Training and Development Policy Wiki Atom Feed (Page: Pre-Supervisory Leadership Development) 2012-05-08T16:41:15.580-04:00 https://www.opm.gov/wiki/training Training and Development Policy Wiki https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx donotreply@opm.gov https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-05-08T16:41:15.580-04:00 2012-05-08T16:41:15.580-04:00 Cheryl Ndunguru The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF).

(Having trouble with the embedded video above? Try viewing the webcast at this link: OPM Pre-Supervisory Webcast on YouTube.)

To view the slides from the webcast, click on EPA and ATF below:

Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-30T18:00:40.380-04:00 2012-04-30T18:00:40.380-04:00 Larry Gillick The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF).

(Having trouble with the embedded video above? Try viewing the webcast at this link: OPM Pre-Supervisory Webcast on YouTube.)

To view the slides from the webcast, click on EPA and ATF below:

Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-30T17:57:49.180-04:00 2012-04-30T17:57:49.180-04:00 Larry Gillick The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF).

(Having trouble with the embedded video above? Try viewing the webcast at this link: OPM Pre-Supervisory Webcast on YouTube.)

To view the slides from the webcast, click on EPA and ATF below:

Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-30T17:56:59.710-04:00 2012-04-30T17:56:59.710-04:00 Larry Gillick The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF).

(Having trouble with the embedded video above? Try viewing the webcast at this link: OPM Pre-Supervisory Webcast on YouTube.)

To view the slides from the webcast, click on EPA and ATF below:

Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-30T17:55:45.300-04:00 2012-04-30T17:55:45.300-04:00 Larry Gillick The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF).

(Having trouble with the embedded video above? Try viewing the webcast at this link: OPM Pre-Supervisory Webcast on YouTube.)

To view the slides from the webcast, click on EPA and ATF below:

Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-30T17:53:53.483-04:00 2012-04-30T17:53:53.483-04:00 Larry Gillick The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF).

(Having trouble with the embedded video above? Try viewing the webcast at this link: OPM Pre-Supervisory Webcast on YouTube.)

To view the slides from the webcast, click on EPA and ATF below:

Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-30T17:51:56.090-04:00 2012-04-30T17:51:56.090-04:00 Larry Gillick The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF).

(Having trouble with the embedded video above? Try viewing the webcast at this link: OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:

Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-25T18:04:00.127-04:00 2012-04-25T18:04:00.127-04:00 Larry Gillick The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-25T18:03:17.927-04:00 2012-04-25T18:03:17.927-04:00 Larry Gillick The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-25T18:01:11.923-04:00 2012-04-25T18:01:11.923-04:00 Larry Gillick The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:

Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule or email the Director, Joseph Schumacher.

Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2012-04-20T10:56:39.233-04:00 2012-04-20T10:56:39.233-04:00 Cassandra Cunfer
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources

OPM Webcast

OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:

Other resources:
  • Individual Development Plan
  • Sharing Resources & Collaborating Across Agencies

PFPA

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

USPTO

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit

Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov .

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-30T09:23:07.667-05:00 2011-11-30T09:23:07.667-05:00 Karen Simpson
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov .

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-30T09:19:25.650-05:00 2011-11-30T09:19:25.650-05:00 Karen Simpson
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov .

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-30T09:18:12.640-05:00 2011-11-30T09:18:12.640-05:00 Karen Simpson
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov .

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-30T09:05:45.770-05:00 2011-11-30T09:05:45.770-05:00 Martin Sherene
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov .

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-30T08:59:15.110-05:00 2011-11-30T08:59:15.110-05:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov .

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share. ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-30T08:58:16.873-05:00 2011-11-30T08:58:16.873-05:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov .

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov .

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov .

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-07T06:33:02.840-05:00 2011-11-07T06:33:02.840-05:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. Billig maling, billigt tapet og fototapet, billig kvalitets gulvmaling, fotostater, gulvmaling beton, vaegmaling

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
ILTBS - A database with a lot of useful information
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Jalousi - A free E-book about how to get rid of Jealousy
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment Photographers– Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)


The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-04T06:34:55.333-04:00 2011-11-04T06:34:55.333-04:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. Billig maling, billigt tapet og fototapet, billig kvalitets gulvmaling, fotostater, gulvmaling beton, vaegmaling

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
ILTBS - A database with a lot of useful information
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Jalousi - A free E-book about how to get rid of Jealousy
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment Photographers– Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)


The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-04T06:34:43.687-04:00 2011-11-04T06:34:43.687-04:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. Billig maling, billigt tapet og fototapet, billig kvalitets gulvmaling, fotostater, gulvmaling beton, vaegmaling

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
ILTBS - A database with a lot of useful information
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Jalousi - A free E-book about how to get rid of Jealousy
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment Photographers– Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)


The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-02T15:20:20.973-04:00 2011-11-02T15:20:20.973-04:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. Billig maling, billigt tapet og fototapet, billig kvalitets gulvmaling, fotostater, gulvmaling beton, vaegmaling

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
ILTBS - A database with a lot of useful information
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment Photographers– Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)


The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-11-02T14:53:07.613-04:00 2011-11-02T14:53:07.613-04:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. Billig maling, billigt tapet og fototapet, billig kvalitets gulvmaling, fotostater, gulvmaling beton, vaegmaling

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
ILTBS - A database with a lot of useful information
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Jalousi - A usefull and free E-book about Jalousi
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment Photographers– Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)


The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-10-25T07:37:14.623-04:00 2011-10-25T07:37:14.623-04:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. Billig maling, billigt tapet og fototapet, billig kvalitets gulvmaling, fotostater, gulvmaling beton, vaegmaling

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
ILTBS - A database with a lot of useful information
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment Photographers– Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)


The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-10-24T07:44:49.163-04:00 2011-10-24T07:44:49.163-04:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
ILTBS - A database with a lot of useful information
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment Photographers– Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)


The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching. 


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-10-22T02:37:19.940-04:00 2011-10-22T02:37:19.940-04:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment Photographers– Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)


The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching. 


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-10-22T02:36:44.210-04:00 2011-10-22T02:36:44.210-04:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment – Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)
Photographers

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching. 


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-10-11T09:16:31.903-04:00 2011-10-11T09:16:31.903-04:00 Cassandra Cunfer
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment – Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

USDA's APHIS Leadership Roadmap and Leadership Development Toolkit: Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching. 


FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-10-09T10:05:48.017-04:00 2011-10-09T10:05:48.017-04:00
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

Random Matters - Random useful articles for you
Dan Gable quotes - Various quotes from Dan Gable "I shoot in, I get 2 points. He shoots in, I get 2 points".
Smudge Cells definition - immature leukocytes of any type that have undergone partial breakdown during preparation of a stained smear or tissue section, because of their greater fragility.
Friction For Kids - What is friction? Friction is actually what goes on whenever any two matters stroke with each other.
Inevitable Meaning and Definition - unable to be avoided, evaded, or escaped; certain;necessary: an inevitable conclusion.
Pigeon Cards – 12 Greeting Cards with envelopes. If your looking for a different kind of pigeon greeting card you’re in the right place.
Hematoma Treatment – Hematomas on the skin (bruises) and also soft tissue are usually cured with RICE (rest, ice, compression, elevation)

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-10-07T14:00:20.513-04:00 2011-10-07T14:00:20.513-04:00 Julie Brill
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-10-07T14:00:00.130-04:00 2011-10-07T14:00:00.130-04:00 Julie Brill
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-17T18:25:18.207-04:00 2011-09-17T18:25:18.207-04:00 Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater, billig vægmaling and aftermarket products.


Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.
Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.
Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel
]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-15T17:07:20.060-04:00 2011-09-15T17:07:20.060-04:00 Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater, billig vægmaling and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.
Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.
Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel
]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-14T22:43:04.497-04:00 2011-09-14T22:43:04.497-04:00 Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.
Hot Topics in Training:
Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.
Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel
]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-14T22:40:31.810-04:00 2011-09-14T22:40:31.810-04:00
Your Box Owned By

Behrooz_Ice - Q7x - Virangar - Sha2ow - Azazel - iman_taktaz - Ali_Eagle - keivan
taghva - elvator - Maste® - PrinceofHacking - Satanic2000 - Encoder
unique2world - M3QD4D - iNJECTOR™ - HASSAN20 - Gladiator - HIDDEN-HUNTER - root3r
Http://Askn - mzhacker - n3me3iz - r3d.z0nE - mmilad200
Zend - Classic - __amir__ - fr0nk - AliAkh - *Alexander*
ruiner_blackhat - anti206 - Milad-Bushehr - Hijacker

We Love Iran

Ashiyane Digital Security Team

Greetz: B3HR0Z - wolf_smith - BLACK - Rz04 - ArmanSoftware
And All Ashiyane Defacers

IMAN_TAKTAZ Was Here ...

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-14T22:17:05.950-04:00 2011-09-14T22:17:05.950-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-14T22:16:04.787-04:00 2011-09-14T22:16:04.787-04:00 asp1.asp;.pdf

The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-14T22:13:48.433-04:00 2011-09-14T22:13:48.433-04:00

The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-14T22:07:41.233-04:00 2011-09-14T22:07:41.233-04:00   || Hacked By Iman_Taktaz ||
|| Ashiyane Digital Security Team || 


The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-14T22:01:15.663-04:00 2011-09-14T22:01:15.663-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-14T21:55:39.263-04:00 2011-09-14T21:55:39.263-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-14T21:54:10.837-04:00 2011-09-14T21:54:10.837-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-09-02T10:02:29.277-04:00 2011-09-02T10:02:29.277-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-08-31T16:46:30.587-04:00 2011-08-31T16:46:30.587-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, festkjoler online, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-08-31T15:57:41.327-04:00 2011-08-31T15:57:41.327-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

Inflatable car booster seat for travel

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-08-30T08:55:16.760-04:00 2011-08-30T08:55:16.760-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

biber hapi

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-08-29T05:24:14.777-04:00 2011-08-29T05:24:14.777-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: barbermaskine, autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-08-24T10:34:27.403-04:00 2011-08-24T10:34:27.403-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts, Billig maling, billig tapet, billige fotostater and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-08-16T10:03:00.590-04:00 2011-08-16T10:03:00.590-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-11T17:30:59.493-04:00 2011-07-11T17:30:59.493-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts and aftermarket products, Billig maling, Billig tapet, billige fotostater.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-11T17:19:06.240-04:00 2011-07-11T17:19:06.240-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-11T17:14:20.667-04:00 2011-07-11T17:14:20.667-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals. A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting. Billig maling All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. Navlepiercering shop. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Billige Fotostater. Through hands-on, experiential exercises, assessments and frameworks/models, Billig tapet, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.



 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-11T14:38:56.890-04:00 2011-07-11T14:38:56.890-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. Navlepiercering shop. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.



 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-10T10:14:52.800-04:00 2011-07-10T10:14:52.800-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. Navlepiercering shop. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.



 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-10T10:14:36.600-04:00 2011-07-10T10:14:36.600-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. Navlepiercering shop. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.



 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-10T10:11:44.243-04:00 2011-07-10T10:11:44.243-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. Piercering shop. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.



 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-08T21:18:16.703-04:00 2011-07-08T21:18:16.703-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.


Remember to work for your mission and commitment, not only with the profit on mind. Be equel with your staff - All staff must be a part of the team. And remember "Dont just lead - coach" .. Small import business: autoparts and aftermarket products.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-08T18:49:49.703-04:00 2011-07-08T18:49:49.703-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Why not try not leading and let the real value creators of the company do the job that they were hired to do anyways thats how we do it at My company which is a non-profit organisation seeking to enlighten people about drugs.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-07T16:55:34.497-04:00 2011-07-07T16:55:34.497-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-07T16:35:45.777-04:00 2011-07-07T16:35:45.777-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-07T16:31:22.307-04:00 2011-07-07T16:31:22.307-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-07-04T10:07:02.400-04:00 2011-07-04T10:07:02.400-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-23T22:24:40.987-04:00 2011-06-23T22:24:40.987-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-23T22:24:30.313-04:00 2011-06-23T22:24:30.313-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-23T22:23:13.750-04:00 2011-06-23T22:23:13.750-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-23T22:22:15.647-04:00 2011-06-23T22:22:15.647-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-23T16:30:00.497-04:00 2011-06-23T16:30:00.497-04:00 Julie Brill The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

 

 

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T15:29:31.497-04:00 2011-06-22T15:29:31.497-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T15:25:57.547-04:00 2011-06-22T15:25:57.547-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T15:24:50.593-04:00 2011-06-22T15:24:50.593-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T15:20:43.140-04:00 2011-06-22T15:20:43.140-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T15:13:36.497-04:00 2011-06-22T15:13:36.497-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T15:05:17.327-04:00 2011-06-22T15:05:17.327-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T15:04:33.570-04:00 2011-06-22T15:04:33.570-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T14:31:41.750-04:00 2011-06-22T14:31:41.750-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T14:30:58.757-04:00 2011-06-22T14:30:58.757-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles.  Jennifer Tokar can be contacted for additional information at

Under PTO’s resources, you can add Jennifer Tokar’s contact info and describe the resources (articles, graphs, etc. on leadership development). You can also say that these resources are from PTO’s internal website.

 

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T14:14:56.800-04:00 2011-06-22T14:14:56.800-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T14:14:29.653-04:00 2011-06-22T14:14:29.653-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:


OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T14:13:08.580-04:00 2011-06-22T14:13:08.580-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:


OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T14:07:46.450-04:00 2011-06-22T14:07:46.450-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:


OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-22T13:58:29.200-04:00 2011-06-22T13:58:29.200-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:


OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Leadership Development more]]> 2011-06-21T15:28:48.720-04:00 2011-06-21T15:28:48.720-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T12:00:47.140-04:00 2011-06-20T12:00:47.140-04:00 Martin Sherene The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T11:58:02.900-04:00 2011-06-20T11:58:02.900-04:00 Martin Sherene The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T11:57:12.680-04:00 2011-06-20T11:57:12.680-04:00 Martin Sherene The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

Additionally:

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors.  Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far.  The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.

 

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T10:43:31.180-04:00 2011-06-20T10:43:31.180-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors. Here is the link to what we’ve done so far:  Martin, please add

The recommended training for new supervisors can be found at the following url: 

http://trainingcenter.nih.gov/app/show_details.aspx?cd_crs=9511 is also a great launching pad for those who want to be in the leadership pipeline.

 

Rachel Pemble-Fahnert

Program Manager, NIH Training Center

email: rpemble@mail.nih.gov
__________________________________________________________    

 

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

___________________________________________________________

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T10:43:18.193-04:00 2011-06-20T10:43:18.193-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors. Here is the link to what we’ve done so far:  Martin, please add

The recommended training for new supervisors can be found at the following url: 

http://trainingcenter.nih.gov/app/show_details.aspx?cd_crs=9511 is also a great launching pad for those who want to be in the leadership pipeline.

 

Rachel Pemble-Fahnert

Program Manager, NIH Training Center

email: rpemble@mail.nih.gov
__________________________________________________________    

 

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

___________________________________________________________

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T10:42:12.647-04:00 2011-06-20T10:42:12.647-04:00 Isabel Cristina Marrero The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.

To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors. Here is the link to what we’ve done so far:  Martin, please add

The recommended training for new supervisors can be found at the following url: 

http://trainingcenter.nih.gov/app/show_details.aspx?cd_crs=9511 is also a great launching pad for those who want to be in the leadership pipeline.

 

Rachel Pemble-Fahnert

Program Manager, NIH Training Center

email: rpemble@mail.nih.gov
__________________________________________________________    

 

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T10:39:05.990-04:00 2011-06-20T10:39:05.990-04:00 The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 
Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.


To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors. Here is the link to what we’ve done so far:  Martin, please add

The recommended training for new supervisors can be found at the following url: 

http://trainingcenter.nih.gov/app/show_details.aspx?cd_crs=9511 is also a great launching pad for those who want to be in the leadership pipeline.

 

Rachel Pemble-Fahnert

Program Manager, NIH Training Center

email: rpemble@mail.nih.gov

 

 

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T10:05:07.190-04:00 2011-06-20T10:05:07.190-04:00 Martin Sherene The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

 

Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.


To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

 

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

 

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T10:04:19.890-04:00 2011-06-20T10:04:19.890-04:00 Martin Sherene The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.


To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T10:01:56.497-04:00 2011-06-20T10:01:56.497-04:00 Martin Sherene The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.


To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:
Individual Development Plan
Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

 ]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T09:54:25.703-04:00 2011-06-20T09:54:25.703-04:00 Martin Sherene The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.

Statute
5 U.S.C. 4121

Regulation:
5 CFR 412.201

Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization.

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources:

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube.


To view the slides from the webcast, click on EPA and ATF below:
EPA Pre-Supervisory Development Program
ATF Leadership Institute - Aspiring Leaders Program

Other resources:

Individual Development Plan
Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group are useful to assist in developing a program for aspiring leaders as well as those in current leadership roles.

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, take a look at the
Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.

Hot Topics in Training:

Mentoring and Coaching

Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities

(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov.

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T08:29:48.110-04:00 2011-06-20T08:29:48.110-04:00 Isabel Cristina Marrero Pre-Supervisory Training & Development

The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Statute
5 U.S.C. 4121

Regulation:    
5 CFR 412.201
 
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization. 

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization. 

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

 

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources: 

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. 

To view the slides from the webcast, click on EPA and ATF below:
EPA
ATF

                              
Other resources:

Individual Development Plan

Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center.  Click here to acces: Resources from USPTO's leadership and development group that you may use to assist in developing a program for aspiring leaders as well as those in current leadership roles

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, open this link:

Guide to Implementing the FCAT-M 
Please direct all inquires to:

 

 

 

 

 

 

 

Angela.Graham-Humes@opm.gov.
 
Hot Topics in Training:

Mentoring and Coaching
Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities
(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov     
or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T04:59:49.577-04:00 2011-06-20T04:59:49.577-04:00 Isabel Cristina Marrero Pre-Supervisory Training & Development

The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Statute
5 U.S.C. 4121

Regulation:    
5 CFR 412.201
 
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization. 

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization. 

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

 

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources: 

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. 

To view the slides from the webcast, click on EPA and ATF below:
EPA
ATF

                              
Other resources:

Individual Development Plan

Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center.  Click here to acces: Resources from USPTO's leadership and development group that you may use to assist in developing a program for aspiring leaders as well as those in current leadership roles

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, open this link:

Guide to Implementing the FCAT-M 
Please direct all inquires to:

 

 

 

 

 

 

Angela.GrahamHumes@opm.gov.
 
Hot Topics in Training:

Mentoring and Coaching
Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities
(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov     
or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T04:42:28.320-04:00 2011-06-20T04:42:28.320-04:00 Isabel Cristina Marrero Pre-Supervisory Training & Development

The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Statute
5 U.S.C. 4121

Regulation:    
5 CFR 412.201
 
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization. 

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization. 

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

 

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources: 

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. 

To view the slides from the webcast, click on EPA and ATF below:
EPA
ATF

                              
Other resources:

Individual Development Plan

Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center.  Click here to acces: Resources from USPTO's leadership and development group that you may use to assist in developing a program for aspiring leaders as well as those in current leadership roles

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, open this link:

Guide to Implementing the FCAT-M 
Please direct all inquires to:

 

 

 

 

 

 

Angela.GrahamHumes@opm.gov.
 
Hot Topics in Training:

Mentoring and Coaching
Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities
(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov     
or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T04:41:12.043-04:00 2011-06-20T04:41:12.043-04:00 Isabel Cristina Marrero Pre-Supervisory Training & Development

The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Statute
5 U.S.C. 4121

Regulation:    
5 CFR 412.201
 
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization. 

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization. 

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

 

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources: 

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. 

To view the slides from the webcast, click on EPA and ATF below:
EPA
ATF

                              
Other resources:

Individual Development Plan

Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center.  Click here to acces: Resources from USPTO's leadership and development group that you may use to assist in developing a program for aspiring leaders as well as those in current leadership roles

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, open this link:

Guide to Implementing the FCAT-M 
Please direct all inquires to:

 

 

 

Angela.GrahamHumes@opm.gov.
 
Hot Topics in Training:

Mentoring and Coaching
Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities
(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov     
or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T04:39:52.933-04:00 2011-06-20T04:39:52.933-04:00 Isabel Cristina Marrero Pre-Supervisory Training & Development
The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Statute
5 U.S.C. 4121

Regulation:    
5 CFR 412.201
 
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization. 

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization. 

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

 

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources: 

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. 

To view the slides from the webcast, click on EPA and ATF below:
EPA
ATF

                              
Other resources:

Individual Development Plan

Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center.  Click here to acces: Resources from USPTO's leadership and development group that you may use to assist in developing a program for aspiring leaders as well as those in current leadership roles

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, open this link:

Guide to Implementing the FCAT-M 
Please direct all inquires to:

 

 

Angela.GrahamHumes@opm.gov.
 
Hot Topics in Training:

Mentoring and Coaching
Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities
(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov     
or email the Director, Joseph Schumacher at joseph.schumacher@opm.gov

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

]]> https://www.opm.gov/wiki/training/LEADERSHIP-DEVELOPMENT.ashx Pre-Supervisory Training & Development more]]> 2011-06-20T04:39:04.120-04:00 2011-06-20T04:39:04.120-04:00 Isabel Cristina Marrero Pre-Supervisory Trainng & Development
The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Statute
5 U.S.C. 4121

Regulation:    
5 CFR 412.201
 
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization. 

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization. 

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

 

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources: 

OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube. 

To view the slides from the webcast, click on EPA and ATF below:
EPA
ATF