Already earned your CLP but want to advance your leadership skills even further? Continue to develop your inner leader with the IAIP’s Advanced Certified Leadership Program.
To receive credit for each course –
- Purchase a Student Guide for an instructor-led event (including Virtual or eLearning events) from the IAIP Store OR an On Demand course to study on your own from IAIP’s Learning Management System (LMS).
- Pass successfully a ten question online quiz with a minimum score of 80 (8 out of 10 questions answered correctly). Your score is provided at the end of the quiz and if the score is less than 80, you will need to retake the quiz and pay a quiz-retake fee.
- Individuals completing 10 CLP-A courses (6 core and 4 elective courses) plus have an active CLP designation are eligible to apply for the Advanced Certified Leadership Professional (CLP-A) designation. Application for CLP-A renewal must be submitted every two (2) years.
CORE COURSES:
(Completion of all six core four-hour courses is required for approval of the CLP-A designation.)
Balancing Priorities
In our increasingly competitive world, we all need to be more productive than ever. Not only must we do our jobs in less time and with fewer resources, but we also often work for more than one boss and on more than one team. As a result, we may face conflicting tasks, deadlines, and expectations, making it difficult to identify what’s most important. Furthermore, the transformations in our workplaces brought about by technology have increased the speed and complexity of our work. This course will enable you to properly prioritize your obligations, allowing you to improve performance and productivity. As a result, you’ll also achieve a better work/life balance, minimize the stress related to managing your tasks efficiently, and, ultimately, improve working relationships.
Developing Your Direct Reports
Developing your direct reports involves more than an annual performance appraisal. That is performance management. Performance management is critical to the success of the organization and should not be neglected. However, strength-based management is important to the vitality of the employee and requires a separate focus. Several studies over the past few years have found that developing an employee’s strengths, rather than trying to eliminate the employee’s weaknesses, results in better performance. One study surveyed over one million employees and 80,000 managers and found that the best managers don’t help people eliminate their weaknesses. Instead, they help their employees find and use their unique talents. This course will teach you strategies to best find and utilize the skills of your direct reports.
Managing Up
Individual success depends not just on how well you do your job, but on how well your supervisor does theirs. A supervisor’s role is not one of command and control, but of collaboration—just as much as your efforts influence theirs, theirs influence yours. When they’re unable to meet deadlines, accomplish goals, and fulfill expectations, those unmet obligations inevitably become yours, and the communication between you can suffer greatly. The principles of managing up are designed to make your supervisor’s life easier. However, you’ll find that becoming in tune with their needs and supporting their daily obligations in turn, benefits you. Work will run more smoothly, with less conflict, and you’ll make a positive impression on your supervisor, ultimately forging a successful relationship.
Organizational Trust
Research has found that organizations with high levels of trust are more credible, productive, flexible, innovative, and able to adapt to changing circumstances and effectively handle crises. Organizations are better able to recruit and retain the best people because they provide an environment that helps employees to do their best work. Not only is trust essential for an organization, but it’s also essential for individuals, especially those in leadership or managerial positions, because employees will respect and more readily accept the ideas of those they trust. In this course, we’ll learn how trust improves relationships at all levels, and we’ll learn how to exemplify the characteristics and behaviors of a trustworthy person. We’ll look at how your team can improve its reputation, increase productivity, innovation, and the ability to work effectively with others both within and outside of the organization.
Systems Thinking
Each organization is made up of a series of interconnected parts, and a change in just one cog can throw the whole system out of whack, creating a continuous chain reaction of problems. Systems Thinking is a proactive problem-solving course that examines the relationships between various organizational functions and how they impact each other. What makes systems thinking so powerful is that it enables you to predict the consequences—intended and unintended—of a potential change, eliminate silo thinking, adjust perspectives to see different viewpoints, and remain focused on the big picture. By understanding and implementing the systems thinking process, you will be able to find optimal solutions to complex challenges, improve innovation, and increase productivity.
The Toughest Supervisory Challenges
Every job has its challenges. Everyone must navigate office politics, learn to work with others, and master skills necessary to succeed in a particular position. Those are all challenges, but not the ones we’ll be looking at in this program. What sets supervisors apart from other positions is that you manage people. So your toughest challenges will be employee-related issues. Supervising others can be rewarding and give you a sense of accomplishment when you see employees grow and succeed. But supervising others can also be a big headache when employees don’t show up on time, don’t do what they’re supposed to do, fight with each other, etc. In this course you will learn about taking the time to do the right thing in these situations for the long-term success of the organization, the employees, and you.
ELECTIVE COURSES:
(Completion of four four-hour elective courses of your choice is required for approval of the CLP-A designation.)
Managing Remote Teams
Successful completion of this course will increase your ability to understand the types of remote work environments, identify the challenges of the remote work environments, understand how to recognize, and recover from remote team burnout, and understand and effectively apply the tools within the remote manager’s toolkit.
How to Manage Your Emotions
Successful completion of this course will increase your knowledge and ability to recognize the messages our emotions send us at work, understand the trigger-perception-response cycle, reframe our thinking to avoid emotional outbursts, replace emotional outbursts with productive confrontations, and recover from your own or another person’s emotional outburst. Some of the strategies discussed and illustrated with relatable examples include the concept of employing long-term methods to channel emotions productively. Find out how you can effectively take control of your emotions instead of allowing them to control you.
The Golden Rule
If you surveyed a random list of companies and asked them what their core values were, chances are that most would identify “respect” as a top value. But what does “respect” mean and why is it important? A recent study of more than 17,000 employees from more than 80 countries revealed that respect for colleagues is key for creating a positive work atmosphere. We all want to feel respected. A respectful work environment motivates us to do our best work, encourages us to support others, and not only produces positive results for the organization, but also allows its employees to have job satisfaction. In this course you will find out how and why you should put the Golden Rule to work for you in order to become a better leader.
Resilience
Resilience is the process of bouncing back after adversity. Having resilience doesn’t mean you can prevent adversity, but that you can bounce back from difficult circumstances and experiences. Resilience is not extraordinary or unattainable; everyone can learn how to build resilience. Staying firm and flexible is the key. We’ll look at where you want to be firm and how you want to be flexible when faced with events that shake you. Successful completion of this course will increase your knowledge and ability to bounce back from adversity, build your self-esteem as a foundation of resilience, make and maintain connections to build resilience, accept and embrace change, use flexible thinking to overcome obstacles, and implement stress management and relaxation strategies to maintain resilience.
Skillful Collaboration
Successful collaboration involves far more than just working side-by-side. It’s a process that requires attitudes, skills, and practices that can be learned and strengthened—and mastering them will help you become more successful professionally. A survey found that employers and employees think that being a team player is the most important factor in getting ahead in the workplace, beating out “merit and performance,” “leadership skills,” “intelligence,” “making money for the organization,” and “long hours.” By working well with others to achieve a common goal, you can become a sought-after resource and team member, and maximize your value to your organization. This course will focus on how to structure and implement an effective collaboration process so that working with others will be a productive and enjoyable experience.
Effective Change Management
Organization leaders are recognizing the significant value of change leaders in their daily operations as well as in managing strategic change initiatives. Demonstrating the knowledge and skills to manage change effectively complimented by your enthusiasm for embracing positive change will be noticed and rewarded. Successful completion of this course will increase your ability to recognize the value of an effective change management program. You will also learn how to describe key activities of a successful change management program, implement processes and tools to assess change readiness, track performance; and monitor change initiative outcomes.
Women and Leadership
Research tells us that women leaders are more persuasive, assertive, and driven to get things done, and they are more willing to take risks than male leaders. In addition, they’re more empathetic and flexible and have stronger interpersonal skills. Furthermore, companies with sustained high representation of women significantly outperformed those with no women board directors. Companies should be actively recruiting women to be leaders in their organization and participate as board directors, but this is unfortunately not always the case. Only 15 percent of senior management in all industries are women. Obviously, women face a variety of challenges that hinder their desire to reach leadership positions. This course takes a look at those challenges, and how women can maximize their strengths and build their skills to become effective leaders in any organization.