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Becoming a Golden Hawk means more than just cheering on our (really good) varsity teams – it means being a student who cares about your community, who works hard in the classroom, and who takes advantage of all the learning opportunities that can happen outside the classroom, too.


Many professionals find themselves in leadership positions in their organizations with little or no management experience. This certificate is designed to provide a detailed overview of the knowledge and skills needed to be a successful, effective leader in any organization. Anyone wishing to prepare themselves for a leadership position will also find this certificate beneficial.

Four required workshops and two electives ensure participants gain a range of knowledge, with an emphasis on continuous learning, adaptation and creativity in problem solving and service development. You can complete this certificate in as little as one year or take up to seven years.

You do not have to be working toward the Management and Leadership certificate to take any of these courses. Online courses are not currently available.

You can complete this certificate in as little as one year or take up to seven years.

Required Courses

Fundamentals of Management

  • Dates: May 13 to 15, 2020 from 9 a.m. to 4 p.m.
  • Cost: $450
  • Instructor: Jan Varner, MBA, CTDP
  • Hours: 18

Great managers, whether managing in human services or elsewhere, make it look easy. It is not.

This module will focus on the importance of being an "intentional" manager, being explicit about all that one does as a manager.

Theories, paradigms, styles and strategic approaches of managing within the specific context of nonprofit human services will be explored. Some of the topics of discussion will include:

  • The Social Sector: Good to Great
  • you, your role and the organization
  • organizational culture, structure and processes
  • peak performance and your accountability to create it
  • power and influence
  • organizational and community capacity building elements and your role
  • analyzing an issue of importance to you and creating an action plan

Pre-Workshop Assignments

Participants are to think of a situation, challenge or issue they would like to address and strategize with colleagues throughout the workshop. Several online self-assessments will be completed. Details to follow upon registration.

Resource Development

  • Dates: Feb. 12 and 13, 2020 from 9 a.m. to 4 p.m.
  • Cost: $330
  • Instructor: Nancy Bird, BA, MA (Leadership)
  • Hours: 12

This workshop is focused on resource development (fundraising). Participants will gain competence in understanding the basic fundamental approaches to fundraising for not-for-profits. Complexities of resource development in non-profit organizations will be addressed. In addition to a focus on generating revenues from diverse sources – government, philanthropic and entrepreneurial – the role of managers and leaders related to risk, stewardship and implementation of fundraising plans will be covered.

Learning Objectives

Participants in this workshop can expect to:

  • Recognize the relationship between successful resource development and strong leadership, vision, and strategic plans.
  • Recognize the relationship between demonstrated outcomes and resource development.
  • Identify diverse sources of revenue – government and philanthropic, as well as entrepreneurial.
  • Gain insight into differential strategies for approaching various funders.
  • Improve skills in writing grant proposals.
  • Evaluate the role of special fundraising events.
  • Identify the role of risk analysis in resource development planning and activities.
  • Understand the unique role of managers and leaders in organizational resource development.

Human Resource Management

  • Dates: Nov. 19 and 20, 2019 from 9 a.m. to 4 p.m.
  • Cost: $330
  • Instructor: Amy Beamer, CHRL
  • Hours: 12

This two-day day workshop is devoted to covering all the major areas of human resources for non-profit managers, supervisors and leaders. This will be an interactive and practical session covering the basics of each topic area below:

  • strategic versus operational HR strategy
  • HR planning and culture, mission, goals
  • job descriptions/analysis
  • effective recruitment strategies and practices
  • human rights and basic HR laws, Bill 148 implications
  • effective performance management, discipline practices and termination basics
  • effective compensation plans and practices
  • employment contracts and letters of offer
  • benefits, pension overview
  • AODA, health and safety/WSIB, mental health in the workplace, workplace violence
  • onboarding and orientation and professional development
  • importance of policies, record keeping and documentation
  • current issues in HR – different generations, workplace harassment, marijuana

Program Development and Project Management

This workshop offers an overview of the key components and activities associated with program development and project management. Practical application is emphasized and, as such, participants will be expected to work in small groups to develop an agreed upon program and project management plan. Day one of the workshop focuses on program development within a logic model framework and days two and three are focused on project management. Participants interested in learning about project management at an introductory level will benefit from this workshop. It is not designed for individuals who have extensive project management experience. Participants will be exposed to all relevant phases of program development and project management, current trends and expectations of funders.

Learning Objectives

At the conclusion of the workshop the participants will understand:

  • Program development and planning cycles.
  • How programs are tied to the organization’s mission.
  • How planning teams and project management teams are developed.
  • The value and importance of engaging community partners.
  • Documentation requirements.
  • How to establish clear program direction, goals and objectives.
  • How to establish project parameters, task allocations, time estimates and required resources.
  • Key elements of project control including establishing milestones and means of communication.
  • How to establish indicators of success for outcome evaluation purposes.

To maximize relevance, participants are encouraged to bring examples of programs they have developed or projects they have managed and/or programs to be developed and current/future projects.

Electives

You must also take a minimum of two elective courses.

Accepting and Adapting to Organizational Change in a Disruptive Environment

  • Dates: Sept. 23 and 24, 2019 from 9 a.m. to 4 p.m.
  • Cost: $330
  • Instructor: David Pell, MSC
  • Hours: 12

Successful organizations in the human services sector can adapt to the continuous demand for change. To be successful, staff and management need to develop the specific communication, decision-making and planning skills required when working in an environment dominated by uncertainties and disruption. This two-day course will improve participants' understanding of the influences of change and how to work effectively in a disruptive environment. The course will address four strategic questions:

  • What are the participant’s experience with the uncertainties and disruption affecting human service organizations?
  • What future disruptions will have the most impact?
  • How do the uncertainties and disruption impact organization performance, staff well-being and the people served by the organization?
  • What skills and practices must staff and managers adopt if their organization is to succeed?

Participants will develop an awareness of their personal capacity to manage uncertainties, perform at a high level and maintain a healthy work-life balance. Discussions, case studies and skill development exercises will be used to introduce effective work-place practices, leadership and tools for strategic planning and executing successful organization change.

The course is valuable for anyone who wants their organization to be resilient, effective and successful.

Program Evaluation

People who run programs and organizations in the public sector are not normally accountants but they do need to have a good basic understanding of how financial management works. In the same way, managers who are not professional researchers can benefit from a solid understanding of how program evaluation works. The tools of the program evaluation trade can be useful in a variety of surprising ways. Anyone who wants to make more strategic use of data when planning or making other decisions is, in a way, doing informal program evaluation.

This two-day workshop on program evaluation is organized around simple, practical steps involved in conceiving, designing and implementing an evaluation project. It is designed for managers who are responsible for initiating and overseeing evaluation projects with limited resources, but it is also an excellent introduction for someone who expects program evaluation to be a more central component of their work. We will focus on clarifying theories of change, developing evaluation questions, identifying indicators for measurement, designing data collection tools, using data strategically for planning and decision-making and communicating results in a persuasive way. We will also discuss how different evaluation approaches, such as developmental evaluation, may be appropriate in your work when traditional program evaluation doesn’t seem like a good fit.

Clinical Supervision

The focus of this program is on clinical supervision and mentoring to develop staff effectiveness, confidence, accountability and professional growth in providing clinical social work/psychotherapy with individuals, couples and families. The integration of supervision theory with supervision practice issues is emphasized. It includes a review of roles and responsibilities of supervisors, and various models of supervision. Emphasis is also directed towards ‘Safe and Effective Use of Self” and ethical practice guidelines.

Learning Objectives

  • Identify useful strategies to structure supervision, identify and solve problems and implement supervisory interventions through a range of supervision practices (e.g. direct observation, videotaped work and case review).
  • Review clinical supervision theory and best practices in supervision.
  • Refine sensitivity to issues of diversity and contextual variables, such as race, culture, gender, sexual identity and economics, as these may affect dynamics of power and privilege in the social worker/therapist-client and supervisor-therapist-client systems.
  • Explore the legal and ethical issues of supervision and mentoring.
  • Review the philosophical assumptions and pragmatic implications (e.g. contracts, structuring supervision, problem-solving, supervisory interventions, etc.) of clinical supervision.

Community Consultation and Needs Assessment

Whether you are starting up something new or working to keep an established project relevant and sustainable, it is no longer sufficient to show that you have good intentions or a new program idea. In today’s nonprofit environment, it is important to be able to show that your plans respond to the issues that matter most to the people you serve, the residents of your community, your partners and your funders. This workshop will help you that better.

Community consultation and needs assessment help you understand your community, and they can also set the stage for good strategic planning. They are very helpful for proposal development and for marketing campaigns. There are many models for consulting with the community. Where should you start and how far should you go? Should you begin by pulling together local statistics? Consult the research literature? When, how and who should you talk with in the community? How do you make sense of what you learn and what you hear? This workshop will focus on an approach that is based on the idea that a healthy organization is always looking outside itself in order to set its direction.

You will have a hands-on experience of what this approach looks and feels like. In this workshop, you will be encouraged to reach beyond your usual contacts and sources of information in order to develop a deeper and more well-rounded understanding of your community. The workshop will include an overview of the Harwood Institute’s approach to community engagement. We will talk about how to interpret the information that you gather, and what to do with the answers once you get them. We will offer suggestions on how to incorporate the knowledge you gather through community consultations to reframe your needs assessment work so that your planning and program proposals have greater relevancy and impact for communities and funders.

Leadership Coaching: Guiding Conversations Towards Transformation

Leadership coaching is an excellent way to help manage tough conversations, to think strategically and perhaps, most importantly, to enhance personal emotional intelligence. This workshop is designed for those who come alongside leaders to encourage and support their growth. Attention will be given to common leadership dilemmas, coaching strategies, and a vision for coaching that both supports and challenges would-be leaders in a variety of contexts.

Managing Conflict with Confidence and Compassion

This engaging workshop invites participants to examine the dynamics involved in conflict within the workplace, and the elements that contribute to its entrenchment, management or resolution. Through the use of case studies, conversation and reflection this workshop offers practical tools and skills to address conflict in productive ways with compassion and confidence.

Moving Beyond Good Intentions: Building Equity Initiatives that Stick in Organizations

In two days, you will know how to move forward on your organization’s equity journey. Whether you are at the beginning, or deep into it, this session will prepare you with skills for going to the next level. The core topics we focus on are:

  • Doing an equity assessment and building an action plan.
  • Creating a data system that identifies the current state and progress forward.
  • Recruitment, hiring and retention.
  • Equity leadership and partnerships.
  • Early thoughts about building culturally responsive services.

Participants will leave with practical skills and resources, including worksheets to help you implement many of the practices we develop in this course.

We will do an assessment of participants prior to the event so that the training can be customized to your needs. It will involve reflecting on your own place of work, or wherever you intend to advance racial equity.

Please note this is not an anti-racism training. We will presume that you enter with a belief about the importance of addressing racism as it exists in organizations and more broadly in society.

Contact Us:

Lynne Jordan, Coordinator, Professional Development

E: ljordan@wlu.ca
T: 519.884.0710 x5265

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