View allAll Photos Tagged LeadershipDevelopment
Participants of the Leadership Emergence and Development Program attended a multi-day training and workshop at the Phoenix, Arizona, office the week of April 8, 2019. In addition to leadership training and learning more about WAPA, participants visited Hoover Dam and Mesquite Solar 3. (Photos provided by Michelle Fink)
A team of Leadership Development Program Tier I participants work together to solve a challenge presented to them on Jan. 21, 2016. The kick-off event for the six-session leadership course focused on team-building exercises that require collaboration to accomplish a number of tasks. The Leadership Development Program is designed to introduce participants to the U.S. Army’s expertise in developing skilled, tested and character-based leaders at all levels and across all functional levels. (U.S. Army photo by Kevin Vestal / Released)
A kick-off program with Pictometry in Rochester NY at the Rochester Institute of Technology.
Outcomes from the team building and employee engagement day:
• Have fun and connect in an informal environment
• Discussions and identification of what’s working and what to do more of that is working well
• Action planning for the future of the department as the employees see it and steps to achieve that future
• Enhanced employee engagement to Pictometry, their managers and each other
• Enhanced inter and intra departmental+ team communication and collaboration
In addition to training, CLDP participants toured the nearby Lawrence Livermore National Laboratory to learn what another DOE agency is doing.
The participants of the Craft Leadership Development Program met in Pleasanton, California, for their quarterly training session the week of March 4. During the training, participants learned about procurement, reliability centered maintenance, operations, safety and environment as well as received a day of leadership training. The CLDP trains journeymen in all WAPA's maintenance community for management and foremen responsibilities in the future. (Photo by Steve Tuggle)
The 2014 13th Annual Chicagoland Learning Leaders Conference, Learning Beyond the Classroom, is an one-day, multi-track collaboration to learn best practices from the Executive Learning Exchange’s powerful network of learning and talent development leaders hosted by Allstate Insurance Company.
A kick-off program with Pictometry in Rochester NY at the Rochester Institute of Technology.
Outcomes from the team building and employee engagement day:
• Have fun and connect in an informal environment
• Discussions and identification of what’s working and what to do more of that is working well
• Action planning for the future of the department as the employees see it and steps to achieve that future
• Enhanced employee engagement to Pictometry, their managers and each other
• Enhanced inter and intra departmental+ team communication and collaboration
A day of horse-guided facilitation, Open Space Technology with the horses, and a visit to the Grist Mill, apples! The best!
Open Space Technology is mainly attributed to the work of Harrison Owen
With higher ed, with faculty, with professional coaches, with the horses, with professional women, with change management practitioners and consultants, with clients, Open Space has many applications, OST
If you'd like to learn more about this agenda-less type process that is yet, quite organized, including a key theme, an Open Space handout is available here: reveln.com/open-space-on-speed-and-social-business-video-...
Deb continues her work as a Change & Performance Strategist, Facilitator | Org. Dev. Consultant | Team Coach | Executive Coach | Social Media Coach with her own firm, REVELN Consulting and as a Senior Partner with Ideas for Action, LLC.
Find out more about Deb via: www.REVELN.com and
my Facebook page: www.facebook.com/RevelnConsulting
as well as LinkedIn: www.linkedin.com/in/dnrevel/
Deb Nystrom at REVELN Consulting
My LinkedIn post on horse-guided leadership development is here: www.linkedin.com/pulse/20141006170012-1467827-4-leadershi...
Change Leadership Watch
Team Building with the Allstate Minority and Women Emerging Entrepreneurs Program at the Center for Entrepreneurial Leadership School of Management University at Buffalo, NY.
One of the pins I wear in my role as a Girl Scout Leader (I have a troop of Daisy Girl Scouts - the kindergarteners; they're too cute!). You can't see it too well, but it says "Leadership Development." You get the main pin (the part with the owl) for completing certain basic requirements (have been a Leader a year, taken necessary training, etc.). The leaves that hang from it represent hours of training beyond the basic minimum. Each green leave is 5 hours of training. If I got around to turning in an updated form, I have at least 2, and probably all 3, more green leaves coming to me.
Here's where it gets dicey - when you complete 25 hours (5 green leaves), you turn them in for 1 silver leaf which represents 25 hours. But then... it's a little vague. Do you get more green to fill in? The pin only has room for 5 leaves, so you'd be fine for 25-50 hours, but once you replace the 4 green leaves with a second silver leaf, you now have 50 hours represented, but can only add 15 more hours worth of leaves, but have to earn 25 more to get up to 3 green leaves.
THEN, you can turn in (eventually) 5 silver leaves for 1 gold leaf - and what happens THEN??
I tried to ask this to Girl Scout Leaders and they just look at me as if I'm crazy. I tried drawing pictures, counting hours on my fingers, etc., but nothing worked. It's like a mathematical void, at least the people I spoke with.
But, the points probably moot since the national organization is in the midst of huge restructuring of both the girl and adult development programs, I don't know how long this pin will be around. And I do know it will be a long time before I complete another 25 hours of training and need to even think about it!
Team Building with the Allstate Minority and Women Emerging Entrepreneurs Program at the Center for Entrepreneurial Leadership School of Management University at Buffalo, NY.
Leadership Development program trusted leaders, increased effectiveness of work teams, increased ability to leverage available time and team members’ time, increased retention of team members, and maximization of the use of resources and staffing.
(Left to right) Graduates Rob Baulsir, Kayl Kite, Dave Robinson and Jamie James pose with their certificates of completion during the Leadership Development Program graduation ceremony Dec. 6, 2011 at the Belmont University Massey Business Center in Nashville, Tenn. They earned 15 continuing education hours. (USACE photo by Richard Scott)
Los Angeles County CEO Sachi Hamai and County Counsel Director Mary Wickham, co-host #WomenLeadLAC at Grand Park on Oct. 10, 2019. The leadership development event offered network opportunties, panel discussion, and fun.
A kick-off program with Pictometry in Rochester NY at the Rochester Institute of Technology.
Outcomes from the team building and employee engagement day:
• Have fun and connect in an informal environment
• Discussions and identification of what’s working and what to do more of that is working well
• Action planning for the future of the department as the employees see it and steps to achieve that future
• Enhanced employee engagement to Pictometry, their managers and each other
• Enhanced inter and intra departmental+ team communication and collaboration