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Division of Continuing Education
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Leadership

Leadership Development

We believe leaders are made not born and leadership is a skill that can be learned and practiced. UNF's Continuing Education Leadership Development has the skill building opportunity to fit your Leadership journey.

Leadership development increases the ability of employees to perform in leadership roles within organizations. Leadership roles are those that facilitate the implementation of a company's strategy through building alliance, gaining awareness and cultivating the capabilities of others.

Being able to effectively communicate, collaborate and motivate people is critical for creating a lifetime of productive workplace relationships and career advancement opportunities. Our department offers several programs that embrace the journey of leadership from the high potential employee to the seasoned senior executive including Leadership Academy, Leader's Edge and The Art of Leadership.

 

Begin Your Journey Where It Is Right For You!

Leadership Academy Certificate

It takes more than brilliant solutions to be successful in today’s fast-paced workplaces. Being able to effectively communicate, collaborate, and motivate people are critical for creating a lifetime of strong workplace relationships and future career advancement opportunities. This Leadership Academy provides you with a unique opportunity to both sharpen your individual skills as well as increase your contributions towards organizational excellence and growth. Through experiential sessions, you will be able to tap into leadership best practices while developing strategies for driving effective individual, team, and organizational results.

 

Register for Full Certificate Leadership Academy Mailing List

 

I’m interested in corporate training!

 


Program Benefits

  • Create leaders who have the skillset to develop and sustain high-impact relationships which leads to a culture of collaboration that focuses on results
  • Motivate and increase a leader’s drive to achieve exceptional individual and organizational performance
  • Assist leaders in the discovery of their individual strengths which creates value for their teams and subsequently their organizations
  • Assist leaders to develop strategies to enhance employee engagement and create a culture of collaboration and commitment
  • Enhance leader’s ability to create, influence, and foster organizational change
  • Assist leaders towards creating a personalized action plan for growth and change in themselves and others

 


 

Content Structure 

  • Weekly face-to-face instruction in a classroom setting
  • Your choice of 8 of 12 courses, 24 hours (2.4 CEUs)
  • DISC Assessment
  • Action learning experiences, including role playing
  • Interactive lectures
  • Group discussions
  • Team exercises
  • Use of case study scenarios


 

  • Stepping Up to Leadership

    Every effective leader needs a successful action plan to achieve his/her goals. This session will help you develop that plan by teaching you how to use power, and how to both situationally and strategically lead. You will gain insight into your personal leadership style and personality type through the DISC Assessment.

    You will learn:

    • To describe the basic principles of leadership.
    • The importance of understanding your own personality type.
    • Your own leadership style through the DISC Assessment.
    • How to use power and why it is important.
    • To describe Situational Leadership principles.
    • Characteristics of effective leaders.
    • To describe strategic leadership strategies.
    • How to delegate effectively.
    • Your role as the team leader.
    • How to apply leadership strategies to relevant case study scenarios.
      Register
  • Leading with Emotional Intelligence

    One’s emotions should never get in the way of leading. Emotional intelligence is increasingly being recognized as a critical factor in the career success of leaders. Your level of emotional intelligence dictates how well you understand yourself and how well you interrelate with others. This session will teach you important practices of effective leaders, give you insight into EI, and provide tools you can implement during an emotionally-charged work situation.

    You will learn:

    • What emotional intelligence is.
    • The benefits of being emotionally intelligent.
    • The core competencies of emotional intelligence.
    • The best practices of emotional intelligence in the workplace.
    • What the research says about emotional intelligence.
    • How to assess your personal emotional intelligence.
    • How to apply emotional intelligence in work related situations.
    • How to teach emotional intelligence to employees.
      Register
  • Leading Your Team Through Change

    Change is often frightening, disheartening, and frustrating for everyone involved. It is disruptive and, at times, traumatic. Most people avoid change if they can. Change, though, is part of organizational life and essential for progress. This session is designed for you to learn specific strategies to help your employees work through change as best as possible.

    You will learn:

    • How work, employees, and customers have changed.
    • What change really is, from the perspective of an employee.
    • The steps to the change process.
    • How to help employees let go.
    • Specific strategies to use/practice when change occurs in the workplace.
    • How to help yourself, as a supervisor, deal with change.
    • How to develop a “Change Management Action Plan”.
    Register
  • Coaching 101

    One of the most important roles of a supervisor or manager is that of coach and mentor. This session is designed to help you learn what you need to know about helping employees achieve their full potential. From defining performance targets to supporting staff as they progress, you will learn how to motivate employees to develop themselves, promoting initiative and self-responsibility.

    You will learn:

    • The benefits of coaching and mentoring.
    • How to coach and the coaching process.
    • How to mentor and the mentoring process.
    • To explain the differences between coaching and mentoring.
    • To describe different coaching styles.
    • How to deal with barriers to coaching.
    • How to team coach successfully.
    • How to assess personal coaching styles.
    Register
  • Preventing Workplace Harassment

    Training supervisors and employees on how to prevent harassment and other discriminatory practices at work has never been more important. Violations can result in costly litigation and negatively impact an organization’s culture, customer satisfaction and loyalty, and its ability to recruit and retain skilled workers. This session focuses on raising awareness of behaviors that can lead to unwanted and unlawful harassment and discriminatory conduct and equipping you with the skills to appropriately intervene, report and prevent misconduct you may encounter in the workplace.

    You will learn:

    • What constitutes a hostile work environment.
    • The basics of the Title VII Civil Rights Act of 1964, and what those protections are.
    • What harassment is, including sexual harassment.
    • What constitutes discriminatory conduct at work.
    • How to prevent harassment and other discriminatory behavior.
    • The roles and responsibilities of the supervisor regarding the prevention of harassment and discrimination.
    Register
  • Applying Workplace Ethics

    Why is ethical conduct important? It’s important because it not only involves doing what is right and proper, but it’s also good for both external business and internal morale. Ethical conduct is absolutely the basis for long-term success in any organization.

      Further, ethical conduct in the workplace (by supervisors and employees) is the major reason for:
    • Promoting a strong public image for the organization. People respect an organization that makes ethical choices and customers like doing business with an organization they can trust.
    • Causing the best use of resources. For example, money, time, and effort are put into productive activities rather than diverted for questionable purposes or personal gain.
    • Helping maintain quality and productivity. When employees follow ethical standards, they don’t cut corners or short-change the organization or its customers.
    • Greatly helping the organization to comply with laws and regulations. What is ethical is also legal.
    • Protecting the organization’s privileged information as well as that of customers.
    • Boosting morale and promoting teamwork. When employees can trust one another, they can work together more harmoniously and effectively.
    You will learn:
    • To explain the basic principles of ethics.
    • How ethical considerations apply to workplace scenarios.
    • To describe and apply the 6-point ethical test.
    • To better understand ethical practices around the concepts of respect, responsibility, and results.
    • How to apply ethical practices and principles to real-life work scenarios. 
    Register
  • Navigating Discipline & Documentation

    A primary responsibility of a manager is to help employees identify, understand, and correct workplace problems. Using discipline to correct or modify employee performance can be a positive management tool that actually motivates or enhances that performance. Learn how to approach problem employees in a professional, constructive, and supportive manner and how to apply discipline to employee non-performance.

    You will learn:

    • How to conduct performance feedback conversations.
    • Strategies regarding how to apply discipline.
    • How to apply the corrective feedback technique through sample scenarios.
    • When to apply discipline and what a progressive discipline process looks like.
    • The basics of documenting employee performance and why it is important.
    Register
  • Managing Workplace Conflict

    When people get together as a team to decide or accomplish a task, their egos, fears, biases, and agendas can all get in the way. At times, the emotional component is so dominant that the group’s purpose can get lost in the heat of the conflict. As conflict flares, it often affects others on the team. More importantly, the results of any unresolved conflict are significantly farther-reaching: decreased morale, productivity, efficiency, and effectiveness. At best, the team merely gridlocks; at worst, its long-term relationships are destroyed. Learn how to identify conflict triggers, how to avoid, and what techniques to use to alleviate conflicts when they occur in the workplace.

    You will learn:

    • How to define/describe conflict in the workplace.
    • To differentiate between differing approaches to conflict.
    • Describe common reasons for conflict in the workplace.
    • Better understand the five stages of the actual conflict process.
    • Identify and describe communication strategies that can be used to reduce conflict.
    • Describe how to give effective corrective feedback.
    • Describe various types of conflict management techniques and how to apply.
    • Describe strategies to avoid during a conflict.
    • How to apply corrective feedback and other conflict handling strategies to workplace scenarios.
    Register
  • Leading & Managing Teams

    Team members must be flexible, trusting of each other and wholeheartedly supportive of the group if they are to progress toward achieving their goals. Employees must work as a team to operate efficiently and productively. This session will show you how great teams function in an atmosphere that fosters morale, trust, communication, and productivity.

    You will learn:

    • The benefits of working as a team.
    • To describe synergy and why it is important.
    • To describe the stages of team performance.
    • How to team problem solve and make decisions.
    • The characteristics of great teams.
    • Strategies for resolving team conflict.
    • To describe effective team communication practices.
    • To describe the Five Team Dysfunctions.
    • How to conduct effective meetings.
    • How to diagnose current team functionality using an assessment tool.
    Register
  • Solving Problems & Making Decisions

    Supervisors and managers are frequently responsible for solving problems and making decisions. Unfortunately, many are not familiar with the problem-solving process and how to use this process with their employees. This session will equip you with the tools to systematically resolve problems rather than by “gut instinct” and how to make objective, versus subjective, decisions, such as brainstorming and multi-voting.

     

    You will learn:

    • To explain benefits of using a process to solve problems.
    • How most problems in today’s workplace are usually solved.
    • To identify the six-step problem solving process.
    • How most decisions are made in today’s workplace.
    • How to use various tools to make better decisions.
    • The importance of effective communication within the problem-solving process.
    • How to apply the problem-solving process to workplace scenarios.
    • To explain what a consensus decision is and how to gain consensus.

     

    Register

  • Creating Workplace Accountability

    Most people think they know what accountability means and have strong opinions about the topic. Demands for accountability abound, but what does holding an entity or person accountable really mean? That people need to take on more responsibilities, or something else? The “state of accountability” exists for both supervisors and employees and can be explained through specific actions that must occur. This session will delve into what accountability means in the workplace, what it means to be personally accountable, what needs to be in place for accountability to exist, what are the specific supervisory roles and responsibilities, and as part of being accountable, how to become more efficient.

    You will learn:

    • To better understand what it means to be accountable in the workplace.
    • To differentiate between being accountable and/or responsible.
    • To describe actions that must occur between supervisor and employee for accountability to exist.
    • To describe specific roles and responsibilities of supervisors.
    • How apply specific tools to become more efficient at work.
    • To use the basics of conducting a process analysis and apply to a work-related scenario.
    Register
  • Conducting Performance Reviews

    Effective performance reviews are an essential component of employee development. Setting performance-related goals and objectives gives both the supervisor and employee a mutual focus and is one of the key aspects to meeting overall organizational objectives. Learn strategies to effectively conduct a performance review and how to work through the process in an effective and legal manner.

    You will learn:

    • To recognize the importance of having a performance review process for employees.
    • The basics of performance management.
    • Skills in observing, giving feedback, listening, and asking questions.
    • How to conduct an effective performance interview and have the opportunity to practice the interview in a supportive atmosphere.
    • How to make the performance review legally defensible.
    • The basics of how and why to document performance.
    Register

Leader's Edge Certificate

Learning to be an effective leader is not about reading the latest motivational book or attending occasional motivational seminars. While you may be pumped up for a short time the high doesn’t last more than a week because the workplace hasn't changed and you haven’t been able to test out new concepts for any length of time. The Leaders Edge journey involves the 3-Ps: Practice, Practice, and more Practice of what works for you and leaves behind what does not. The Leaders Edge is the only series that embraces the journey of leadership from the high potential employee to the seasoned senior executive.

Unique to this series the heart of the journey begins with knowing about yourself, which is accomplished through the use of the Birkman Assessment and The Leader Profile Inventory 360. You will use the knowledge gained through these personal assessments throughout the series.

This program is currently available for corporate training only. We can schedule an open enrollment course for you with at least 9 participants.

I’m interested in scheduling this Certificate!

Join the Leader's Edge Certificate Mailing List 

  • Leader's Edge Certificate

    Leading Yourself

    Before you can effectively lead others, you must be able to effectively lead yourself! This course will provide you with the knowledge and tools to bring out the most successful you to help you stand out in your organization and as an industry leader. Understanding your behaviors and competencies is the foundation of effective and successful leadership whether you are an individual contributor or on the management track.

       


    Leading Others

    To be a great leader, you need the right skills to engage and develop relationships with others. This means having the knowledge, skills, competence and understanding how to engage, motivate and manage people. Using the knowledge you gained about yourself in LEADING YOURSELF, you will apply those insights to inspire others to do their best work and reach their highest potential. This course guides you through the skills required to effectively plan, select personnel, delegate work, manage time, provide effective feedback, coaching, relationship building and communicate effectively. Pre-requisite: Successful completion of The Leader’s Edge Leading Yourself course.  

     

  • Professional Leader's Edge Certificate

    Leading Yourself

    Before you can effectively lead others, you must be able to effectively lead yourself! This course will provide you with the knowledge and tools to bring out the most successful you to help you stand out in your organization and as an industry leader. Understanding your behaviors and competencies is the foundation of effective and successful leadership whether you are an individual contributor or on the management track.


    Leading Others

    To be a great leader, you need the right skills to engage and develop relationships with others. This means having the knowledge, skills, competence and understanding how to engage, motivate and manage people. Using the knowledge you gained about yourself in LEADING YOURSELF, you will apply those insights to inspire others to do their best work and reach their highest potential. This course guides you through the skills required to effectively plan, select personnel, delegate work, manage time, provide effective feedback, coaching, relationship building and communicate effectively. Pre-requisite: Successful completion of The Leader’s Edge Leading Yourself course.


    Leading Leaders 

    Managing and leading other leaders requires a deep skill toolkit beyond the skills acquired to manage teams and individual contributors. This course is an in-depth study of effective strategic planning, effective feedback cycles, communicating company values and applying values to employee satisfaction and engagement, communicating company objectives and goals and aligning the workforce to strategic organizational goals. Discussion format and evidence-based materials are employed. Pre-requisite: Successful completion of Leading Yourself or Leading Others.  

     

  • Executive Leader's Edge Certificate

    Leading Yourself

    Before you can effectively lead others, you must be able to effectively lead yourself! This course will provide you with the knowledge and tools to bring out the most successful you to help you stand out in your organization and as an industry leader. Understanding your behaviors and competencies is the foundation of effective and successful leadership whether you are an individual contributor or on the management track.


    Leading Others

    To be a great leader, you need the right skills to engage and develop relationships with others. This means having the knowledge, skills, competence and understanding how to engage, motivate and manage people. Using the knowledge you gained about yourself in LEADING YOURSELF, you will apply those insights to inspire others to do their best work and reach their highest potential. This course guides you through the skills required to effectively plan, select personnel, delegate work, manage time, provide effective feedback, coaching, relationship building and communicate effectively. Pre-requisite: Successful completion of The Leader’s Edge Leading Yourself course.  


    Leading Leaders 

    Managing and leading other leaders requires a deep skill toolkit beyond the skills acquired to manage teams and individual contributors. This course is an in-depth study of effective strategic planning, effective feedback cycles, communicating company values and applying values to employee satisfaction and engagement, communicating company objectives and goals and aligning the workforce to strategic organizational goals. Discussion format and evidence-based materials are employed. Pre-requisite: Successful completion of Leading Yourself or Leading Others.  


    Leading the Enterprise 

    This is an interactive series of roundtable discussions centered on the implementation of The Alignment Triangle: Strategic Direction, Organizational Competence and Collective Competence.  

The Art of Leadership

Addressing salient leadership principles, this course connects theory to practice and defines leadership in terms of actually doing the job as well as leading those doing the job. Participants who complete this course will better understand the challenges of leadership and how to emerge as leaders in their respective areas.

  • Instructor
    Dr. Nathaniel Glover headshot

    Dr. Nathaniel Glover

    • 29th President of Edward Waters College
    • Two-term elected Duval County Sheriff

    Dr. Glover designed this seminar based on experiences spanning 50-plus years in public service and executive administrative positions. He offers insight that serves to motivate and prepare well-established and aspiring leaders to meet the challenge of serving more effectively. The philosophy that leadership is an art form that comes from developing an individual’s unique personal skills, permeates this highly charged seminar and will inspire and propel participants to become better and stronger leaders.

  • Content Structure
    • Different leadership styles
    • The pre-requisites for becoming an effective leader
    • The pros and cons of effective leadership
    • How to utilize the tools in the leadership toolbox
    • How to win the trust and respect of colleagues
    • What it takes to ascend to a higher level of leadership
  • Program Benefits

    Rejuvenate your corporate culture, team effectiveness or personal mastery in this four hour inspiring and interactive workshop.

  • Who Should Attend
    • Corporate, governmental and nonprofit professionals
    • Board members and community advocates
    • Executive leaders preparing for culture or business change
  • Learning Outcomes
    • Leadership Defined
    • Legacy
    • 9 C ' S Of Leadership
    • Leadership Opportunities
    • Born Leaders Vs. Learned Leaders
    • Ascension To Leadership
    • Loyalty, Trust And Expectations
    • Develop And Coach Your Team

Trauma-Informed Leadership Certificate

Trauma-informed leadership is a leadership approach by which the leader acknowledges how their own social and emotional experiences influence the way they interact, communicate, influence and engage anyone who has an interest in the success of themselves, of others and their organization.  A trauma-informed leader understands the importance of assessing, executing, modeling and measuring the 3 ^ 3 The Power of 3 organizational design concepts. 

 

Register for the Trauma-Informed Leadership Certificate program

Learn more at an upcoming Information Session

  


 

Program Benefits

Assist you with recognizing and managing your own trauma and stress responses to help you lead trauma-informed practices in your workplace.

  • Develop the skillsets necessary to design and sustain a Do No Harm style of leadership and workplace culture.
  • Develop important systems-thinking skills to help you discover the root causes of toxic workplaces and transform your culture into a safe, trusting, collaborative, accommodating and inclusive workplace.
  • Gather critical benchmark data on change readiness, trust, capacity, and trauma-informed principles and develop effective and measurable action plans using the Employee Experiences questionnaire.
  • Equip you with the skills to invest, create, influence, and foster system-wide change while operating in a burned-out, resistant and change saturated environment.

 


 

Content Structure

  • Three one-hour live, virtual sessions
  • Action learning experiences
  • Reflect upon knowledge of concepts and personal experiences
  • Interactive lectures
  • Group discussions
  • Team exercises
  • Pre- and Post- tests

 


 

  • Introduction to Trauma Informed Leadership+ Workplace

    We are on a collision course between high levels of collective trauma, mental health challenges and an ill-prepared leadership and workplace. Leaders and their workforce would benefit from operating with the universal expectation that everyone -- including themselves - have experienced a traumatic event sometime in their lifetime and incorporate a "do no harm" philosophy throughout their workplace. Trauma-Informed approaches can be implemented anywhere, by anyone- including you.

  • The Three E’s of Trauma

    Trauma is defined as “an event or series of events that is experienced as physically or emotionally harmful and has lasting adverse effects on functioning and mental, physical, social, emotional, or spiritual bell-being” (SAMHSA, 2014). This module will review trauma concepts, their impacts and implications for personal healing, leadership styles and the workplace culture.

  • Doing the Personal Work

    Trauma-informed leaders acknowledge how their own unresolved traumatic events and experiences influence the way they lead, manage, interact, and communicate with their employees and peers. Healing and self-awareness are critical steps for leaders to identify their stress responses in the workplace and know how to respond in a way that doesn't cause further harm unintentionally to themselves or to others.

  • What is Your Leadership Style?

    According to Daniel Goleman, there are six distinct emotional leadership styles. Each of these styles has a different effect on people's emotions, and each has strengths and weaknesses in different situations. No one style should be used all the time but rather interchangeably, depending on the situation and the stress responses of the workforce.

  • Digging Deeper into Trauma-Informed Leadership Principles

    Within a leader’s trauma-informed approach to advancing their organization’s mission and strategy, there are six trauma informed leadership behaviors and principles (safety; trust; peer support and healing; collaboration; voice and choice; and culture, history, and gender) that are essential and applicable across the workplace.

  • Measuring and Evaluating Employee Experiences

    This Employee Experiences questionnaire is for workplaces interested in assessing, benchmarking and measuring their readiness for change, capacity, trust within/among leadership and their workforce, and trauma-informed characteristics.

  • Cleaning the Dirty Fishbowl through Systems-Thinking

    Trauma breaks systems, whether the system be a family, a community, a justice system, a political system, or a business. Trauma Informed systems-thinking is an approach that analyzes and zeros in on how the different parts of a system intersect and how systems work within the context of other, larger systems. In so doing, a set of standards and ethics are used to guide the systems change across the entire workplace.

  • Putting Concepts into Practice: Managing Constant Change

    Leading and managing dynamic organizations is already difficult but it’s even harder to launch an organizational-wide change effort when navigating through disclosed or undisclosed trauma experienced by leaders and staff. Asking organizations with high collective levels of personal trauma and burn out to take on high-stakes quality improvement or transformational change initiatives may increase staff resistance, dissension, further burnout, secondary and vicarious trauma, fight, flight, freeze and fawn stress reactions, resignations or overall disengagement and apathy to any organizational project.

  • Putting Concepts into Practice: Environment, Social and Governance (ESG) Strategies

    Integrating trauma informed leadership principles into your company’s ESG priorities encourage Boards and c-suites to invest in, prioritize, and destigmatize evidence-based mental health resources for their workforce. Supporting employees' mental health may help organizations retain talent, increase economic impact, and bolster performance while keeping the workforce healthier and more satisfied.