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Certificate Course
on
Leadership Dynamics

Mentoring and Network building among the NGOs

Empowering Women in Leadership

Delegation with Authority and Teamwork

Managing Development Projects

Effective Change Management (Bottom-up & Top Down)
Mentoring and Network building among the NGOs

Mentoring as best practice in developing succession and future leaders

Mentoring is the best way of developing dynamic future leaders in an organization.  Through the process of mentoring, participants will have the opportunity to learn how to coach and empower leaders in their organizations.  Mentoring will ensure a good success and sustainability of an organization.  This training will focus on the process and practice of leadership development both for individuals, groups of people within organizations and communities.  Models, systems, and different practices will be presented.

Contents

  • To understand the need for effective leadership development within organizations and communities

  • To understand the key role of fellowship

  • To assess and discover leadership potential within oneself and others

  • To learn and practice mentoring skills

  • To design a mentoring leadership program for individual and an organization

Duration: Two days
Date: August 4 - 5, 2005
Application Deadline: July 5, 2005

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Network Developing among the NGOs

Networking is the best practice of enhancing the growth and development of organizations. Through networking, organizations will find connections and new opportunities of advancement. This training will deal  with the concept of networking, network developing, how to seize and maximize opportunities and how to sustain the system in networking.

Contents

  • Understand what networking is all about

  • How to develop networking

  • The role of communication in Networking

  • The importance of human relations in networking

  • How to seize opportunities that may develop into networking

  • Networking, shaping your destiny and the fate of your organization

Duration: Two days
Date: August 8 - 9, 2005
Application Deadline: July 5, 2005

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Empowering Women in Leadership

The joint efforts of male and female in planning and implementing both in private as well as in professional settings, can promote greater achievements.  Their joint participation in leadership encourages the diversity of perspectives to explore better alternative to solve human problems & to advance development progress.  On the contrary, the marginalization of women in the development of a society means ignoring more than half of potential  skills in the society. 

The current trend in leadership requires creating opportunities for women to become actively involved in shaping the face of a society.  Women have been behind the scene for so long that it is time for a paradigm shift to make best use of their unique talent for a progress of a society. It is critically important that a nation invests its resource to empower women to become productive citizen in advancing growth and progress in the society.  The participation of women needs to be encouraged to make an impact in the political, social, and economical development of a society.

This seminar, “Empowering Women in Leadership” is designed to boost a high self-esteem in women to make them active contributors in the society.  The seminar will try to answer the following questions: 1) Why women are needed in leadership? 2) How can they overcome the roadblocks (Social, Traditional, cultural, religious … etc)? 3) How can they be motivated to get out in the public arena to actively contribute in the society? 4) What changes are expected to maximize the talents of women in the society?  The training will include group activities and inventory tools to strengthen the learning opportunity.

Contents will:

  • Emphasize the importance of women in the society.

  • Explore the historical realities

  • Explore on the contribution of women  in the development of Ethiopia

  • Identify the roadblocks

  • Recommend ways to overcome the negative perceptions and assumptions

  • Build a high self-esteem of women for leadership

  • Motivate women to become proactive agents of change.

Duration: Four days
Date: July 20 - 23, 2005
Application Deadline: June 15, 2005

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Delegation with Authority and Teamwork

Delegation with Authority

Delegation is a topic that has lost its proper place in the leadership of Ethiopia.  Performances are stifled as a result of poor delegation or delegation without authority.  Institutions are hurting by the monopoly of leadership responsibility mirrored by higher authorities.  This training is focused to provide a better understanding of what delegation is all about and how to effectively empower and execute the responsibility to subordinates.   A mechanism will be laid out on entrust one’s authority to others, monitor the process of delegation and how to improve skills.

Contents

  • Understanding Delegation

  • Delegating Effectively

  • Monitoring Process on Delegation

  • Improving Skills

  • How to delegate with authority

Duration: Two days
Date: August 1 - 2, 2005
Application Deadline: June 20, 2005

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Teamwork to Enhance Participatory Leadership

In a society that is more focused in doing things independently, the topic of teamwork needs to be addressed well. Leaders struggle to understand the full concept of participatory leadership with the emphasis of a team spirit.  The primary focus of this training is to properly define the concept of participatory leadership for the success of any institution.  We will also uncover the importance of teamwork in its global leadership context. We will further focus on how to build a good team, how to build trust and good working relationships among team players.

Contents

  • Define the concept of teamwork and its components

  • How to develop a participatory leadership

  • How team is developed and monitored

  • What the role of communication in teamwork

  • How to monitor and resolve conflict in teamwork

  • How to build relationship for effective work performance in a team

  • The need for motivation, performance reviews, promotion, and rewarding in teamwork

Duration: Two days
Date: August 29 - 30, 2005
Application Deadline: June 20, 2005

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Managing Development Projects

Project Planning in Development

The primary purpose of this training is to assist leaders to make themselves critical thinkers by developing skills to lay out plans for development projects; by helping them understand the process of implementing and guiding them to supervise the on-going activities of an organization through process monitoring.  Participants will be given the opportunity to develop the ability to be able to evaluate the outcome of performance and assessing project achievements.   As a result of this training, leaders will be able to have a hand-on skill to achieve the goals of their organizations.

Contents

  • What is Project planning in Development?

  • Process in Project Implementation

  • The role of monitoring in Project planning

  • Effective Program Evaluation

Duration: Two days
Date: July 4 - 5, 2005
Application Deadline: June 5, 2005

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The Power of Delegation and team Work

The primary purpose of this training is to uncover the importance of delegation and teamwork to enhance the project designing and management.  In this time of globalization, leaders continue to strive to understand and apply the concept of delegation and teamwork into action for projects and programs to achieve its anticipated goals.  Participants will have the opportunity to review relevant materials, group discussions, and interact among themselves on how to apply the concept of delegation and teamwork into project management.  Participants will learn what to delegate and what not to delegate, how to delegate, how to monitor delegation, and how to train for delegation. They will also have a time to understand a full concept of teamwork.

Contents

  • Defining what delegation and teamwork is all about

  • How to train for delegation and teamwork

  • What to delegate and what not to delegate

  • How to monitor delegation and teamwork

  • How to build a team spirit in delegation

  • How to create good communication channel in delegation and teamwork

  • How to resolve conflict that may arise in delegation and teamwork.

Duration: Two days
Date: July 28 - 29, 2005
Application Deadline: June 20, 2005

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Communication and Conflict Management

Communication is one of the key components for a good interpersonal relationship as organizations strive to achieve the best of their programs.  This training will help participants to develop skills that will enhance their communication ability.  The leaders’ awareness and understanding of the different variables that can impact the communication process (which includes verbal and nonverbal messages, perceptions, and attitudes) will be discussed in the training.  

The second part of this training will be about conflict management in leadership.  Particular emphasis will be given to the analysis of group processes such as conflict, coalitions, and consensus formation as well as the study of effective interpersonal and group behavior in organizational settings.  Strategies and techniques on how to minimize conflict in the work environment and how to improve effectiveness of group works will be discussed.

Contents

  • What is effective communication?

  • What is Group Process?

  • Communication components to relate effectively

  • Causes for conflict in organizations

  • How to manage conflict to enhance project  performance

Duration: Two days
Date: August 8 - 9, 2005
Application Deadline: July 8, 2005

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Personal and Professional Leadership Development as a Means to Effective Project Management

This training is uniquely designed to assist leaders to understand the implication of personal and professional development to effective project management.  Leaders will be given the chance to understand how life is interconnected and needs to be lived out holistically.   The training provides a new perspective to what leaders need to do, the way leaders need to live out their lives, and how to bring the best in their personal and professional development.  As a result of this training, leaders will have the opportunity to have a clinical check-up on how they manage their lives and how to become productive and effective in everything they do.  They will also learn how to seize their unique opportunities that come along their ways, will develop skills to manage their time, and develop the habit of balancing what goes around their lives.

Contents

  • Define Purpose as it relates to the leader's life

  • Define the holistic nature of life

  • How to live out the day-to-day- life

  • How to manage and make the best of professional opportunities

  • How to move on the ladder of success (to move higher) in the professional exercise

  • How to identify unique opportunities, seize opportunities, and make the most of those opportunities.

  • How to manage time (making the best of 24/7)

  • Identify the core of leaders makeup

Duration: Two days
Date: August 4 - 5, 2005
Application Deadline: July 5, 2005

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Effective Change Management (Bottom-up & Top Down)

The following four trainings are designed to empower leaders and enhance their capacity as they make efforts to lead change in their organizations.  Each one of the training is designed for two days and a total of eight days are required to obtain comprehensive knowledge and skill to successfully manage change in any given organizations.

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The Process of Change

This training focuses on providing an overview of the change process in an organization.   Different kinds of changes (evolutionary change, accidental change, planned change, and transformational change, systemic change) will be discussed to broaden the perspectives of participants.  Leaders will be given the opportunity to learn how to identify the need for change and how to go with the change process.  The training outcome will provide enough information about the process of change and will help participants to have a positive outlook about the process of change in general.  Different inventory exercises will be included in the training to make the learning experience exciting and productive.  There will be group interactions to enhance participants’ participation.

Contents

  • What change transition is all about

  • Challenges for change

  • Sustaining the change transition

  • Creativity in times of transition

  • Connectedness to the core values in times of transition

  • The importance of focus on the future outcome

Duration: Two days
Date: July 14 - 15, 2005
Application Deadline: June 14, 2005

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A Leader as Agent of Change

The primary focus of this training is centered on the leaders who are to become agents of change. This training will explore the characteristics of the change agent leaders as they provide leadership to bring progress and growth in their organizations.  The training will empower leaders to become risk-takers and will make them able to lead an emerging organization that is proactive and progressive. The roles of managers as well as leaders are analyzed to provide proper perspective in leadership.  At the end of the seminar, leaders will be able to understand what leadership is all about and how to become the BEST OF THE BEST change agent to introduce, manage, and evaluate change in any organization. Specific attention will be given to personal assessment tools and group interaction to enhance the learning experience.

Contents

  • How leaders can become change agents

  • Characteristics of change agents

  • How to create self confidence to become agents’ of change

  • Becoming the BEST of the BEST in managing change

  • Leaders becoming risk-taking agents of change

  • The role of Leaders in preparing organizations for change

  • Creating positive perspective about the process of change

Duration: Two days
Date: July 25 - 26, 2005
Application Deadline: June 26, 2005

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Change Transitions

The hardest part of the change process has to do with change transition.  The reactions caused by the implementation of change requires a careful analysis of the environment and a skill to keep the momentum of change move forward until the expected outcome is achieved. To live up to the future state of organizations, members are expected to acquire skills and competencies to sustain competitiveness and survival to build the organizations face to the challenges of the 21st century.   Leaders need to acquire creativity as well as flexibility to stabilize the change transition. In this training session, leaders will be equipped to lead their organizations in those though times and will learn how to remain focused as they train members in their organizations to cope with change transitions.  The training is enhanced through inventory tools, group activities and interactions.

Contents

  • What change transition is all about

  • Challenges for change

  • Sustaining the change transition

  • Creativity in times of transition

  • Connectedness to the core values in times of transition

  • The importance of focus on the future outcome

Duration: Two days
Date: July 28 - 29, 2005
Application Deadline: June 28, 2005

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Organizational Culture and Change

The primary focus of this training is to assist leaders to know how to align the organizational culture to the proposed change process.  Leaders will learn how organizations function and what kind of culture is guiding the system.  Knowing the fact that tradition and cultural values can manipulate the change process, participants will develop the skill on how to strategically approach the existing culture to align with the new organization behavior.  The training will provide tools on how to design a new culture through organization wide participation.  Tools will be provided on how to deal with values and norms that is beneath the surface of organization cultures.  The learning will be enhanced through assessment tools and group interactions.

Contents

  • Organizational culture defined

  • Dealing with traditional assumptions

  • Aligning organizational culture toward anticipated outcome

  • The power of tradition encountering the change process

  • How to create organization wide participation in change

  • Developing norms and values in developing the new organizational culture

Duration: Two days
Date: July 18 - 19, 2005
Application Deadline: June 18, 2005

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