Leadership Development and Coaching
Georgetown Leadership Program
Why Leadership Development for Systems Change?
Today’s leaders must be equipped with skills and competencies that address a rapidly changing environment and support the ability of health, education, and human service delivery systems to initiate, embrace, and mobilize change for the 21st century. To meet this need the Georgetown Leadership Program (GLP) was created. Its overarching aim is to increase the effectiveness of leaders by providing an array of strategic training and technical assistance activities focused on leadership development for systems change.
Goals of the Georgetown Leadership Program include increasing knowledge and application of:
- Leadership skills in both adaptive and technical work
- Tools for aligning perspectives and building common ground within the dynamics of difference
- Strategies for risk taking and resilience within an environment of chaos, conflict, change, and uncertainty
The GLP engages leaders in focused conversations about the nature and role of leadership, the challenges they face in
effectively promoting systems change, and the tools and frameworks needed to mobilize actions within the context of collaboration and adaptive change. Leaders emerge with skills to support their roles as agents of change; strategies for sustaining the change process in complex adaptive environments; and personal action plans that strengthen,
hone, and sharpen their leadership behaviors.
At the core of the GLP’s activities is the Georgetown Leadership Academy, a four-day intensive leadership development experience, which offers a personalized opportunity to explore challenges in leading transformation utilizing peer-to-peer consultation in small groups and one-on-one coaching with trained faculty. It has three stages of learning:
- A three-month preparatory period
- A four-day intensive residential training experience
- Continuous learning opportunities
Leadership Development Training and Technical Assistance
In addition to the Leadership Academy, the GLP sponsors two-day targeted trainings and workshops, webinars, and keynotes on specific issues and skills for system change leaders. Topics include how to: lead adaptively and address disparities; mobilize the collective intelligence; empower others to lead; challenge the status quo successfully even without authority; prevent conflict and optimize differences; manage the tension of changing entrenched practices; motivate teams toward a shared vision; take risks and foster resilience; and build strategic alliances that support transformation. The curriculum has been infused with material that highlights the importance of cultural competency as a skill for leaders that increases their effectiveness within the dynamics of difference.
Who Benefits from Leadership Development for Systems Change
Activities are designed for a broad array of individuals who want to deepen their leadership skills and are champions for children, youth, and their families in policy, practice, research, and advocacy at the national, state, tribal, and local levels in education and human services including behavioral health, primary care, early childhood, child welfare, and juvenile justice.
Evaluations indicate that trainings have a powerful impact on building effective leadership skills for individuals charged with the responsibility of improving health and human service systems:
“I now feel like I have a framework for leading and a perspective that will help me navigate the realities of systems change.”
“I now know I need to listen more instead of jumping in with a solution. We need to leverage the collective intelligence to craft solutions together.”
For further information or additional questions, please contact:
Ellen Kagen, M.S.W.,
Senior Policy Associate, National
Technical Assistance Center for Children’s Mental Health
Center for Child and Human Development