So, You Want to Be a People Leader?

February 2; 2-4 pm or February 23; 9-11 am

Discover if you have the desire and would like to acquire or hone the skills to be an excellent people leader. Data recently gathered at Cornell and supported by data being reported on across the world, indicates that people don’t leave jobs, they leave bad managers and toxic work environments. Too often in the past individuals who were good technical experts were chosen to lead and manage others. Often the skill that makes you the best technical expert is completely different than the skill of leading and managing others. Excellent people leaders are critical to creating a culture where people feel valued, a sense of belonging, and engaged.

• Understand the role and expectations Cornell has of people leaders
• Learn the significance of people managers having a passion for leading, developing, and coaching others towards the accomplishment of the mission and vision of the organization
• Discover the importance of emotional intelligence in managing others
• Learn the skills to lead and develop individuals and teams
• Know the critical role coaching plays in developing others
• Align and implement objectives to advance the strategy of the department

Creating a Learning Culture – Explore Your Impact

February 9; 9-11:30 am

More than any time in history, the products, tools, and services we use in life and in work are being dreamed about, invented, and shared with us at an ever-increasing pace. The positive of this is that we experience new, exciting things like new ways of listening to music, recording sound, communicating with one another, exchanging documents, money, and information, processes to develop new ideas, new foods, new ways of procuring food, and the list goes on. The pace at which change occurs around us, both in and out of the workplace calls for us to be engaged, take risks, be ever-passionate explorers of new knowledge to help drive effectiveness, innovation, and application of new learnings. Learn how you can be part of creating and maintaining a learning culture.

• Understand the importance of lifelong learning in response to the rapid pace of cultural, technological, workforce, and strategic change
• Learn your role in developing and maintaining a learning culture
• Discover the meaning of the “passion of the explorer” and how it contributes to your success
• Learn how the creation of new knowledge drives new learning for innovation and application in the workplace
• Discuss the value of taking responsible risk and learning from mistakes

Developing and Implementing an Outward Mindset 

2 days, in-person program: February 22-23; 8:00 am – 4:30 pm

Program Fee $175

In this workshop, participants learn the difference between inward and outward mindsets. They discover where they have been inward and how to turn more outward. They learn how to turn their mindsets and behaviors outward by applying the following tool sets:

Self-awareness tools—Four tools to overcome a self-focused inward mindset and more consistently work with an others-inclusive outward mindset.Mindset change tools—Two tools to implement and sustain an outward mindset.Accountability tools—Three accountability tools to help individuals clarify their roles and hold themselves accountable for their impact on othersCollaboration tools—Eight collaboration tools to help individuals and teams plan, work, and resolve differences more collaboratively and effectively.

This course equips participants with tools that enable them to:               

• Understand the two mindsets and their implications on results
• Assess the extent to which they are working with an inward mindset
• Change their mindsets to become more outward
• Re-conceive their jobs to make them more outward
• Hold themselves more fully accountable
• Report on performance in a way that keeps them working outward
• Work in a way that is more collaborative, fulfilling, and effective
• Positively influence others to change
• Address and resolve conflicts

Journeying with Generations

2 consecutive days - April 5+6; 10-11:45 am each day

The workforce today includes representation from as many as 5 generations. Have you ever spent time thinking about how this impacts your workplace culture? Your day-to-day activities? Have you ever wondered about how to better understand the perspective of someone from outside of your own generation and how you might communicate more effectively with this person? Please join us for a forum to discuss the ways in which we can improve our understanding of and communication with colleagues in a multigenerational workforce. You will also have the opportunity to learn about additional resources available to you here at Cornell to support you in this endeavor.

By the end of this session, we hope that participants will:

• Feel comfortable having conversations within their own units about their generations and their perspectives through their generational lens
• Become more comfortable engaging with colleagues of other generations while exploring how to tap into the cumulative experience of all.
• Explore how the intersectionality of generational cohorts, life experiences, and identities come together and create unique dynamics.

Challenge assumptions and apply strategies for making the workplace more welcoming and inclusive for all generations.

 Explore the capacity to be aware of, control, guide, and express your emotions, and to handle interpersonal relationships judiciously and empathetically.

• HR 3060 Self-Perception - Self-Regard, Self-Actualization; January 10; 1-2:15 pm
• HR 3061 Self-Expression – Emotional Expression, Assertiveness, Independence; January 17; 2-3:15 pm
• HR 3062 Interpersonal – Interpersonal Relationships, Empathy, Social Responsibility; Jan 24; 1-2:15 pm
• HR 3063 Decision Making – Problem Solving, Reality Testing, Impulse Control; January 31; 1-2:15 pm
• HR 3064 Stress Management – Flexibility, Stress Tolerance, Optimism; February 14; 1-2:15 pm

 Project Management for the Casual Project Manager

January 24-25; 8:30 am – 12:00 pm

Join us for a two half-day exploration of the fundamental elements of Project Management and the project lifecycle facilitated by certified project management professionals! With a focus on project management best practices, you will learn to apply the skills, tools, and knowledge necessary to understand the most effective path forward for your project. From initiation to closing, you’ll develop foundational knowledge that will enhance your project management skills. Whether you’re just starting your project management journey or have led a number of projects, this course is for you!

Facilitated by Ari Mack, OD Consultant, Organizational Development & Effectiveness; Chris O’Brien, Workday Project Manager, HR Information Systems; Carrie Susskind, IT Project Manager, Research Administration Information Services 

Employee Engagement

March 16; 9-10:30 am

Engaged employees fully invest their best selves in the work they do. But what is employee engagement and how is it created? Employees and leaders intuitively know that when we find a place where we can throw our hearts, spirits, minds, and hands into our work, we are happier, healthier, and produce better results. Yet, most of us struggle to understand exactly why we engage in some environments and don’t in others.

As a result of attending this workshop, you will:

• Understand what employee engagement is and isn’t
• Learn the 3 types of employees and how to locate yourself among them
• Develop strategies to remain committed to workplace mission and vision while maintaining and enhancing your own wellbeing
• Explore the pillars of intrinsic motivation and how to work with your organization to ask for what you need
• Develop strategies for cultivating a collaborative and empowering environment that fosters pride, creativity, and commitment amongst our employees

Building Trust  

As a leader, it is your responsibility to establish trust and motivate the team to create an environment that encourages collaboration and partnership between colleagues. As a member of the team, what are you doing to foster an environment where trust is co-created? In this program, we will explore:

• How to establish trust within onsite, hybrid and remote work-groups
• What actions in work lead to trust and which disrupt trust
• How teams with high levels of trust can support employee engagement and a sense of belonging

1: HR 3053 Establishing and Maintaining Trust in Work Groups; May 2; 9-10:15 am

2: HR 3054 The Value of Trust for Creating and Maintaining Belonging; May 23; 9-10:15 am

Communications 

As a result of this track of communicating in remote, onsite, and hybrid work environments, you will learn:

• Effective techniques for facilitating business meetings
• The importance of listening and techniques for effective listening
• Cornell's expectations on giving and receiving feedback and strategies to do that well
• How to approach and manage difficult conversations

1: HR 3055 Managing and Facilitating Meetings; January 31, 10-11:15 am

2: HR 3056 Effective Listening; February 14, 10-11:15 am

3: HR 3057 Giving and Receiving Effective Feedback; February 21; 10-11:15 am

4: HR 3058 Difficult Conversations; February 28, 10-11:15 am

Mentoring and coaching are critical leadership and management competencies for many organizations today. Also, employees are asking more and more for coaching. True coaching improves employee and organizational resiliency and effectiveness in change. Mentoring helps employees reach their full potential and promote their personal and professional development in a supportive way.

Cornell offers mentoring and coaching programs to employees. Both provide personalized guidance that can boost your skills and help you advance in your career goals.

Check out our Mentoring & Coaching webpages to learn more!

LeadingPeople@Cornell

(formerly Supervising@Cornell) is designed to be flexible – to help individuals get the information they want when they need it. It isn't a one-time training: it's an ongoing commitment to developing the best in ourselves and our staff. This online program enables everyone to access the resources available at Cornell University, at their own pace and on their own schedule, wherever they are.

People Leader Development Program

Whether you’re already a people leader, have recently become a people leader, or wish to move into a role leading people at Cornell, the People Leader Development Program (formerly Supervisor Development Program) provides a broad range of training opportunities to advance and hone your leadership skills.

Turning Point 

Program Fee: $260

A 5-day front-line staff leadership development program designed for members of Cornell University. This program focuses on individuals as leaders, individual effectiveness, the power of dialogue and communication, personal mastery, and leadership within the Cornell culture.

This 5-day, in-person program is being offered on the following dates in 2023:

• March 6-10
• March 20-24
• July 10-14
• September 11-15
• September 25-29

Harold D. Craft Leadership Program (HDCLP)  

Program Fee: $355

The Harold D. Craft Leadership Program (HDCLP) is the first session of a 9-day leadership program. The second 4-day advanced session is Building Teams & Leading Change. HDCLP focuses on individuals as leaders, individual effectiveness, the power of dialogue and communication, personal mastery, & leadership within the Cornell culture. Executive HDCLP (EHDCLP) is for Band H, I, and unbanded staff.

This 5-day, in-person program is being offered on the following dates in 2023:

• March 13-17
• EHDCLP: March 27-31
• May 8-12
• August 7-11
• October 30-November 3
• November 13-17

Leading in These Times

As a leader, it is vital to understand the ever-changing landscape of where and how we work.  In this track, people leaders will explore relationships, strategies for effective communications, coaching for performance and development, and how to tap into employee strengths and passions. Complete the track or take them individually.

• HR 3050 The Changing Landscape of Work; January 25; 1:00-2:15 pm
• HR 3051 Building Connections; February 1; 1:00-2:15 pm
• HR 3052 Recognizing, Developing and Moving Talent at Cornell; February 8, 1:00-2:15 pm

Leadership@Cornell

While effective leaders have always had to inspire and execute, the ways in which we practice and demonstrate leading calls for a new approach. Today’s best leaders use higher forms of motivation such as intrinsic reward, sense of belonging, understanding how people connect to the mission of the organization, influence, and even love. Successful leaders attract the best talent by bringing every individual’s genius and capacities together to get results. They transform average workers into outstanding contributors. At Cornell we want leaders to focus on being conscious leaders, using emotional intelligence, unleashing the power of their teams, creating and maintain a highly functional team, seeing around corners, navigating the Work/Life journey, and coaching for performance. Complete the track or take them individually. Click here to see detailed information about each module.

• HR 2024 Being a Conscious Leader January 31; 9-11 am
• HR 2027 Emotional Intelligence February 7; 1-3 pm
• HR 2028 Unleashing the Power of Your Team February 14; 1:30-4 pm
• HR 2026 Creating and Maintaining a Highly Functional Team February 21; 1:30-3:30 pm
• HR 2030 Seeing Around Corners March 7;   9-11 am
• HR 2025 Navigating Your Work/Life Journey March 14; 9-10:30 am
• HR 2029 Coaching for Performance March 30; 9-11 am

Leader as Coach

February 14-17; 4 consecutive days: 8:30 am-12 pm each day

Leader as Coach focuses on the supervisor or leader as coach based on the 2002-19 Presence-Based Coaching model. After the course, you'll have access to follow-up coaching sessions providing the opportunity for skill mastery by putting all your learning and intentions into practice.

Objectives:

• Learn the principles of coaching
• Understand the importance of supervisor as coach
• Utilize a coaching model to help individuals discover their personal and professional potential
• Leverage mindful-based coaching strategies as a leader
• Develop relationship and establish trust
• Explore personal biases, cultural influences and learn to consciously coach across differences

Open to faculty, people leaders and staff who are responsible for the work of others as people leaders or project or program managers and who have attended the Faculty Leadership Program, Chair Program, Harold D. Craft Leadership Program or Turning Point as the program builds on concepts from those programs.