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Leadership Development Program
Administered by the Office of Learning & Organizational Development.
Contact the Leadership Develop Program for enrollment.
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.
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.
- Vice President, Professor and Associate Professor, Director or Administrator.
- Demonstrates leadership abilities.
- Interpersonal skills consistent with leadership excellence.
- Ability and willingness to FULLY PARTICIPATE in the program. (You must commit to attend all sessions.)
- Commitment to completing a thorough & thoughtful assessment of personal leadership strengths & weaknesses. (Through this experience, you may receive feedback that is different from your current perception of yourself and your style. This should be expected. We strive to create a safe place for you to reflect on and learn from this feedback.)
- Commitment to being filmed to self-critique your executive presence and communication skills.
- Determine a strategic project that addresses one or more of the strategic priorities and will improve your department’s performance or engagement. You will apply the principles learned in the program to take an objective look at and determine an implementation plan by the end of the program.
The LDP runs from January through October. The application process for the following year starts in early September when the call for nominations goes out to SOM and JHHS leadership. Nominees who meet the minimum criteria are then sent an invitation to apply for the following year’s program that runs from January through October. Submitted applications are reviewed in early November with notifications sent out by December 1st.
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
Sue Recko, Sr. Director, Learning & Organizational Development, JHHS
Inez Stewart, Senior Vice President, Human Resources, Johns Hopkins Medicine
A broad cross section of topics are presented by senior leaders including mission balancing, leading in a changing healthcare environment, navigating the organization and special topics on the challenges of leadership roles.
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 leaders develop a better understanding of their current leadership style and its impact on their leadership practice. The program provides two comprehensive leadership skills assessments, PRISM and a 360 assessment, and individual development planning. You will have the opportunity to meet with a coach twice to debrief both the PRISM and the 360 to begin creating an action plan. Competencies addressed: Establishing Relationships, Demonstrating Emotional Intelligence, Acting with Integrity, Communicating Effectively, Promoting Diversity and Inclusion.
- Leadership Skills Assessment: PRISM — Participants will complete an online assessment, called PRISM®, that will assess their personal style across seven integrated modules including: primary personality; personality under pressure, processing, decision making, conflict management, motivation and fundamental needs. This tool will enable you to see your cohort’s results. This is to help create an environment of transparency and build better relationships.
- Leadership Skills Assessment: 360 — 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.
- Action Plan — Working with a coach to debrief the two assessment instruments, participants will create an individual development plan. This will enable the participants to better apply the learnings from each session to improve their leadership skills.
- Executive Presence and Communication — Speech Improvement Company; Dr. Ethan Becker
A customized communication skill training module designed the provide participants of the JHM Leadership Development Program with tools and techniques to increase credibility, and improve personal effectiveness when presenting and interacting in meetings, conferences, and speaking engagements. Participants will be invited to bring their own concerns about communication to the program. In addition, the program will cover topics such as connecting with listeners, being persuasive, controlling nervousness, handling defensiveness, communication strategy, and practice techniques, in particular when communicating with deans, chairs, and presidents. Competencies Addressed: Communicating Effectively, Demonstrating Emotional Intelligence, Establishing Relationships
- 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 addressed: Acting Strategically, Navigating Organizations, Enabling Innovation through Creativity.
- 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.
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 and Engaging Your Team
In this two-day retreat participants will learn how to develop high performing teams and engage their workforce. Engaged employees positively impact your team. In this session you will learn why motivation is important and how it drives engagement; evaluate and build upon your team’s motivational diversity and how to align motivators to unleash positive energy. Participants will also explore the basic foundations of team work and how to build trust to develop high performing teams. Competencies addressed: Establishing Relationships, Developing Talent, Inspiring & Motivating Others, Communicating Effectively, Demonstrating Emotional Intelligence, Promoting Diversity and Inclusion.
- 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.
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.
Advisor Program — The advisor component of LDP provides a forum for participants to spend dedicated time with a JHM leader to help them understand leadership functions in JHM and discuss their leadership goals and aspirations.
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.
A Conversation With Program Sponsors — Throughout the year, you will have the opportunity to meet with one or more of the program sponsors to tell them about your challenges you encounter in your world. This gives them an opportunity to get to know you and hear about “your worlds.”
Leadership Development Program - LDP_Program@jhmi.edu