training & development

The Luoma Leadership Academy is designed to provide the leadership theories, practices, and skills needed to support leaders, and those striving to become leaders, to lead their respective departments and colleges more effectively. It has been recently named after Trustee Emeritus Jim Luoma, who was a great proponent of providing leadership development opportunities for Minnesota State Colleges and Universities employees. This program is inclusive and focuses on leadership at all levels in the organization. Its strategy is to create a dialogue that leads to discovery, new knowledge, innovation, and ultimately, to both individual and organizational transformation. The Luoma Leadership Academy is supported and endorsed by the Minnesota State Colleges and Universities in cooperation with The Academy for Leadership and Development in Mesa, Arizona.

Who Should Attend?
Targeted attendees may be those individuals who aspire for future leadership positions or those in current leadership positions who want to improve their leadership skills. Eligible participants may include department and faculty deans, human resource directors, business managers, chief financial officers, as well as faculty and staff. Enrollment is limited to 54 participants. Limiting enrollment allows for a variety of active and collaborative learner-centered activities to be incorporated.

Program Design
Based on the concept of training-over-time, this program allows participants to thoroughly understand, internalize, and apply leadership concepts and skills. The overall focus of the program is to establish a high quality, cost-effective leadership development program and utilize a skills-based approach, grounded in sound theoretical leadership concepts, principles, and practices. Four basic criteria are incorporated in both the design and delivery of all leadership topic areas: active engagement of participants, meaningful and relevant curriculum content, useful and applicable learning in the job setting, and measurable training outcomes.

Program Elements

1. Ten full-day leadership sessions scheduled over one year (an initial 5-day session, followed a year later by a concluding 5-day session.) Participants must commit to staying at a metro area executive conference facility during the each of the one-week sessions.
   
2. A year-long practicum experience between training sessions with support and guidance provided by participant-selected college mentors, Academy liaison, and Academy coach.  
   
3. A team-based action learning project to be completed in the intervening year between the two one-week residential sessions. Teams of 5-8 participants will work on projects that stretch their leadership skills and benefit a college, university, or the entire system. Action learning projects will address a problem or thoroughly research an issue. Participants can expect to spend a minimum of 16 hours per month working on their team project. Team reports and lessons learned will be integrated into the second-week curriculum of the Luoma Leadership Academy. Click here for a list of 2006-2007 Action Learning Projects.

Here is a more complete description of program elements:

• Action Learning Project – Participants will work with 5-8 team members from the Leadership Academy to address an identified problem or issue. Teams will work with an executive sponsor who has initiated the project and will develop a year-end report to share with other Academy participants and their sponsor. Participants can expect to spend a minimum of 16 hours per month working on their team project.
  
• Individualized Professional Development Plan (IPDP) – Participants develop and implement individualized action plans (IPDP) to address the leadership topics and skills covered in the first training session. Participants expand their IPDP to include the other leadership topics covered during the second training session.
  
• Mentoring Program – Participants choose a college mentor who provides support, guidance, and feedback regarding their IPDP. In addition, an Academy liaison and coach provides further guidance and support. Participants also select a “Program Buddy” for peer support during their practicum experience.
  
• Reflective Practice and Journaling – During the practicum experience, participants are encouraged to reflect upon their work experience and their IPDP on a regular basis. Reflection helps them to establish a benchmark journal of where they are now, determine what they have learned from their leadership activities/experiences, and what they will do as a transformational leader in the future.  
  
• Electronic Connection – Participants will be able to electronically engage in an on-going dialogue with fellow participants through the Academy listserv. Monthly leadership issues are sent by the Academy liaison. Additional leadership content, which reinforces and enhances the learning experience during the practicum experience, is also be provided. The participants’ mentors and their immediate supervisors will be linked electronically and the Academy will provide them with program information and support as well.  
  
• Leadership Surveys – Using online 360 degree evaluation tools, the program surveys evaluate participant growth and development and are measured using pre-, interim-, and post-leadership instruments. These evaluations are measured over an eighteen month period of time.  
  
• Graduate Credit – Graduate level credit is available for successful completion of the program competencies.  
  
• Academy Certificate of Completion – Each graduate of the program receives a framed Certificate of Completion listing the program competencies as well as an Academy Leadership pin, recognizing their efforts and successful attainment of program competencies