Leadership Development Courses

Exude Leadership Series

Exude’s Leadership Series has three different tracks depending on the needs of the learner: Supervisory Skills, DEI Development, and Leadership Development. Below are descriptions of each track and the courses within each.

Supervisory Skills 

Moving from an individual contributor role to a people leader role is a significant shift.  Leaders need to care for both a mindset shift, as well as a more intentional approach needed around words and behaviors.  The Supervisory Skills Track grounds leaders in the basic elements of leading a team of direct reports.  This track is open to new leaders of people or individuals being developed to be future team leaders.  The interactive 4-month journey maps out development exercises for every week (approximately 1 hour) plus includes four specific classes (2 hours each).  A coach guides you through the comprehensive series with a very specific focus on practical application of best practices.

2022 Key Date & Times: 

  • Orientation: Jan 25th, 12-1pm
  • Class Schedule: Feb 8th, March 8th, April 5th, May 3rd; 12-2pm EST
  • Graduation: May 20th – 12-1pm EST

Specific modules, course descriptions and learning objectives include:

  • Fundamentals of Leadership

    Leadership is a choice and a style. Just as each of us are different in who we are as people, so too are each of us in who we are as leaders. This course focuses leaders on centering their leadership style around their own values and four specific behaviors: be self-aware, be well, be inclusive and be accountable. This interactive learning experience helps participants both discuss and reflect on why these four behaviors are so important and how they can increase their proficiency with each in a way that is authentic to who they are as a person.

    Learning Objectives:

    • Describe the characteristics of a self-aware leader and explore the impact that being self-aware has on self and others.
    • Describe how wellbeing supports being a productive and effective leader and apply leadership techniques that enhance wellbeing.
    • Describe how inclusion impacts a teammate’s ability to perform and create moments of reflection to identify opportunities to be more inclusive.
    • Describe how accountability is important in leading employees and work and explore the steps for driving clear expectations and the accomplishment of goals.
  • Interviewing Skills

    Hiring is one of the most important responsibilities of a people leader. Whether the candidate is applying from outside the company or inside the company as a promotion or lateral move, having a strong interview process is bedrock for building success. This session focuses how to conduct interviews effectively and how to manage the interview process from writing the job description, to screening, to final interviews, and even making offers and dispositioning candidates. Through interactive exercises, leaders learn not only how to but also why in terms of what’s legal, what’s inclusive, and what’s equitable.

    Learning Objectives:

    • Understand behavioral based interviewing and how it influences the interviewing process.
    • Write job descriptions that are inclusive with requirements and detailed with role clarity.
    • Understand what legal parameters are in place around what questions can be asked and why.
    • Design interview questions around values and behaviors key to this role being successful.
    • Build an interview process that is inclusive and equitable for candidates and teammates.
    • Leverage what is learned in an interview process to build a strong onboarding plan.
  • Performance Management

    Performance management is all about setting employees up for success. With focus, communications, and support, a manager and an employee can collaborate on a system that defines expectations and measures progress in a way that is healthy for the individual and productive for the team. Every conversation we have (or don’t) or email we send (or don’t) impacts the employee experience. This course is about realizing the practical application of best practices in performance management, as well as how to avoid the most common traps.

    Learning Objectives:

    • Define the key activities and roles in effective performance management.
    • Describe the advantages of using SMART goals and cascading goals.
    • Practice the fundamental principles of engaging in coaching conversations to positively impact performance and proactively address gaps.
    • Balance the push and pull of performance management to teach others to self-assess.
    • Deliver formal performance review conversations as summaries of previous coaching discussions.
  • Leading Virtual Teams

    More and more leaders are managing team members who are not co-located. This may be a blend of virtual versus in-person or a permanent structure. This presents different opportunities and challenges to managers. Whether you are new to leading a remote team or looking for new and proven techniques, this course will look at effective methods for building trust, flexibility, and accountability into your management practices. This interactive learning experience focuses on both the leadership behaviors and the technology/tools that make leaders productive.

    Learning Objectives:

    • Understand the opportunities and challenges associated with managing virtual teams.
    • Adapt performance management effectively in a virtual environment.
    • Leverage tools and technology to drive clarity and productivity.
    • Developing effective communication practices that drive trust, flexibility, and accountability.

DEI Development

As employees think about loyalty, they are also expecting more from their managers and employers around belongingness and psychological safety.  Employers and employees are equally recognizing that culture influences both engagement and discretionary effort.  The DEI Development Track centers leaders the basic elements of diversity, equity, and inclusion in the workplace.  This Track is open to all leaders in search of a deeper understanding of appreciation for differences.  The interactive 4-month journey maps out development exercises every week (approximately 1 hour) plus four specific classes (2 hours each).  A coach guides you through the comprehensive series with a very specific focus on practical application of best practices.

2022 Key Date & Times: 

  • Orientation: Jan 26th, 12-1pm
  • Class Schedule: Feb 9th, March 9th, April 6th, May 4th; 12-2pm EST
  • Graduation: May 20th – 12-1pm EST

Specific modules, course descriptions and learning objectives include:

  • Foundational DEI

    The Foundational DEI course is designed to introduce participants to the importance of diversity, equity, access, inclusion, and belonging on an individual and organizational level. Participants will have the opportunity to have conversations surrounding their own identity and how it shows up in the workplace through personal examples and through high personalized case studies. Finally, participants will have the opportunity to create a plan of action that will allow them to create tangible next steps in their commitment to increase their cultural competency.

    Learning Objectives:

    • Define key terminology and distinguish between the concepts of diversity, equity, inclusion and belonging (DEIB).
    • Discuss the value of DEI for the organization and for individuals.
    • Explain your organization’s position and approach to DEI.
    • Discover barriers to inclusion and what you can do to overcome them.
    • Prepare a personal action plan for creating a more inclusive workplace.
  • Unconscious Bias

    The Unconscious Bias course presents participants with the opportunity to learn about what unconscious bias is, how it can show up in day-to-day interactions, and the ways in which they can work to mitigate their biases while also addressing the root cause of their biases. This course includes a refresher on key principles introduced in Foundational DEI training and how these key concepts are related to understanding and managing unconscious bias.

    Learning Objectives:

    • Describe implicit, explicit, and unconscious bias.
    • Describe and discuss examples of the ways bias manifest in the workplace in various contexts.
    • Identify ways to notice and address unconscious bias by applying concepts in case studies.
    • Develop an action plan centered around improving one’s cultural competency on both an individual and organizational level.
  • Allyship

    The Allyship course explores the everyday actions inclusive leaders can take to support marginalized groups in the workplace. Through a mix of role play scenarios and other interactive exercises, participants will understand the importance of allyship, learn what it means to practice allyship, and get hands on experience modeling allyship behaviors.

    Learning Objectives:

    • Explore and understand the practice of allyship.
    • Identify behaviors and roles associated with effective allyship.
    • Explain how to avoid harmful behaviors in the practice of allyship.
    • Practice and demonstrate allyship skills through role-play scenarios.
  • Inclusive Communication

    As the makeup of today’s workforce evolves, understanding how to connect and engage with colleagues, leaders and constituents of varying identity groups and cultural backgrounds is critical to forming an inclusive workforce. Naturally,  this comes with challenges.  Inclusive Communication invites learners to acknowledge cultural differences and effectively communicate across those differences to create a culture of inclusion. Learners will leave the session with strategies that can be immediately applied for staying attune to this ever-changing world we live and work in.

    Learning Objectives:

    • Understand the foundational components of communication and how the history of language is grounded in privilege.
    • Learn the value of cultural competency and recognize key moments that call for a higher level of sensitivity and awareness.
    • Learn strategies and core terms of inclusion that can be incorporated into your everyday communication.
    • Appreciate the need for courage to help others shift and patience for when mistakes are made.

Leadership Development

Leadership is about creating momentum.  Sometimes the momentum comes from a push, and other times a pull.  Leaders appreciate one of the hardest things to do is to rally people to work together in concert.  The Leadership Development Track grounds leaders in the thinking and doing of general leadership across any team or function.  This track is open to all leaders targeting specific growth in their ability to influence others.  The interactive 4-month journey maps out development exercises for every week (approximately 1 hour) plus includes four specific classes (2 hours each).  A coach guides you through the comprehensive series with a very specific focus on practical application of best practices.

2022 Key Date & Times: 

  • Orientation: Jan 27th, 12-1pm
  • Class Schedule: Feb 10th, March 10th, April 7th, May 5th; 12-2pm EST
  • Graduation: May 20th – 12-1pm EST

Specific modules, course descriptions and learning objectives include:

  • Inclusive Leadership

    The Inclusive Leadership course introduces leaders to the core behavior of inclusive leaders: self-awareness. The training prepares them for what, why and how to build inclusive teams. Participants will understand the link between inclusion, engagement, and productivity and how to activate more moments of inclusion. The outcome is each learner will develop a personal action plan tied to their specific team and their business functions. This course can also be accompanied by two optional labs that provide time to design plans for advancing equity, justice, and belonging within the employee experience and the customer experience.

    Learning Objectives:

    • Create moments of self-awareness to drive intentional inclusive practices.
    • Prioritize inclusive moments in the employee and customer experience
    • Identify ways to build a culture of inclusive leadership and accountability.
    • Examine the influence and impact in key inclusive moments.
    • Define measures of success that create momentum for more inclusion.
  • Building Individual Development Plans

    As organizations grow, each of us are challenged to do the same. Leaders play a significant role in the development of others by valuing it, supporting it, and even expecting it. Leaders who commit to developing others will find how it influences everything from who they hire, to how they coach. This interactive workshop creates a practical approach to building Individual Development Plans (IDPs). It meets employees where they are at and designs a roadmap. The tools and techniques introduced in the training program all build off Exude’s IDP model of experience, exposure, and education.

    Learning Objectives:

    • Define the key activities in an IDP including the connection to performance and career goals.
    • Describe the advantages of developing from experience, exposure, and education.
    • Practice writing IDP activities that have intentional outcomes linked to what and why.
    • Balance the expectations associated with developing skills versus career development.
    • Build a plan that improves your commitment to your team’s development.
  • Habits for Building Resilience

    Resilience is about increasing individual and collective ability to bounce back from adversity. It’s what allows us to recover from change or stress, whether in the workplace or other areas of life. Building resilience helps individuals and organizations manage their energy and perform at their best. This training takes a science-based and application-based approach of teaching learners how to engage in small but intentional behaviors that will enable them to become more adaptable to change and effectively manage unrelenting challenges.

    Learning Objectives:

    • Understand the stress cycle and how to move your body through this so that you’re less prone to burnout.
    • Identify specific steps you can take to reduce tension in your body and mind so you can be more focused.
    • Learn how to calm and recalibrate your nervous system, so you can respond more confidently in times of change and crisis.
    • Learn five resilience-building habits that can be immediately applied.
  • Managing Change

    We live in a world of constant change which can be both exciting and stressful as a leader. This interactive session is designed to develop skills and provide tools for leaders to effectively help themselves and others navigate change. The workshop will introduce leaders on how to plan for change, how to humanize the change experience by focusing on the why, and how to drive clarity by detailing new expectations. Change is meaningful and yes, it’s also difficult. Leaders who are successful with change understand both.

    Learning Objectives:

    • Enhance your understanding of a leader’s role in change.
    • Recognize common reactions to change and strategies to address.
    • Learn techniques for managing yourself and building resiliency.
    • Identify and apply tools to help manage others through change.

Interesting in joining the series?

This learning journey is 100% virtual with synchronous and asynchronous learning.  The series includes six scheduled events: one (1) orientation, four (4) scheduled 2-hour classes and one (1) graduation.  Total hours per participant are: max 1 hour per week on non-class weeks; 2 hours each class. For each class, the trainer will send a ~20-minute recorded overview to learners in the prework. Each participant will receive:

  • Confirmation of Participation/Welcome Packet
  • Pre-survey/development goals
  • Orientation class (1) – participant and manager
  • Training classes (4)
  • Pre and post communications to participant and manager
  • LinkedIn group for community (participants only, one group per cohort)
  • Planned digital engagement moments
  • Feedback surveys
Karla Chin
Karla Chin, Director of Total Wellbeing

Want to Learn More?

Please do not hesitate to reach out with any questions. Someone from the Exude Team would be happy to provide you with any additional details.