Executive Development for Correctional Professionals

(face-to-face classroom delivery, or online delivery programs) are listed below.

Target audience: This program targets Correctional Professionals at the Director, Secretary, and Commissioner Level along with Senior Wardens, Jail Administrators, and Chief Probation/Parole Staff.

Course description:

This program consists of five separate phases covering multiple curriculum components to enhance the knowledge, skills, and abilities that are applicable to the executive correctional practitioner. Program duration approximates nine months.

Phase One of this five-phase program can be conducted as an on-site, face-to-face program for a large agency at a location TBD by said agency. The rest of the five-phase program will be conducted virtually online via Webex. This program will be conducted totally online via the Webex platform should participants be from several distinct agencies to avoid travel/per diem, and other costs.

Attendees will complete both a self-rater and team rater evaluation survey around the Correctional Core Competencies that relate to the correctional executive. Participants will then create their first executive leadership development plan (ELDP) from the Core Competency survey data.

Participants will also complete multiple surveys that focus on self/other awareness factors, to include the Multi-factor Leadership Questionnaire Form 5X, 360-degree online instrument in combination with the Authentic Leadership Development instrument, Leader self-efficacy, motivation to develop and lead, goal orientation, and self-complexity instrumentation. Psychological Capital (PsyCap) material will also be delivered which addresses Hope (willpower and way-power), efficacy (similar to confidence), Resiliency (ability to bounce back from both adverse and positive situations), and Optimism (the sky isn’t falling and we will get through the tough times). Participants will complete an instrument to measure these four components of PsyCap. The ELDP will again be modified to accommodate new instrument data.

Participants will also be assigned to work as a team member on an Action Learning Project (ALP) team that focuses on a back home project that has been identified as an issue of great importance. The ALP team involvement not only addresses a process improvement project but it also allows participants to practice the new tools and techniques that they have learned in the program with psychological safety being of paramount importance. ALP teams will brief-out on their findings throughout the program at designated times.

At least one book will be assigned reading along with several peer-referred management/leadership development articles and participants will deliver presentations to the class around this material.

Phone coaching will be provided to the participants twice during the program and will target the goal(s) that have been set on the ELDP. All calls between course facilitators and participants will be confidential. John Eggers has conducted phone coaching for nearly 30 years and has found this effort to be highly beneficial to the participant.