sessions; and
- Pre- and post-program self-assessment by the participants, discussed with their supervisors.
Cost per participant for the entire program: $3,150 (plus applicable tax)
In order to maintain a high level of hands-on, focused learning, a maximum of eight participants will be accepted into the program.
THE WORKSHOPS
Leadership and Influence: Charting the Course Ahead (Read More)
November 1, 2013 (A.M. session)
- Qualities and behaviours of true leaders
- Leadership roles in advancing change
- Transitioning from manager to executive
Management and Leadership Communications (Read More)
November 1, 2013 (P.M. session)
- Communications for leaders in times of change
- Strategic and critical thinking
- Being heard at the table: Policy and decision making context and intersections
Managing People: How to have a Difficult Conversation (Read More)
November 8, 2013 (A.M. session)
- People management competencies, skills and behaviours – ours and theirs
- Managing difficult conversations (including release from employment)
- Effective communication techniques for Performance Review
Being Heard: Speaking with Authority and Conviction (Read More)
November 8, 2013 (P.M. session)
- Speaking with authority and conviction
- Briefing senior officials and Ministers – 2 and 5 min. drills
- Briefing and presenting to own and client teams
THE COACHING COMPONENT
An integral component of the overall program, four one-on-one coaching/mentoring sessions, will be one and a half hours depending on individual needs and preferences. Coaching/mentoring will normally be delivered by the instructional team members. Additional coaching/mentoring at an hourly rate is available.
THE ASSESSMENT
The program is designed to be flexible; it takes into account that there may be a range of development needs with different emphases for different participants. As a starting point, each participant completes a self-assessment focussed on their perceived needs which will be combined with the manager(s)’ assessment, in discussion with a CEC team member. A similar process will be undertaken after the program between the manager(s) and the participating employee as a prelude to the coaching sessions.
