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Leadership Development Program
The Leadership Development Program (LDP) is a Johns Hopkins Medicine (JHM) sponsored leadership development initiative designed to foster diversity and inclusion in our future leaders. Our mission is to develop an understanding of effectiveness in the organizational culture, prepare for the challenges of health care reform, strengthen bonds and communication among and between faculty and administrators, and advance leaders in the organization.
- Strengthen JHM’s long-term organizational viability by developing leaders for the 21st century to foster innovative and sustaining solutions to complex problems.
- Develop JHM leaders who can contribute to solving current challenges and contributing to future initiatives throughout the system and support the three missions of JHM
- Improve the JHM operating environment by building trusting relationships that break down barriers, facilitate communication and foster (the practice of better medicine and better business) research, education and clinical care
- Retain emerging leaders by providing a prestigious and challenging learning experience, which can lead to new opportunities and promotion.
- Develop JHM leaders who value & enthusiastically appreciate diversity inclusion.
- Develop JHM Leaders who value teamwork and foster collegial working relationships.
III. Participant Criteria
- Vice President, Professor, Associate Professor, Director or Administrator.
- Demonstrates leadership abilities.
- Interpersonal skills consistent with leadership excellence.
- Ability and willingness to FULLY PARTICIPATE in the program.
- Commitment to completing a thorough & thoughtful assessment of personal leadership strengths & weaknesses.
- Commitment to development of personal leadership skills.
IV. LDP Co-leaders
Sue Recko, Sr. Director, Learning & Organizational Development, Johns Hopkins Health System
Janice E. Clements, Ph.D., Vice Dean for Faculty, Johns Hopkins School of Medicine
Landon S. King, M.D. Executive Vice Dean, Johns Hopkins School of Medicine
Pamela D. Paulk, President, Johns Hopkins Medicine International
V. Program Participants
A cohort of no more than 15 faculty and 15 administrative individuals will be chosen to participate based upon nomination and completion of an application process.
ADDITIONAL PROGRAM ELEMENTS
1. Workshop Sessions – A broad cross section of topics are presented by senior leaders in a workshop setting including mission balancing, strategic planning, and special topics on the challenges of leadership roles.
2. Developmental Retreats – Significant coursework (10 days) is provided by a team of leadership facilitators representing both the university and hospital environments. Content includes:
Leadership Self-Awareness Retreat –a two–day experiential program designed to help managers and leaders develop a personal theory of leadership and a better understanding of their present situation. Participants will have the opportunity to assess their personal style and effectiveness in motivating, guiding and encouraging others. The program provides comprehensive assessment, including a 360 assessment, action planning and follow up with peer support groups. Competencies addressed: Establishing Relationships, Demonstrating Emotional Intelligence, Acting with Integrity, Communicating Effectively, Promoting Diversity and Inclusion.
Leadership Skills Assessment - In order to develop as managers and senior leaders, individuals must know how their peers, subordinates, and supervisors perceive them. A 360 degree feedback instrument gives participants the opportunities to discover how their perception of self with regard to leadership qualities differs from the perceptions others have of them. As a result, they can identify personal strengths and weaknesses and create a developmental plan to guide their future in the organization.
A Strategy for Leadership Success: Strategic Planning - As senior leaders, your role includes being strategic and developing ideas and plans for your department to be productive and effective in the future. This interactive class will introduce the strategic planning process and the tools used in strategic planning to you. Participants will experience the process and practice using the tools. Participants will be challenged to develop a strategic plan and edit it throughout the LDP program. Small learning groups will be created and will be given time to share and provide feedback to each other on these plans throughout the program. Competencies addresses: Acting Strategically, Navigating Organizations, Enabling Innovation through Creativity.
Change Management -Throughout your career, you are asked to spearhead a new initiative, lead a new group, or change the work or focus of a group. It requires careful consideration and planning, creating the right team, and involving affected staff and community with as much as is necessary. In this session, we will identify strategy and tactics for creating and supporting changes, and how to work with people to accept and support those same changes.
A Strategy for Leadership Success: Negotiating with Individuals and Teams – This module is designed to enhance participants’ skills in effectively negotiating business relationships and managing conflict in healthcare and research settings. The initial segment provides a systematic approach to preparing for, structuring, and conducting negotiations using two core methods. The second segment explores the use of strategies and tactics in complex negotiations and conflict situations. The module includes real time experience conducting face-to-face paired and multi-party negotiations and conflict management conversations and addresses strategies for conducting electronic negotiations. Competencies addressed: Establishing Relationships, Acting with Integrity, Acting Strategically, Communicating Effectively, Holding Self and Others Accountable.
Influencer - This leadership course teaches proven behavior change strategies. Drawing from the skills of many of the world’s best change agents and combining them with five decades of social-science research, this course offers a powerful model for behavior change whether you manage a team of ten or ten thousand. Influencer training provides skills to identify the high-leverage behaviors you should focus on; diagnose the real causes behind behavior problems; effectively motivate and enable others—regardless of formal authority; create behavior-change strategies that yield rapid, lasting results. Competencies Addressed: Establishing Relationships, Developing Talent, Inspiring & Motivating Others, Acting Strategically, Managing & Championing Change, Communicating Effectively, Holding Self & Others Accountable.
Developing Your Team and Engaging Your Workforce - In this two-day retreat participants will learn how to develop high performing teams and engage their workforce. Engaged employees positively impact your team. This workshop will provide you the foundations of the Gallup theory on Employee Engagement. Using the books, First, Break All the Rules and The Strengths Finder, we will discuss the meaning behind each of the "Q12 questions" and determine strategies you can begin applying to create the environment where your staff will say "I love coming to work, I get the chance to do what I do best every day." Participants will explore the basic foundations of team work and how to build trust to develop high performing teams.
Project Presentations & Capstone participants will have the opportunity to present their strategic project to their learning group. During the capstone time, program facilitators will meet with participants to promote a dialogue on the learnings throughout the LDP. This dialogue will thread together all the topics and the impact on leadership in the organization.
Leadership Perspectives - Several past LDP class members who are currently in JHM leadership roles shares their perspectives.
3.Shadow Meetings – During the course of the year, participants will be required to attend management meetings. Shadow meetings provide participants a unique opportunity to learn about the inner workings of the organization.
4. Advisor program – The advisor component of LDP provides a forum for participants to spend dedicated time with a JHM leader to help then understand leadership functions in JHM and discuss their leadership goals and aspirations.
5. Round Table Discussions – Round table discussions will be organized to allow the program participants (10 participants per session) to become better acquainted with senior leaders and explore JHM leadership issues on a more informal basis.