The overarching purpose of the leadership development program is to provide leaders with an opportunity to enhance their leadership skills.
There are many venues for developing one’s leadership skills, but through the Investing in Our Leaders program, the organization provides resources and foundational courses to make formal learning opportunities available.
Leaders Own Their Development. Regardless of what this or any organization provides, every leader needs to ‘own’ their leadership development growth. Leadership is a learned skill set just as nursing or any other profession is. Do you need exposure or mastery of a wide range of competencies? Do you have a smaller set of leadership gaps that you want to focus upon? For each of us, the needs will be different.
Recommended Learning. Where we have traditionally mandated 4 topics a year for seasoned leaders, it can work against us at times. We often see leaders scrambling at the last minute to attend topics in May or June (even thought they might be irrelevant or repeated) simply to satisfy the requirement of four topics.
Going forward, leaders are encouraged to identify their learning needs and attend the learning events that are most relevant. Obviously more time devoted to one’s leadership growth will have a greater impact, but each of us should make choices that represent the best value-added use of our time.
Learning Path Determined by the Leader. There has been some ambiguity around 1) the number of topics one should complete and 2) the length of the topics. (I.e., is it critical to have four (4) topics or would more time invested in one topic make more sense?). Again, this should be the decision of the individual leader (along with a conversation with their supervisor). If more time spent on one competency would make more sense, then that should be the learning path.
Expanded Curricula. Finally, it is common to distinguish the competencies of supervisors from the competencies of managers and so on. In the practical experience of both supervisors and managers, the competencies often cross over into both levels of leadership. For example, team-building and conflict resolution are not the exclusive challenges of manager and above level leaders.
While we will recommend topics that are most appropriate to the competency sets of specific leadership levels, we will also enable leaders to select into more topics that have been targeted exclusively to the manager and above group. A supervisor could choose to attend a workshop offered by the Advisory Board (usually reserved for managers and above) unless otherwise specified.
Independent Learning. We will continue to recognize independent learning. If you find relevant leadership learning at a conference or online, let us know so that it can be entered onto your transcript.