Module 0 - Pre-entry Workshop 

In this module, participants will have a better understanding of the GNWT competency model; Participants will understand what competencies are; Participants will understand the 7 core competencies for all GNWT employees; Participants will learn some strategies fur suing competencies in their own leadership development; Participants will learn how competencies can be used to support growth and improvement on their team. 

Module 1 - Personal Development 

In this module, participants explore two very distinct but intimately related threads of personal reflection and as it pertains to the development and articulation of leadership skills: (i) connecting to self and (ii) connecting to others. To assist with this reflection, participants are given the opportunity to complete both the Myers Briggs Type Indicator and an Emotional Quotient (EQ) assessment tool. These instruments assist in revealing both personality type as well as emotional intelligence and provide the participants with the required tools to begin their journey into their own personal development through leadership. 

Module 2 - Communication Skills 

In this module, participants become more effective communicators by exploring the different aspects of the communication process and by practicing several key skills for both successfully sending and receiving messages via appropriate channels. Participants demonstrate their skills by designing and delivering a presentation to the group. 

Module 3 - Effective Personal Leadership 

In this module, participants discover that leading can happen in all domains of life, no matter what role a person is in. Participants explore personal leadership as a principles-centered set of attitudes and behaviours that are grounded in self-awareness. They also explore how the development of effective leadership qualities and practices requires focus on personal mastery, purpose mastery and interpersonal mastery. 

Module 4 - Effective Team Leadership 

In this module, participants explore elements of effective teams, while coming to appreciate the diversity and opportunities that team members bring and contribute to a project or task. The link between each team member’s attitudes and aptitudes to the holistic well-being of a project-focused team is also explored and discussed. 

Module 5 - Conflict Management 

In this module, participants begin by identifying their current relationship to conflict and exploring the possibility that, when managed appropriately, conflict provides an opportunity to engage in building a more positive work environment. Participants define conflict, explore why it happens, and build skills for managing conflict. Utilizing Thomas-Kilmann theories, participants determine their conflict mode and the modes of those around them. Participants also explore how their MBTI type may influence how they perceive and respond to conflict. Through numerous activities, participants enhance their understanding of conflict while also developing valuable skills for taking control of conflict and working towards resolution. Additionally, participants develop a personalized conflict resolution plan by utilizing the various conflict management tools introduced in this module. 

Module 6 - Leading While Managing 

Managing at any level is challenging and requires skill; managing while leading others adds another dimension. In this module, participants explore the relationships between managing and leading in an organization and the importance of the link between both strategies to allow for an effective yet motivating work environment. Participants also build skills for managing between senior management and front-line supervisors, between strategy and implementation in the organizational structure, while also mediating the competing expectations of those above, below and around them. 

Module 7 - Problem Solving and Decision Making 

In this module, the participants explore their personal responses to problem solving using an EQ debrief assessment tool which includes focusing on finding solutions when emotions are involved, the ability to be objective, and the ability to resist or delay their own impulses. Additionally, participants explore how to define a problem by constructing a problem statement that clearly quantifies any given problem. Participants also explore how to prioritize problems based on their return potential and discover three decision options when facing any given problem. Finally, participants explore a variety of problem-solving models and apply a model to work through their own workplace problems and present their findings to the class. 

Module 8 - Diversity-Conscious Leadership 

In this module, participants expand their awareness of diverse ways of being and explore strategies and best practices for developing and implementing diversity consciousness in their personal and professional lives. They also broaden their knowledge of the barriers that impede themselves and others from embracing diversity and develop a strategy to overcome at least one such barrier. 

Module 9 - Leadership in Action 

In this module, participants have the opportunity to integrate all of the program elements with their mentors at an experiential camp. They reflect on their progress throughout the program by setting clear, manageable goals towards their continued leadership development upon program completion. The participants and mentors work with their respective facilitators to offer program feedback as well as to reflect on where the biggest shifts and key learnings occurred for them personally and professionally.  

The Completion Ceremony is hosted by Aurora College during Module 9. 

Mentoring Workshop 

This workshop is designed to provide mentors of LDP participants with key information on the skills and characteristics of an effective mentor. Mentors will learn what is expected of them and where to get support if needed throughout the duration of the program. Mentors will also practice active listening and learn strategies for giving feedback.  

Mentors will solidify a contractual relationship between themselves and their mentee on their respective roles and responsibilities.