The Emerging Leaders Program (ELP) is designed for new and existing first-line supervisors and individuals who lead university teams and initiatives to gain greater leadership capabilities through building the skillset and mindset necessary to lead self and others effectively. Participants graduate with the skills, connections, and supports essential to grow and evolve as a leader at WashU.
ELP participants will be provided with the opportunity to:
- Engage in monthly learning sessions that help to enhance individual and team performance organizationally
- Build relationships with fellow ELP cohort participants and coaches
- Build their leadership capacity
- Participate in community service projects
The program is designed based on the 70-20-10 adult learning model. The model is based on 10% of learning is done via formal learning (i.e., classroom setting), 20% is done by learning from peer, mentors and/or coaches. The remaining 70% is done through experiential learning (trial and error—applying a growth mindset).
Monthly Breakdown/Time Commitment
Each topic is broken out over the course of one month, over four weeks.
The first week, you will meet for a half day to learn about a concept (the first and last month are both full days). This session is more than just a download of information; it is also designed with activities for participants to share and learn from each other about how they may have seen it play out/work (positively or negatively) in their experience. At the end of that session, you will meet with your small team to discuss your takeaways and what you are going to try over the course of the month; remember the 70/20/10 model. Time requirement: four hours
Week two will be a webinar where a senior leader will share their perspective on how the concept would be applied. Time requirement: two hours
Week three you will meet with a team coach to continue discussion about the topic. While this time is designed to discuss the topic, if there are other things that the team would like to discuss with their coach, they can absolutely have those discussions. Time requirement: two hours
In the fourth week, you will meet in your small team. This time is your time to discuss how you applied the concept, what went well, what didn’t, and to gain insight from your peers. Additionally, as the program progresses, each team will embark on a capstone activity. This capstone will be your opportunity to identify a concern within our community and to provide possible ways to move forward. During the last month, you (and your team) will share your ideas in a joint ELP/LEAD Capstone event. Time requirement: two hours
During the month, your supervisor will likely want to engage and discuss what you’ve learned and how they can help with your development.
- Leadership styles
- Diversity, equity and inclusion
- Growth mindset
- Change & conflict management
- Strategic foresight
- Organizational culture and psychological safety
*This is not an all-inclusive list but a brief synopsis and will vary based on the program.
Application/Selection Process Timeline
Application window: April 17–June 1
Selection announcement: tentatively August 2
First session: September 13
In order to provide you with the best development program and experience possible, we would like to get some information from you to ensure that, if selected, you are registered for the correct program. Complete the Emerging Leader Program application.
*Calendar dates are subject to change
|Week 1*||Sep 13|
|Week 2||Sep 19|
|Week 3||Sep 26|
|Week 1||Oct 2|
|Week 2||Oct 10|
|Week 3||Oct 17|
|Week 4||Oct 24|
|Week 1||Oct 31|
|Week 2||Nov 7|
|Week 3||Nov 14|
|Week 4||Nov 28|
|Week 1||Dec 5|
|Week 2||Dec 12|
|Week 3||Dec 19|
|Week 1||Jan 9|
|Week 2||Jan 16|
|Week 3||Jan 23|
|Week 4||Jan 30|
|Week 1||Feb 6|
|Week 2||Feb 13|
|Week 3||Feb 20|
|Week 4||Feb 27|
|Week 1||Mar 5|
|Week 2||Mar 12|
|Week 3||Mar 19|
|Week 4||Mar 24|
|Week 1*||Apr 3|
|Week 2*||Apr 10|
Graduation – May 1, 2024
- Employee must be in current position for at least one year at the time of application.
- Employee must be in good standing, meaning maintain an acceptable level of performance including but not limited to absence of corrective action in the last one year and/or resolution of previous corrective action.