GEMBA Leadership Development
I am constantly referring back to my notes, articles, and books discussed in the LDP activities. The program has helped me change my approach to difficult times at work. Specifically, LDP has helped me develop a constant awareness of self, in meetings, in my approach to patients and their families, and in my interactions with global colleagues.
Vernat ExilGlobal EMBA 2013
Leadership Development Program
Vanderbilt Executive MBA Leadership Development Overview
Don’t just learn to manage. Learn to lead.
Leaders at all levels of an organization can always be more effective. Understanding your talents and recognizing your undeveloped areas that may need bolstering sets the foundation to help you achieve your career goals. LDP is integrated in a way that is tailored and personalized to you. The underlying goal of leadership development is to help you learn, grow and develop your individual capacity as a leader no matter what country you are doing business in, or what function, industry, or current role you have or desire.
The Global Executive MBA-Americas Leadership Development Program is designed to be an experience that is layered onto your full-time job role, your teamwork with your C-Teams (both domestic and international), and your classes, particularly those in your final semester like Launching the Venture and the International Capstone Strategy Project. The LDP experience focuses on three stages of leadership development.
Begin with the end in mind. Ask yourself questions like the following:
- What non-technical skills will enhance my leadership capability in addition to those technical skills I will gain at Vanderbilt Owen?
- What leadership skills do I need to be better at my current job?
- What leadership skills do I need for my next job?
- How can I better influence those around me?
- What type of leader do I want to be?
- How can I apply my leadership skills to a global business setting?
You have the opportunity to work one-on-one with an Executive Coach to challenge your thinking around these types of questions, help you think about what actions you can take to improve your leadership skills, and manage yourself differently so that you are able to achieve the goals you have set for yourself. Start by assessing your personal leadership style through the experiences you have had to this point in your career. Determine what has worked and what has not. You may choose to engage in the Hogan Assessments and Korn Ferry VOICES 360 development tools to help you uncover your strengths, improvement areas, and how you might be perceived by others.
Put your insights and learning to work immediately in real-time—on-the-job, in the classroom or in your C-Teams.
Throughout your program, you will work on teams that offer you opportunities to try new strategies and management approaches. Whether practicing new leadership skills on-the-job with your full-time role, or in the International Capstone Strategy Project, where you and your team manage a real-time project for a global organization, you’ll have a chance to take action on the goals you set for yourself during the assessment phase. Then, you can use the time with your executive coach to reflect on how you have applied your newly identified leadership skills, and continue to expand and improve your capabilities.
Reflect to cement and continue your growth as a leader.
By the end of the Global Executive MBA-Americas program, you will have applied your new leadership skills in multiple contexts, including your project teams and on your job, experienced real-time feedback from your fellow classmates and work colleagues, and progressed in your areas for improvement. Wrap up the program experience by reflecting on your development plan and enhanced leadership style. Build your personalized leadership action plan that will help you continue to help you achieve your goals. Share your plan, especially with those in your job who can support you in your continued journey to effectively manage and motivate others. With disciplined reflection and a new set of tools, you will have the foundation for thinking and acting like an executive in your organization or becoming an executive in your organization.
Meet with your individual executive coach five times over a 6-month period of time, equivalent to a common coaching engagement externally, either starting towards the beginning or end of Year One. For Americas students, your coaching will continue during Year Two, although your schedule will change due to the international residencies. Leverage data from the assessment tools as well as your personal, on-the-job experiences – as sources of lessons that can be applied and guide you as you move forward in the program and in your career. You will also have the opportunity to utilize executive coaching for your CTeam while working on the Capstone Strategy Project to help define your team’s vision for project success, and to establish and evaluate your team’s goals for achieving that success.
The Leadership Development Program was a very insightful experience. It provided me with deep knowledge about my behavioral traits and personality via thoughtfully administered assessments. I have since been able to work with the coaches to maximize my professional strengths and improve areas of opportunity. Furthermore, the LDP sessions have helped me put together a personal learning plan and professional development plan that have become the pathway to where I want to be as a professional.
Enderson MirandaGlobal EMBA 2015
Global Executive MBA-Americas Leadership Development
Throughout the Executive MBA program, the LDP Team is always
a resource to you. We are happy to meet with you one-on-one to support you
during coaching, if needed, as well as once you have finished the coaching
engagement to determine the best course of action for you.
It varies widely from student to student, by design. But, to help give you a picture of what types of things students work on, here are some examples: increasing confidence, dealing with ambiguity, becoming less of a perfectionist, managing stress, reducing self-critical thoughts, managing conflict, speaking up when you aren’t an expert on a topic, enhancing listening skills, and asking more questions just to name a few.
Since the leadership journey is a lifelong one, part of what we try to do is help you break down these larger themes into manageable chunks with specific strategies and tactics for addressing them. Despite starting with small and seemingly simple tasks to help improve each desired area doesn't mean that those specific strategies and tactics are easy, which is what makes leadership so challenging and so rewarding.
Our goal is for each
student to leave Owen with greater self-awareness and improved leadership
skills and for them to leave with the tools for continuing to grow their leadership
capabilities throughout their career.
Career management is about planning and evaluating your
career trajectory. Leadership development is about empowering you with the
tools and skills to assess your strengths, weaknesses and effectiveness so that
you can better learn from your experiences and build personal development
growth habits as you progress through your career trajectory.
several options. You can explore executive coaching through just two meetings
during the spring semester of your second-year. This may be an opportunity to
work through your transition plan for life after Owen. Or, you can attend
programming such as a panel discussion designed to help you transition either
from first year to second year in the program or life after Owen rather than
engage with an executive coach. Finally, you can do nothing with LDP. If your
priority and/or focus is career, then participate in programming offered by the
Career Management Center.