Strengthening Your Leadership Core:

Students will learn what leadership is truly about. Often, individuals who excel at managing themselves are then moved into responsibilities of leading and managing others, but don’t receive the necessary training and preparation. The higher people rise in responsibility, the bigger the stakes get, impacting more lives. Research shows that when perspectives are shared and demonstrated as they relate to personal styles and organizational cultures particularly in the areas of ethics, team effectiveness and leadership vision, tangible results occur. This program transforms public servants into true serving leaders.


  • Phase 1 (Personality and Behavioral Characteristics of Leadership and Leadership Readiness)
    1. Building and assessing a leadership culture using the 5-Key and P4T2, proprietary assessment models.
    2. Identifying student’s sociocommunicative style and recognizing associated behaviors.
    3. Evaluating the impact of others’ sociocommunicative styles on performance effectiveness in the workplace.
    4. Articulating the relationship between student’s sociocommunicative styles and leadership behavior and potential.
    5. Listing and defining behaviors and characteristics associated with perceived leadership.
    6. Explaining the role of the student’s personality in their leadership potential.
    7. Competently adapting student’s behavioral style to situational requirements.

  • Phase 2 (The Ethics of Leadership)
    1. Defining ethics as they relate to organizational leadership behavior.
    2. Evaluating ethical accountability at all levels of the organizational structure.
    3. Developing a strategic plan for promoting a culture of ethics within an organization.

  • Phase 3 (Transformative Leadership at Any Organizational Level)
    1. Distinguishing between leadership, management, and supervision, with the characteristics of each.
    2. Defining transformational leadership as a vehicle for organizational and personal development.
    3. Demonstrating enhanced transformational leadership competencies in day-to-day work, consistent with
    the position held and level of experience.
    4. Identifying challenges associated with leadership and implementation strategies for overcoming them.

  • Phase 4 (Leadership Management and Leadership in Challenging Situations)
    1. Recognizing challenging leadership situations.
    2. Analyzing the causes of a range of challenging organizational situations.
    3. Identifying leadership behaviors appropriate for common challenging situations.
    4. Using enhanced leadership communication skills to competently act in challenging situations.


Tactical De-escalation Communication:

In this module, participants are provided with strategies required to address the most uncomfortable areas in their roles as leaders. Students will learn to put the “human” back into HR, with an emphasis on understanding the diverse nature of where people come from, the laws dealing with employment, effective means to coach, train and provide constructive feedback. These skills are vital to the success of any organization. This is particularly crucial when attempting to guide their organizations through a culture change or implement succession planning criteria and processes. This module provides insight into the deep areas that HR reaches.


  • Phase 1 (Appreciating Diversity):
    1. Examining your perceptions of individuals from different cultural and co-cultural backgrounds within and around the workplace.
    2. Being aware of your behaviors relevant to individuals you perceive as different than you.
    3. Explaining how diversity impacts workplace communication.
    4. Applying useful theoretical perspectives on diversity and intergroup communication to workplace situations.
    5. Practicing competent intergroup communication in and around the workplace.

  • Phase 2 (Coaching for Excellence)
    1. Defining coaching as a unique human resources activity designed to promote excellence in individual and team behavior.
    2. Distinguishing among related human resource-focused behaviors including coaching, mentoring, and managing.
    3. Implementing a seven-step model of coaching.
    4. Utilizing communication strategies that facilitate competent coaching.

  • Phase 3 (Performance Feedback and Assessment)
    1. Approaching the performance appraisal process as a leadership activity targeted toward individual, team, and organizational development.
    2. Practicing formulating and delivering constructive oral and written feedback.
    3. Utilizing clear, descriptive language for improved performance appraisals.
    4. Developing goals and plans for motivation and performance improvement in conjunction with the evaluated employee.

  • Phase 4 (Training and Development)
    1. Assessing training needs.
    2. Writing measurable training objectives.
    3. Designing the content and related instructional strategies for training.
    4. Developing training content.
    5. Relying on a variety of instructional techniques to train.
    6. Evaluating training and the trainer using a range of formative and summative assessment techniques.


Building a Championship Team:

This module covers the basic skill sets needed for effective leadership: conflict management and resolution, communicating with staff members effectively, key issues pertaining to law enforcement, and working with the media. Mastery of these skills is essential. Recognizing that these skills are important, this module is designed to teach public safety professionals and organizations how to communicate who they truly are and all they contribute to the communities they serve.


  • Phase 1 (Communication That Engages and Motivates)
    1. Describing communication as an interactive, simultaneous transaction.
    2. Using verbal and nonverbal communication in strategic ways to create and sustain a positive impression with colleagues.
    3. Implementing verbal message strategies that will enhance the ability to motivate and influence others.
    4. Utilizing nonverbal message strategies that will increase the ability to motivate and enhance others.
    5. Using communication effectively in team settings to lead and make a difference, regardless of the role.

  • Phase 2 (Relationships in the Workplace: Communicating Effectively to Work and Play Well With Others):
    1. Appreciating the importance and difficulty of initiating and maintaining good relationships with people at work and associated with working life.
    2. Identifying factors that influence the ability to communicate effectively within relationships at work.
    3. Using a variety of communication strategies to promote good relationships in the workplace.
    4. Better managing difficult, challenging relationships at work.
    5. Practicing unique strategies for communicating effectively with managers and supervisors.

  • Phase 3 (Business and Professional Writing)
    1. Distinguishing among the most common type of business documents.
    2. Employing a five-step process for successful business writing.
    3. Creating documents that successfully engage and persuade readers.
    4. Appreciating the value of a visually appealing document.
    5. Avoiding common business writing problems which detract from your credibility.

  • Phase 4 (Mediated Communication: How Can New Media Help at Work?)
    1. Understanding the nature of mediated communication and how it differs from face-to-face communicat io n.
    2. Differentiating between the media usage habits of digital immigrants and digital natives.
    3. Bridging the communication challenges of being a digital native and interacting with digital immigrants.
    4. Practicing the norm of socially acceptable new media use, including social media and microblogs as they relate to work.
    5. Selecting the appropriate media for a given communication task.
    6. Using new and traditional media effectively to represent the organization to those on the outside.

  • Phase 5 (Effective Presentations and Public Speaking)
    1. Identifying key characteristics of a target audience for a presentation.
    2. Considering features of the presentational context that are important to a successful presentation.
    3. Researching and selecting appropriate supporting materials for a business presentation.
    4. Developing an organizational framework for a presentation.
    5. Compelling the audience to listen to a presentation, remember the message and the presenter.
    6. Incorporating strategies to make a presentation easily remembered and understood.
    7. Incorporating strategies to make the audience more receptive and less resistant to persuasive messages.
    8. Identifying the most effective ways to use presentational software and other sensory aids in a presentation.
    9. Competently delivering an oral presentation of any length.


Next Level Policing:

This module positions participants to be able to assess their organizational leadership effectiveness by readjusting their focal point to that “30,000 ft. view”. This is accomplished by taking a comparative look at measurements of success and effectiveness in their organization over time. Those comparative views are then overlaid onto current and projected needs and measurement processes. Participants are then guided to think, plan and act strategically to identify gaps and initiate competency development in light of those projected needs and measurements.


  • Phase 1 (Measuring Organizational Effectiveness):
    1. Applying a range of formal assessments to determine the health of organizational functioning at all levels.
    2. Practicing enhanced informal, observational skills to determine organizational health and functioning.
    3. Making decisions based on the analysis and interpretation of available data.

  • Phase 2 (Strategic Planning)
    1. Defining strategic planning and identify its role in the organization.
    2. Utilizing a 5-step process for strategic planning.
    3. Facilitating a group of individuals through the process of visioning, assessing resources, and developing measurable action steps.
    4. Implementing effective follow-up to ensure a useful, results-oriented process.

  • Phase 3 (Budgeting)
    1. Appreciating budgets not as a necessary evil, but as a useful, goal-oriented tool for organizational development.
    2. Collecting data vital to the preparation of a realistic, useful budget.
    3. Distinguishing among the types of organizational budgets.
    4. Classifying budget line items according to four major categories.
    5. Creating budgets that reflect team and organizational goals and priorities.
    6. Effectively monitoring operations so that costs are managed and income increased.
    7. Understanding the unique nature of preparing budgets for municipalities and other public entities.

  • Phase 4 (Negotiation & Organizational Development)
    1. Identifying the critical elements of effective negotiation planning and execution.
    2. Assessing the potential outcomes of negotiations in making plans and proposals.
    3. Practicing the communication and critical thinking strategies of effective negotiation.
    4. Assessing actual outcomes relevant to personal and organizational objectives.


  • Prerequisites:
    1. Students must complete the DISC ©, online personality assessment questionnaire seven days prior to the first day of class. Note: The results of these assessments will be analyzed and printouts provided in class.
    2. Students must register in the PSLI online learning management system (LMS) seven days prior to the first day of class. Click the Register button below
    3. Students must cover any advanced reading material prior to coming to class. If there is advanced reading material required, the student will be contacted prior to class and provided with the referenced material.


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