Professional Development Programs

Harold D. Craft Leadership Program  Registration Fee: $355

The 5-day, 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 is for Band H, I, and unbanded staff. This course requires supervisor approval to register.

Program Goals

• Realize the importance of your role as a leader, developer, and coach of individuals.
• Maximize the potential of the individuals you lead, creating a culture where they can thrive personally and professionally.
• Experience an evidence-based, highly interactive curriculum involving an array of learning formats in a safe and trustworthy space.

Objectives

Lead Self 

• Expand awareness of your leadership style and behaviors and how they contribute to who you are as a leader.
• Take inventory and reflect on yourself as a leader, developer, and coach to understand your impact on others.

Lead Connection

• Learn how to listen deeply, ask open, honest questions and build more trustworthy relationships and teams.
• Participate in meaningful interactions with others that honor differences.
• Deepen your understanding of how psychological safety, communication skills, and conflict management contribute to strong relationships.

Lead Belonging 

• Learn actions, behaviors, and skills to create and lead a culture of belonging and inclusivity where all individuals can thrive.
• Engage in peer-to-peer collaboration, network and community building, teamwork, and reflective practice.

Managing for Retention and Development

This session is designed to help people leaders manage the performance of their teams from setting expectations, giving feedback, and finally conducting a formal performance review. The exceptional people leader is the one who can communicate expectations about the quality, quantity, and timeliness of work to be produced in a clear and timely manner and then provide consistent and objective feedback to the employee about his/her success in meeting those expectations. The session is very interactive with a variety of small and large group activities. Participants will come to understand the impact of diversity on performance reviews.

Objectives

• Understand why it is appropriate and how to set performance expectations.
• Recognize and apply sound principles of giving (and receiving) feedback, feedback in the moment, feedback when you are different from the other person, giving peers feedback, giving your supervisor feedback.
• Explain why performance reviews are often viewed as a negative experience.
• Identify means to diminish the fear and anxiety that often accompany performance review.
• Identify strategies for handling not only positive reviews (the easy ones) but those requiring corrective action as well (the difficult ones).
• Apply the strategies for conducting performance reviews to any review instrument currently in use.

Facilitated by Radhika Nayak, Career Development & Coaching Program Consultant, Organizational Development & Effectiveness (ODE)

Crafting Your Best Resume 

Your resume is most likely the first impression you’ll make on a hiring manager or internal recruiter, so it’s extremely important to ensure that impression is accurate. While different opportunities require different resumes, the real goal of most resumes is to secure an opportunity to INTERVIEW. In this session, you will learn tips and important information on how to be strategic as you build your resume.

Facilitated by Brad Stock, Talent Acquisition Partner, HR Recruitment & Employment

Supporting Employee Well-being and Career Development 

This session will equip people leaders and prospective people leaders with the knowledge and resources necessary to support a culture of well-being and career development in the workplace.

Learn About:

• Proactively supporting the well-being and career development of your staff.
• Helping employees who are navigating difficult circumstances or challenges.
• Departments, programs, and tools available to help you and those you supervise.

Facilitators

Supporting Employee Wellbeing:

• Michelle Artibee, Director, Workforce Wellbeing
• Kerry Howell, Director, Cornell Wellness Program
• Wai-Kwong, Director, Faculty & Staff Assistance Program

Supporting Staff Career Development: 

• Radhika Nayak, Career Development & Coaching Program Consultant, ODE
• Kim Swartwout, Assistant Director, Workforce Planning and Compensation

Employee Engagement 

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 well-being.
• 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.

Facilitated by Ari Mack, Senior Management Consultant, Organizational Development & Effectiveness

It Depends on the Lens: Addressing Unconscious Bias in the Staff Search Process

The Cornell Interactive Theater Ensemble and the Cornell University Recruitment and Employment Center worked very closely to develop this interactive scenario on unconscious bias in the staff search process. In this workshop for hiring managers, supervisors and search committee members, participants watch a filmed scenario of a search committee meeting, as five staff members begin to articulate their opinions about candidates for the short list. Following the scenario, the participants have an opportunity to ask one of the characters questions about the meeting. The CITE facilitator conducts a guided discussion of the participants responses to the scenario and the characters. This discussion is followed by a research talk on unconscious bias, describing the studies used to develop the interactions depicted in the scenario. The session concludes with a discussion of legal considerations and best practices for combating unconscious bias in searches.

Objectives: The objective of this scenario is to depict a complex, realistic, group interaction in order to stimulate group discussion about:

• the behaviors, perspectives, emotions, assumptions and biases of the members of the staff search committee as they evaluate applicants during a discussion of materials submitted for review;
• unconscious bias which undermines fairness in the search process because of the tendency to evaluate applicants in a way that puts ‘minorities’ at a disadvantage;
• the onus of responsibility for recognizing racial, gender and other forms of bias in the evaluation of applicants and for challenging our implicit hypotheses about applicants.

Facilitated by the Cornell Interactive Theater Ensemble (CITE)

Emotional Agility 

Emotional Agility: Harnessing your inner energy for action, impact and growth. Emotional agility allows us to harness the power of our Emotional Intelligence to take action through the highs and lows we experience as human beings. In this class you’ll learn more about the pillars of emotional agility, as well as explore your own strengths and growth opportunities when it comes to tapping into the emotional energy that flows through you!

Facilitated by Ari Mack, Senior Management Consultant, Organizational Development & Effectiveness (ODE)

Leader as Coach (4 consecutive days: 8:30 am – 12:00 pm)

As we continue to adapt to a remote-work reality, we have evolved this 2-day in-person intensive coaching program, to a 12-hour online program over four consecutive days that 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, supervisors and staff who are responsible for the work of others as supervisors 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.

Facilitators: Organizational Development & Effectiveness (ODE) Kathryn Burkgren, Ph.D., AVP, Tanya Grove, Assistant Director, and Ari Mack, Sr. Management Consultant

Creating a Learning Culture – Explore Your Impact 

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

Facilitated by AVP Kathryn Burkgren and Assistant Director, Tanya Grove, Organizational Development & Effectiveness

As a result of communicating in remote, onsite, and hybrid work environments, you will learn effective techniques for facilitating business meetings.

Facilitated by Marcus Brooks, Senior Management Consultant and Trainer, Organizational Development & Effectiveness (ODE)

Write a Winning Cover Letter 1:00-2:00 pm

Cover letters are an important part of your application materials and can serve as an example of your communication skills! In this workshop, we will review important details to pay attention to when communicating your interest and fit for a job. You’ll see examples of what to include and how to format a cover letter and you’ll hear about what hiring managers look for in cover letters. 

Facilitated by Carolyn Chow, Talent Acquisition Partner, HR Recruitment & Employment

De-Mystifying Burnout 

Today’s workplace presents a multitude of challenges for us to overcome! It’s hard to be at our best when we feel bogged down by the weight of burnout. We will explore how to build awareness of what your burnout activators might be and how to effectively navigate through them while building resilience when stress and burnout set in.

Facilitated by Ari Mack, Senior Management Consultant, Organizational Development & Effectiveness (ODE)

Creating and Maintaining a Highly Functional Team 9:00-11:00 am

As a leader, managing team dynamics in a productive and meaningful way can be the key to over-all success. This course focuses on five areas that are critical to a leader’s ability to keep a team moving forward. Trust, conflict, commitment, accountability, and results are everyday factors that are a part of everyone’s work life. Join other leaders for small and large group discussions as we share strategies from Patrick Lencioni’s “The Five Dysfunctions of a Team”.

Objectives

• Understand the 5 Dysfunctions of a team and explore strategies and behaviors leaders can use to overcome them.
• Build trust and become more adept at addressing behaviors in a respectful and honoring manner.
• Develop strategies to better navigate through behaviors by engaging more on problem resolution, brainstorming and achievement of results.
• Think through ways to prioritize your work on the most urgent matters first, assigning people based on the goals of the organization and individual needs, passions, and strengths to accomplish them.

Facilitated by Organizational Development & Effectiveness, Marcus Brooks, Senior Management Consultant and Dane Cruz, Director of CITE.

Project Management for the Casual Project Manager (Two consecutive days: 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 Chris O'Brien, Assistant Director HR Project Management, HR Administration and Technology, Carrie Susskind, IT Project Manager, Research Administration Information Services and Ari Mack, Senior Management Consultant, Organizational Development & Effectiveness (ODE)

Effective Listening 1:00-2:15 pm

How well you listen has a major impact on how effective you are in your work, and on the quality of your relationships with others. Good listeners are more productive and have greater
ability to influence, persuade and negotiate. They also seem to have fewer misunderstandings and less unresolved conflict. Listening is a skill that everyone can develop.

Learn the importance of listening and techniques for effective listening.

Facilitated by Organizational Development & Effectiveness Senior Management Consultant & Trainer, Marcus Brooks

Interviewing with Confidence 2:30-3:30 pm

“By failing to prepare, you are preparing to fail” – Ben Franklin. Being offered an interview is exciting and can also be daunting. Hear from an expert recruiter about everything you need to prepare for your interview and feel equipped to answer confidently. You will learn how to present your true self, highlight your strongest attributes, and adequately prepare for anticipated questions. Walk into the next job interview with total confidence.

Facilitated by Brad Stock, Talent Acquisition Partner, HR Recruitment & Employment

Emotional Intelligence 

Emotional Intelligence (EQ): The capacity to be aware of, control, guide, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically.

Come join us as we explore our own self-perception and expression and move through how it effects our interpersonal relationships, decision making, and stress management.

Objectives

• Gain an understanding of what emotional intelligence is, how it works, and how we talk about it.
• Gain a better understanding of emotions and their roles in our daily lives at work and beyond.
• Gain a better understanding of the importance of emotional intelligence in navigating current events.
• As a leadership strength, begin building a foundation of emotional intelligence to cultivate growth, performance, and well-being in the workplace.

Facilitated by Ari Mack, Senior Management Consultant, Organizational Development & Effectiveness (ODE)

Seeing Around Corners 9:00-11:00 am

Looking ahead and creating an environment that encourages innovation is a valuable skill for any leader to practice. As leaders we need to pay attention to shifts in the business landscape, known as inflection points. These shifts can either create new opportunities or they can lead to devastating consequences. Leaders who can spot those inflection points, or “see around corners” early, are poised to succeed. Most shifts have subtly built over time. “Seeing Around Corners” will help you learn to leverage this concept to create a more effective, innovative, and pro-active approach to the work with which you and your team engage.

Objectives

• Understand the concept of seeing around corners and inflection points.
• Learn how to demonstrate the concept to be more effective, innovative, and prepared Imagine how you can create the future by seeing around corners.
• Learn to lead from a “drift” to a “shift” state of mind.
• Know how the conscious leadership choice of Learning through Curiosity, Excelling in Your Zone of Genius, and Being the Resolution help you see around corners as a leader.

Facilitated by Ari Mack, Senior Management Consultant, Organizational Development & Effectiveness (ODE)