In-house Booking Information
Email us for pricing and to arrange for delivery of the LCDP program to your group of 6-8 department/team members.
Instructional Team
![Francine Girard-Griffith](/_img/francine.jpg)
Francine Girard-Griffith, former Assistant Deputy Minister, Public Affairs
![Gerry Maffre](/_img/Gerry-Maffre.gif)
Gerry Maffre, former Director General, Communications
![JoAnn Myer](/_img/joann.jpg)
JoAnn Myer, former Director General, Communications & former Head, PSC Personnel Psychology Centre
![Josef Jurkovic](/_img/Josef-Jurkovic.gif)
Josef Jurkovic, founding partner and Director, The Centre for Excellence in Communications
![LCDP Banner](/_img/LCDP2014.gif)
Leadership Communications
Development Program
The Context
Change and transformation in the public service makes demands and offers opportunities. Staff reductions and reassignments make it all the more necessary to ensure a motivated, trained and performing management cadre can successfully operate in the current environment and be ready to meet a future of continuing transition and uncertainty. This program responds to the need to:
- develop the competencies needed for inspired leadership to enable current and future leaders champion this change;
- ensure new leaders have a consistent and transferrable understanding of what it means to be a leader and how to communicate leadership during change;
- enable team leaders to be strategic and motivational;
- enable all managers in leadership roles to provide honest and constructive feedback to their staff under stressful circumstances; and
- ensure that managers can effectively be heard at senior levels within their organization.
The Opportunity
Take advantage of the CEC’s new Leadership Communications Development Program (LCDP) for EX-1 and EX-Minus 1 (and, exceptionally) EX-Minus 2 leaders and strong candidates for leadership roles.
The Program
Developed at the CEC by the team that’s delivering it, the LCDP consists of:
- Four, half-day focused workshops;
- Four, one and half hour, one-on-one coaching/mentoring sessions; and
- Pre- and post-program self-assessment by the participants, discussed with their supervisors.
The Workshops
Leadership and Influence: Charting the Course Ahead
(Read More)
- Qualities and behaviours of true leaders
- Leadership roles in advancing change
- Transitioning from manager to executive
Management and Leadership Communications
(Read More)
- Communications for leaders in times of change
- Leadership competencies
- Being at the table: Strategic and critical thinking
Leading People: Getting the Most out of a Performance Discussion
(Read More)
- Your role as a leader with respect to managing and leading people
- People management competencies, skills and behaviours – ours and theirs
- The art of performance feedback: managing performance discussions and practice using a case study
- Tailored communication techniques to deal effectively with different personality types
Being Heard: Speaking with Authority and Conviction
(Read More)
- Speaking with authority and conviction
- Briefing senior officials and Ministers – 2 and 5 min. drills
- Briefing and presenting to own and client teams
The Coaching Component
An integral component of the overall program, four one-on-one coaching/mentoring sessions, will be one and a half hours depending on individual needs and preferences. Coaching/mentoring will normally be delivered by the instructional team members. Additional coaching/mentoring at an hourly rate is available.
The Assessment
The program is designed to be flexible; it takes into account that there may be a range of development needs with different emphases for different participants. As a starting point, each participant completes a self-assessment focussed on their perceived needs which will be combined with the manager(s)’ assessment, in discussion with a CEC team member. A similar process will be undertaken after the program between the manager(s) and the participating employee as a prelude to the coaching sessions.