Abstract:

In today’s technology-driven working environments the accelerated pace of change is constant, and organizations are pressed to rapidly train and retrain workers with increasingly limited timelines and resources. The value of innovative leadership in such a workplace cannot be overstated.

However, as turnover in key leadership positions increased over the past decade as more experienced leaders exercised retirement options, a leadership void occurred at every level. Discerning employers have recognized a more productive tool to tackle this void is sound leadership development for employees at each level of management. Forward-thinking organizations have aggressively moved to develop future leaders through management leadership programs despite the high cost and heavy time investment required to launch such programs.

This paper will address the significant impact that a state-of-the-art continuing professional education program is having on effective leadership development in the public sector. This program’s uniqueness occurs through a public agency collaborating with a university to provide theory-to-practice training at three different leadership levels, with each level having a different focus:
(1) emerging or new leaders concentrate on the foundations and principles of management and leadership at the entry level in a course designed for aspiring leaders;
(2) middle management leadership stresses setting goals, managing change, solving problems, communicating effectively, building strong teams, and developing employees in a leadership development course,
(3) senior leadership offers an institute providing tools for managers at the executive level to strengthen their business acumen, lead people, generate change, drive results, and build relationships.

At each level, participants engage in a variety of learning modalities, including facilitated classroom instruction, case studies, reading assignments, small group activities, and e-learning assignments.

This paper will report on available evaluation analytics available describing the programs’ successes in meeting intended goals and the success of transferring knowledge to practice in the workplace. The preliminary data collected further illustrates participants already reporting that they are having an immediate and positive impact on their work environment after participation in the leadership programs. They have stated that they value the program, which improves their leadership skills and encourages behavior change.

In addition, longitudinal research and detailed impact studies in the area of leadership development regarding program sustainability to prove viability as program graduates assume leadership roles is proposed. The paper will illustrate how using this comprehensive approach to address leadership development needs is a viable option for other organizations to pursue, many of whom have been slow to adopt due to cost and time restraints.

Keywords:

Workplace education, leadership and management training, leadership behavior.