THE LEADERSHIP DEVELOPMENT LEARNING PROJECT


•   IS A TIGHT BUDGET INTERFERING WITH YOUR NEED   TO KEEP AND DEVELOP KEY EMPLOYEES?


Let Metropolitan Consultation Associates put Pennsylvania Grant funds to work for you!

USE STATE GRANT FUNDS TO DEVELOP:

•  LEADERS WITH INTEGRITY AND EMOTIONAL INTELLIGENCE

•  LEADERS WHO SEE THE BIG PICTURE WITH THEIR FEET ON THE GROUND

•  LEADERS THAT CAN MOTIVATE EMPLOYEES

•  LEADERS WITH THE TOOLS TO LEAD IN THE 21ST             CENTURY


Metropolitan Consultation Associates is proud and excited to announce its Leadership Development Learning Project.

This is a pioneering course designed to expose leaders, CEO’s, HR personnel, managers, even teachers, to new approaches and methods for understanding themselves, others, their teams, their organization, and even their culture.

The result is participants who will use this learning to become more effective leaders, role models, and communicators – and who will create positive change in the workplace and community.

These positive effects are compounded when an organization’s team enrolls as a unit.

The course will focus on and integrate the powerful concepts of emotional intelligence brought to light by Daniel Goleman, the humanistic and psychoanalytic psychology theories of change, and the principles of dialogue developed by David Bohm, Bill Isaacs, and others at MIT.

The methodology will include didactic teaching, interactive exercises, individual personality assessments to develop personal goals, seven hours of individual sessions (optional), an ongoing dialogue group, and suggested readings.

The learning project structure is composed of an initial full day seminar followed by seven bi-monthly half-day seminars. This design helps to ensure the permanence of learning that concentrated one-day workshops do not achieve. In this design, participants are able to contemplate the concepts being taught and to try put them to practice at home and work. We can then discuss how the new ideas are leading to change. This feedback and outcome based learning is what leads to real internal change and implementation of what is learned.

Each participant will also have one individual one-hour session (optional) between every seminar. This will assure individual customization and further assure permanence of learning.

The design allows for a minimum of six and a maximum of twelve participants. The small group size allows for more personal interaction and ensures that each participant’s learning goals are met.


To learn about The Learning Project Leader, Dr. Mario Alonso,

click here.


LEADERSHIP DEVELOPMENT PROJECT OUTLINE


Session 1
The Winds of Change
March 29, 2003

In this full day session, we will review traditional definitions of leadership and examine why they have not worked. The prospect of change, especially when it touches our belief and value systems, can be anxiety provoking. The New Leader must learn to be comfortable with not knowing and turn fear of the unknown into the thrill of self-discovery and creativity. Today, we will preview the key principles of a radically new perspective necessary for truly effective leadership in the 21st Century.

Session 2
Defining The New Leader
April 12, 2003

We will cover the three C’s of Effective Leadership – Cultivator, Centered, and Container – and why they are absolutely essential characteristics of the New Leader.

Session 3
Learning To Think
April 26, 2003

We will discover and learn how flawed thinking habits lead to flawed actions. We will discuss the practice of reflective thinking, systemic thinking, and thinking together.

Session 4
The Art Of Conversation
May 10, 2003

We will learn the difference between “talking to” and “talking with” others, between “discussion” and “reflective dialogue”. We will learn about concepts such as “conversational fields”, and the effect they have on our communication and our actions.

Session 5
Dialogue
May 24, 2003

True Dialogue is the tool, the practice, the attitude, and the goal of the New Leader. True Dialogue is a special and unique way of communicating that requires a paradigm shift for defining how we think and how we relate to others.

Session 6
Developing A Dialogic Stance
June 7, 2003

The New Leader has to develop a capacity to listen, respect, self-reflect, and find his/her true voice. The New Leader must be humble yet confident, patient yet decisive. We will discuss new practices and ways of thinking that help us develop these attitudes and new way of looking at the world.

Session 7
The Ethics Of The New Leader
June 21, 2003

We will discuss why the human need to be connected has been substituted by a thirst for power that leads to isolation. The New Leader must have a good understanding of what it is to be human. This understanding is the emotional antidote against greed. He must also be able to integrate the search for Truth with the search for the Good and the Beautiful.

Session 8
Becoming Gardeners
July 12, 2003

The New Leader must be like a good parent who is aware and accepts his/her evolutionary mission to develop others. The essence of the New Leader will be the capacity to help others learn. The New Leader is one who helps establish the soil a community needs for generative learning to take place, i.e., learning that creates effective and fruitful solutions to problems that can affect the progressive cycle of a community.


WHAT DOES IT COST?

The tuition for this workshop series is $999. Discounts for groups of 2 or more are available. Continental breakfast will be provided. Lunch will be provided for the first full day meeting.
The optional series of seven individual executive coaching sessions is an additional $699 (the regular fee for these sessions outside this course is $1400). Cancellations at least 3 weeks before the start of the series will be fully refunded. There will be a 10% charge for cancellations with less notice.

WHEN and WHERE?

Sessions will be held at our Allentown facility. Directions will be provided upon registering.

HOW DO I REGISTER?

Please contact Kim Grube, Metropolitan Consultation Associates Training Coordinator, at 610-437-2277, or e-mail Dr. Mario Alonso.

If you can’t attend on the dates of the scheduled series, please call and let us know of your interest. We will try to accommodate interested individuals by scheduling series on other dates.

Dr. Alonso will contact each participant before the series starts to become acquainted with the participants’ backgrounds and learning objectives.