Leading at Wake
Realizing Excellence in Supervision and Engagement
The Professional Development Center is excited to launch Leading at Wake, a leadership development series designed to support and equip Wake Forest’s people leaders and supervisors. In keeping with the university’s motto, Pro Humanitate – for humanity, the supervisor series seeks to advance a progressive, values aligned model of leadership that is grounded in a deep understanding and belief in the potential of all employees. Consequently, series offerings are focused on delivering the essential content, skills, and best practices that foster and optimize employee engagement and performance.
Click Here to view a brief online course on Leading at Wake or continue to scroll for additional information on the series.
The series is guided by a developmental framework and approach that recognizes the connections between engagement and performance to create a growth oriented culture of organizational excellence and health.
Data from Wake Listens and feedback from current employees, supervisors, and administrators along with a review of contemporary leadership research and best practices helped shape and inform Leading at Wake’s learning domains– engagement and belonging; supervisory alignment and clarity; inspiring, motivating, and relating, and wellbeing and resilience. Courses will be organized according to learning domains. Principles and best practices of inclusive excellence will be integrated across the leadership series.
Program Structure and Sample Courses
Leading at Wake offers a phased, developmental approach to leadership development. Phase I courses provide the foundational content and skills that every people leader needs to carry out their supervisory functions. Offerings center on engaging and motivating employees, employment law and policies, and performance management. Phase 2 courses add more advanced skills and provide opportunities to apply learnings through experiential exercises. Phase 3 will provide in-depth, insight oriented learning experiences that allow leaders to grow in their knowledge and understanding of self, others, and systems level organizational dynamics. Courses designed and offered by partner campus offices and departments that fall within the Leading at Wake domains (e.g., iLab and Office of Wellbeing courses) are included in the Leading at Wake learning paradigm.
Leading at Wake will kick off with the following course offerings. Links will be added when classes are available.
Supervisor Training Part 2: This in-person Supervisor Training will review best practices and critical behavior for supervisors utilizing application and scenarios based on the legal and policy content reviewed in the online Supervisor Training Part 1 (which is a prerequisite for this course).
Creating a Culture of Engagement and Belonging: Leaders at Wake Forest understand that creating a culture of engagement and belonging is critical to increasing motivation and developing high performing employees and teams. This course will introduce participants to the fundamental values and best practices that support development, foster connection, and ultimately, enhance enthusiasm, commitment, and performance.
Introduction to Inclusive Search and Selection Toolkit: This course will review the steps in an inclusive search and selection process for Faculty and Staff. Industry best practices for reference checking, structuring on-campus interviews, and managing the internal candidate process will be shared. Total rewards and compensation considerations will also be reviewed.
The Art of Performance Conversations: In order to enhance engagement and optimize individual and team achievement, performance conversations must go beyond metrics and goal setting. In this course, leaders will learn to incorporate the science of motivation and communication best practices to help employees align their individual assets – values, strengths, passions, and competencies – with the essential functions and key indicators of their roles, the interests of their departments, and mission of the university.
Delegation and Accountability: Delegation is much more than assigning tasks to team members. It is crucial for the growth of the individual employee, team, and organization. Communicating tasks and metrics clearly and establishing appropriate mechanisms of accountability help ensure that there is understanding and alignment between supervisors and their team members, which in turn, enhances the probability of meeting performance targets. In this course, supervisors will learn delegation best practices and methods of accountability to bolster goal attainment and enhance motivation, buy-in, and a growth mindset among those they lead.
Supervisor Training Part 1: This online Supervisor Training will review best practices and critical behavior for supervisors. Content will be based on organizational policy, legal guidelines, government regulations, and some Workday processes and HR functions. This online course is a prerequisite for the in-person Supervisor Training Part 2.
SMART Goals: This is a self-paced, online course to help you learn more about setting and executing SMART goals. During the course, you will learn the importance of setting goals and how to establish performance goals that align to your department’s goals, how to write SMART goals and ways to maximize your time spent towards achieving your goals.
Understanding Performance Management: This self-paced, online course is a pre-requisite to the instructor-led course The Art of Performance Conversations. In this course, you will learn the fundamentals of Performance Management so you have a base understanding of its importance, be able to set performance expectations with your staff, know the benefits of collaboration, and fully understand the importance of ongoing coaching and feedback.
Delivering Corrective Action is a course designed to assist a supervisor with having discussions with employees regarding unsatisfactory job performance or unacceptable behavior that has not improved with regular coaching. This course will cover the purpose of corrective action, the University’s policy, define unacceptable job performance and behaviors, outline the progressive process and define the levels of action, discuss when and how to conduct an investigation, and practice delivering a corrective action meeting.
Coaching and Developing Employees: (LinkedIn Learning course) Harness the power of coaching in the workplace. Learn how to shift from a command-and-control style of management to a manager-as-coach style of leadership to transform employee engagement and bottom-line results. Join leadership and negotiation coach Lisa Gates, as she explains how to establish a coaching relationship with your reports. Lisa shows how skills like open-ended question asking, listening, challenging for growth, and accountability can increase your employees’ autonomy and problem-solving capacities. The course includes assessments, exercises, and tools to help your team capture goals, map a career trajectory, and accelerate growth, along with sample coaching conversations help you see these tips in practice and understand their potential impact on your people, productivity, and results.
Additional Leading at Wake course offerings will be added in subsequent semesters in the phased approach described above. All courses will be available for registration on the PDC. Visit often for the latest in professional development offerings across the university.