Partnership Leadership Seminars Quick Details Location Virtual, Washington, D.C. Duration 1–2 days Cost $12,000 – $15,000 for a 1-day seminar, and $24,000 – $30,000 for a 2-day seminar Audience Seminars can be adapted for any experience level. Class size is ~25 participants. To request a seminar for your office, or to receive more information, please contact us at training@ourpublicservice.org. Partnership Leadership Seminars Effective government depends on capable leaders. Each federal agency needs a strong cadre of leaders throughout its workforce to streamline operations, find efficiencies and drive results. The Partnership Leadership Seminars are one- and two-day programs ideal for agencies looking to develop the leadership skills of their employees. These adaptable seminars leverage proven best practices from the private and public sectors to instill the fundamentals of leadership into a workforce. Participants have demonstrated their ability, following the seminar, to use the leadership skills they learn to solve their agencies’ unique challenges. And by returning to work with these strategies, participants are helping agencies build the long-term, in-house capacity to innovate and solve management problems. “My experience was all positive. The approach was like a breath of fresh air in comparison to other seminars I have attended. New, progressive and out of the box!” Former Seminar Participant Seminar Details Each seminar consists of thought-provoking discussions and practical exercises designed to help participants understand and use proven leadership strategies. At the end of each seminar, participants create a plan of action that they will use to address current challenges within their agency. Throughout the seminar, participants are encouraged to discuss their challenges and develop solutions jointly. To ensure effective collaboration, participants should have similar levels of experience and we set recommended roles or GS grade ranges for each seminar. 1 Day: Recommended for all levels Building Resilience Examine the concepts of resilience and growth mindset and their relevance to coping with change and setbacks Share individual and organizational best practices for building resilience and adopting a growth mindset Enable employees to build a culture of support to increase resilience as a team 2 Days: Recommended for GS-9 and above Crucial Conversations Determine when crucial conversations are necessary and learn how to get “unstuck” Learn how to manage emotions to build better relationships and better outcomes for self, others, and the organization Cultivate active listening skills to ensure the other person feels heard Practice specific communication skills for a conversation you need to have and take away practical tools to bring back to the office 2 Days: Recommended for GS-12 and above Driving Innovation Understand how innovation works in the federal context Know the attributes of innovative leaders, and how to assess yourself and others Apply a set of tools to specific innovation efforts in your office Apply assessment and measurement approaches to innovation efforts 1 Day: Recommended for all supervisors Leading in a Hybrid Work Environment Create a shared understanding of the hybrid work environment and the impact on employees Explore strategies for overcoming challenges exacerbated in the world of hybrid work Examine best practices for successfully leading in the hybrid environment including the utilization of technology 2 Days: Recommended for GS-9 to GS-12 Leading From Your Level Discover how self-awareness and emotional intelligence can improve interpersonal relationships Discuss and practice communication models for coordinating work and leading peers and volunteers Generate your own framework for navigating your agency, including developing a stronger relationship with your manager Learn ways to plan and manage your career Discuss resilience and ways for managing stress 1 Day: Recommended for GS-12 to GS-14 Managing Change Understand the factors that cause resistance to change and how to address them Learn the fundamentals of a change management framework, and how to apply it to changes on your team Identify ways to overcome team inertia, and address individual resistors that impact team dynamics 1 Day: Recommended for all supervisors Managing Performance Diagnose factors contributing to high and low performance Develop and use tools for improving poor performance Effectively deploy appropriate strategies for managing varying levels of performance (both high and low performers) and increasing future performance 1 Day: GS-12 and above Raising Your Emotional Intelligence Turn self-awareness into more effective actions Understand the impact of poor emotional intelligence (EQ), including overdone strengths Strengthen the ability to handle stress productively Apply EQ principles to contribute to better team performance Half Day for Each Part: All levels Fostering Diversity, Equity, Inclusion and Accessibility It is recommended to leave 2-3 months between DEIA modules to allow for lessons to be applied in the work environment before reconvening. Part 1 Utilize core DEIA frameworks to describe social identity differences more effectively and gain insight on how to improve one’s ability to embrace those differences Align with colleagues on the purpose and importance of each component of DEIA with emphasis on differentiating between equity and equality in the workplace Examine how workplace norms may inhibit authenticity and discover ways to empower colleagues to be their true selves Part 2 Staff Elevate awareness of common microaggressions and discover techniques to minimize occurrence Discuss the importance of belonging in the workplace and identify actionable ways to support the inclusion of colleagues Discover how to position yourself to be a true ally by better understanding components of allyship Managers/Supervisors Identify gaps in team’s psychological safety and strategize sustainable ways to cultivate an inclusive and transparent culture Build upon common inequities discussion from Part 1 to develop effective strategies to mitigate implicit biases in daily decisions Adjust current coaching habits to better develop and motivate a diverse team from varying backgrounds, experiences, and motivations Part 3Staff Examine ways in which our perspectives are shaped by life experiences and strategize approaches to speak up about problematic behaviors and speech Managers/Supervisors Collaborate as a collective management team to better cultivate psychological safety, plus coaching on handling tough DEIA-related conversations Part 4Staff Synthesize concepts and discussions to clearly define an anti-oppressionist culture and the collective responsibility of all employees, not just leaders and managers Managers/Supervisors Utilize research to better understand how to integrate equity into customer experience that is strengthened by an anti-oppressionist culture 99% of participants found our facilitators to be highly effective 98% of participants would recommend our seminars Staff Members from the Partnership staff will work with you throughout the program to ensure that your experience goes smoothly. Thumbnail for Amiko Matsumoto Amiko Matsumoto Director of Design and Facilitation/Executive Coach About Thumbnail for Virginia (Ginny) Hill Virginia (Ginny) Hill Senior Executive Coach and Facilitator About Thumbnail for Kevin Johnson, II Kevin Johnson, II Director About Thumbnail for Nicole Kolt Nicole Kolt Senior Facilitator About Request a Seminar To request the Partnership deliver a seminar for your agency’s leaders, or to receive more information, please contact us at training@ourpublicservice.org. Send a request
