Where are you in your leadership development journey?
Depending on the scope and influence of your current role and your career goals, your development needs will vary. Read through some ideas below and read more about our McMaster leadership levels.
Personal Leaders: Individual Contributors
Typical roles: analyst, assistant, coordinator, administrator, post doctoral fellow, research assistant
Learning focus: discovering and leading self
Key areas for development: communication, cultural competence, self-awareness
Knowledge Leaders: Subject Matter Experts and New People Leaders
Typical roles: program manager, team lead, specialist, project manager, professor, associate professor
Learning focus: impact on others and leading relationships
Key areas for development: impact and influence, collaboration, innovation
Development Ideas: professional designations/certifications, networking, special cross-functional/unit assignments, mentoring, participation in communities of practice
University funded programs: Knowledge Leaders Program, New Manager Orientation, Inclusive Excellence Leadership Program, Essentials courses (Innovation and Team streams), MacPherson Institute training courses
Strategic Leaders: Experienced People Leaders
Typical roles: manager, senior manager, associate director, program or institute directors, department or associate chairs, administrative leaders
Learning focus: operational excellence and leading others
Key areas for development: strategic planning, inclusion, people management
Organizational and University Leaders: Leaders of Leaders
Typical roles: directors of administration, lead of a significant student or administrative service, president, vice and associate vice presidents, senior administrative officers, assistant deans, associate deans, deans
Learning focus: transformational leadership and leading culture
Key areas for development: relationship building, succession planning, innovation
Development Ideas: executive coaching, executive sponsorship of committees and communities of practice, community engagement, reverse mentoring
University funded programs: Organizational Leaders Program (in development)
Looking for more leadership development options?
- You Don’t Need to Be “the Boss” to Be a Leader (article – Harvard Business Review)
- Coach Approach (webpage)
- Leading with a Growth Mindset (video – 3:13min)
- Leading with Empathy (video – 1:56min)
- Practise Empathy as a Team (article – Harvard Business Review)
Do you have a resource to share? Contact Christine Costa, Organizational Development and Design Consultant at firstname.lastname@example.org
Executive coaching can help a leader to unlock their full potential. McMaster has engaged several external professional executive coaches to partner with academic and non-academic leaders and support their leadership development. Most engagements include a coach matching process to optimize the coach relationship. Costs vary on type of engagement depending on hourly rate of consultant. Leaders have utilized available professional development allowances or department training funds to cover related costs.
Read about the 6 Reasons Why All Leaders Need Coaching
For more information, contact Melanie Garaffa, Associate Director, Talent, Equity and Development at email@example.com
Understanding yourself can help you become a more effective leader. Assessments can give you insight into areas where you need to focus more attention and help you reinforce the skills that you excel at. Assessments can be self reported or 360 (includes observations and feedback by others). Some focus on your behaviour style, while others on skills and personality. Here are some options to consider:
- VIA Survey of Character Strengths – free self-assessment to help you understand your best qualities with actionable tips to apply your strengths to find greater well-being
- CliftonStrengths – discover what you do best naturally and develop your strengths
- EQi2.0 for Emotional Intelligence (self and 360 versions) – become aware of your own emotional intelligence skills to create more effective teams, build better relationships and have better communication
- Leadership Circle Profile (360) – build awareness of your strengths and areas of development by exploring your behaviours and mindset
- Everything DiSC – variety of assessment tools based on the DiSC model to help you become a more effective leader and help build stronger, more effective working relationships (including workplace, work of leaders and management options)
- LEADS 360 Assessment – development feedback process based on the LEADS in Caring Environment capabilities framework for leaders in the Canadian health sector
- Leadership PULSE 360° (Physicians Universal Leadership Skills Education) – provides feedback for physician-leaders on leadership competencies such as communication, conflict resolution, time-management, problem-solving, and motivational impact on others.
- LeadNOW 180 – provides insights into your leadership style and key drivers of team performance.
McMaster also offers a customized 360 assessment – the Multi-Rater Assessment – as part of the Strategic Leaders Program. This assessment is based on the McMaster Leadership Capabilities and collects broad and anonymous feedback from all of the participant’s work relationships to help an individual optimize their perceived strengths and gain insight to perceived areas for development and improvement.
Explore the following options for training opportunities:
- McMaster Continuing Education – Professional Development
- DeGroote Executive Education
- The Directors College
- Niagara Institute
- CAUBO (Canadian Association of University Business Officers)
- The Ivey Academy
- McGill Executive Leadership Experience
- Foundations in Leadership and Management Program (Positive Forward Motion)
Do you have an external recommendation to share? Contact Christine Costa, Organizational Development and Design Consultant at firstname.lastname@example.org
McMaster University funds a variety of development programs and workshops for employees (some of which are detailed above). There are also various benefits that employees can use to fund other training and development options:
- Development allowances are available for eligible employees to invest in self-directed career development and to promote professional development (used for non-academic courses and workshops, conferences, executive coaching, dues and membership fees for professional associations, subscriptions to professional publications, etc.):
- Eligible employees can also receive funding through the Tuition Assistance benefit for courses being used to pursue an academic degree or a professional certification/designation.