Leadership Training Courses
Leading isn’t the same thing as supervising. FELTG’s Leadership and Team Effectiveness courses focus on leadership development to empower your team to generate results to help fulfill your organization’s mission. All of FELTG’s Leadership and Team Effectiveness courses – and several of our Supervisory Training Courses – align with the Office of Personnel Management’s Executive Core Qualifications. The ECQs are required for entry to the Senior Executive Service and are used by many departments and agencies in selection, performance management, and leadership development for management and executive positions.
To find out how these courses align with OPM ECQs, click here.
LD-1: Comprehensive Toolkit for Leadership Success (1 day)
Course Topics: Equipping individuals at all levels with the knowledge, skills, behaviors, and confidence to lead with excellence; research-inspired best-practices and a practice-driven approach to increasing leadership effectiveness; self-assessments; an easy-to-remember framework for managing difficult conversations with employees; strategies for cultivating high-performing teams; recommendations to increase your influence within your agency; four content areas (Leading Myself, Leading Others, Leading Teams, Leading the Agency) that can be emphasized and focused on depending on the needs of the group in attendance.
LD-2: Effectively Managing and Communicating With Employees (1-2 days)
Course Topics: Managing vs. leading; identifying and honing your supervisory skills; managing difficult employee personality types; managing a multigenerational workforce; managing a mobile workforce; using structured communication with your employees; conflict resolution skills; utilizing a team-based approach in the federal government.
LD-3: Mentoring Matters (1 day)
Course Topics: What mentoring is and what it isn’t; make sense of mentoring myths, understanding and leveraging generational differences; assessing different types of mentoring; exploring mentoring best practices; developing and implementing a mentoring program at your agency.
LD-4: Influencing for Results (1 day)
Course Topics: Ingredients of influence; how to persuade through spoken, written, and non-verbal communication, and hands-on experience; delivering a variety of messages to peers within a safe, accepting, and supportive learning environment.
LD-5: The Leader’s Edge: Emotional Intelligence as a Catalyst for Success (1 day)
Course Topics: Assessing your emotional intelligence; exploring strategies for improving emotional intelligence; developing an Emotional Intelligence Action Plan that will target both individual growth and that of the team.
LD-6: Connecting, Collaborating, and Creating: Mastering the Art of Meaningful Relationships (1 day)
Course Topics: Developing skills to identify, honor, and leverage individual differences; understanding the sources of conflict; how to navigate conflict; avoiding GroupThink; cultivating a culture of strong psychological safety and innovation.
LD-7: Becoming a Learning Organization (1 day)
Course Topics: Turning your organization or department into a hub of learning; conducting stakeholder analyses; identifying performance gaps; translating findings into programmatic and micro learning; implementing learning strategies and conducting assessments. Participants will leave with a detailed plan of action.
LD-8: Leading by Design: Strategies for Career Growth and Development (1 day)
Course Topics: This course is built upon the book DESIGN: An Owner’s Manual for Learning, Living, and Leading with Purpose. Participants will craft their very own Personal Owner’s Manual as a tool to increase mindfulness. Other topics covered include: organic decision-making; leading self and others according to their strengths; charting a course for continued personal and professional development. Learners will complete a career mission statement and action plan to guide them on the next phase of their journey.
LD-9: Strength-based Strategies for Success (1 day)
Course Topics: This fun, interactive session will provide a tool for participants to assess their own strengths, encourage a safe environment to explore their strengths, identify strategies for embedding strengths into job execution, and introduce learners to the completion of their own Strengths-Based Strategies for Success Development Plan. Learners will leave with increased self-awareness, awareness of others, and practical tools to extend and apply their learning.
LD-10: Senior Executive Leadership Academy
Course Topics: Build the knowledge, skills, and a development plan around the five OPM-established Executive Core Qualifications. Understanding each core qualification; build leadership skills and knowledge, and create a development strategy for continued growth.
Upcoming Training Events
Let’s face it: being a federal sector Employee Relations Specialist is a tough job. It’s great to know the basics, but the basics don’t always help you when you’re facing those really challenging situations. That’s when you realize that there is much more to learn. No worries. FELTG is presenting Advanced Employee Relations, a three-day seminar focused on immersing you in the employee relations training you need most.
Held in Atlanta in February 2020, you’ll receive in-depth training on topics including leave, performance, misconduct, disability accommodation, and more. Plus, hands-on workshops will allow you to leave with the tools you’ll need to succeed. And it will all be taught by FELTG Senior Instructor Barbara Haga.
Great training. Great instructor. Great location. Register now.
The program runs 8:30 – 4:30 each day.
Leave and Attendance: Administering leave, with particular emphasis on sick leave, LWOP, and FMLA. Detailed review of sick leave provisions including authorized purposes for use of sick leave, limitations on use of sick leave for family care and bereavement, eligibility to use leave for care, notice requirements, acceptable documentation. Management actions to control use of leave and abuse of sick leave. Detailed review of FMLA provisions including eligibility to invoke FMLA, entitlement, coverage of family members, administration and notice requirements. Acceptable medical documentation under FMLA, definition of serious health condition. Substitution of paid leave. Discipline tied to FMLA. LWOP – when LWOP is mandatory, limits on granting LWOP, employee status while on extended LWOP. Other topics –issues related to annual leave and leave transfer, other leave entitlements.
Performance Management: Managing performance from system establishment to conducting annual appraisals to taking actions linked to performance. GEAR initiative and other efforts focused on modifying Federal performance management system. Requirements for performance plans, including design of agency systems, rating schemes, and procedures for conducting appraisals. Revised DOD performance system to be implemented in 2016. Linkage between appraisal and other personnel management decisions, including reduction-in-force and within-grade increases. Writing effective and measurable performance criteria that will withstand third-party review, including a workshop where participants will do an in-depth review of performance plans. Requirements for successful performance-based actions – from drafting a PIP notice that will withstand scrutiny to conducting a bona fide PIP to ensuring that due process is met in effecting an action on unacceptable performance.
Misconduct and Other Related Issues: Implementation of a successful disciplinary program – delegation of authority, role of advisors, warnings and cautions, use of administrative leave. Nexus. Dealing with comparators in determining a penalty. Involuntary actions – resignations and retirements. Ordering and Offering medical examinations. Specific disciplinary situations: handling situations when an employee is unable to perform including excessive leave, disability retirement, separation disability; conduct unbecoming; misuse and technology-related misconduct; failure to meet conditions of employment.
- Early Bird Tuition (register by January 28):
- 3 days = $1370
- 2 days = $970
- 1 day = $530
Standard Tuition (register January 28 – February 13):
- 3 days = $1470
- 2 days = $1070
- 1 day = $630
- Early Bird Tuition (register by January 28):
The hotel has a limited block of rooms reserved for the event at the federal per diem rate. Please contact the hotel directly at 404-418-1212 and reference FELTG when booking, or use this link to book online: https://www.marriott.com/event-reservations/reservation-link.mi?id=1569526915772&key=GRP&app=resvlink.
Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course after the cancellation date on the registration form. No-shows will not be refunded or given credit toward future courses.
Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true.
FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration. Plus, if you have a non-performing employee working for you now, we show you how you can remove that employee from your workplace in 31 days, among many other things.
Do you want to ensure that you’re complying with President Trump’s Executive Orders as they pertain to performance management? Do you want to meet OPM’s deadline for streamlining your disciplinary procedures? Join us for this three-day seminar and come away with the tools you need.
The program runs 8:30 – 4:00 each day and meets OPM’s mandatory training requirements for federal supervisors found at 5 CFR 412.202(b).
Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.
Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; handling the absent employee and dealing with attendance issues; medical removals; union considerations; mentorship in the federal government.
Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.
Early Bird Tuition (register by February 11):
- 3 days = $1400
- 2 days = $1000
- 1 day = $560
Standard Tuition (register February 12-27):
- 3 days = $1500
- 2 days = $1100
- 1 day = $660
Seminar registration includes a copy of the textbook UnCivil Servant: Holding Employees Accountable for Performance and Conduct, 5th ed., by Wiley and Hopkins.
The hotel has a limited block of rooms available at the federal per diem rate. Please contact the hotel directly at 877-926-3030 to make a reservation.
Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training will not be refunded, and will not be given credit toward another course. No-shows will not be refunded or given credit toward future courses.