This website hosts the University Leadership Training (ULT) course for Purdue University engineers. Please keep pace with the class and do not jump ahead to maximize learning effectiveness. The intent is to focus on one or two themes/concepts each week per session so that learnings can properly be practiced/retained. We will learn new skills, identify personal gaps and generate ideas for you to work on developing each week. Bring your ideas and questions to each session. Your internships and other work experiences will often be used as examples throughout our discussion. This is not a webinar; please plan to keep your video on during each coaching session and be actively engaged so you can get the most out of the course and prepare to be a successful leader! Engagement, participation, and discussion are key elements of this program. I’ll use a lot of breakout rooms so you can get to know each other a little better, and have discussion in a smaller group before sharing your ideas with the larger group and for my feedback.

Disclaimer – weekly agendas and material will likely be updated through the duration of the course.

Week 1:

Instructor and Student Introductions, Course Overview, and ULC House Rules
Introductions – Breakout Room 1 – Each Student to take about 2 minutes
- Where do you live? What room are you taking this training from? What is your undergraduate and post grad degree? What’s a fun or interesting fact about you to remember you by?
Overview of course format and semester schedule
10 Min BREAK
Website overview, usernames and passwords
Discuss scheduling 1:1 career discussion sessions
Breakout Room 2 – Each Student to take about 2 minutes
- “Why.” Why do you personally want to be a leader?
Key Leadership Traits
- Breakout Room 3 – Each Student to take about 2-3 minutes
  - Which leadership traits do you feel you need to work on and why? Feel free to add others that aren’t listed.
Career and Leadership Quotes and Book Recommendations
Forbes Career and Leadership Article Features/Insights
Homework: Come prepared to next week for the following group discussion.
- Pick a favorite motivational leadership quote that resonates with you. Why did it specifically speak to you? Do you have any favorite leadership books you can share insights on with the class?
- Which of the Forbes Career and Leadership Article Features did you find interesting and why?
- Watch the short videos linked in the Week 2 Content under “Influencing” and “Performance Management and Employee Development.”
  - What does influencing others mean to you? What sorts of things motivate and inspire you at work? What attributes of previous bosses do you like and dislike? What sort of leader do you want to be known as? Where are your personal opportunities for improvement?
  - What ways do you think as a leader you can help employees to develop and perform well in their jobs?
  - What (1) positive ways and what (2) negative ways have you seen/experienced a leader influencing others, and have you seen a leader handling Performance Management and Employee Development?
- I suggest writing down your thoughts in order to be prepared for next week’s class.

Week 2:

Week 2 reminder of the House Rules.
Schedule 1:1 coaching sessions.
Any issues with the website or materials access?
Reflect on last week’s material.
Type into the chat what you want to get out of the class today.
Leadership Quotes and Books from Homework:
- Week 2 Breakout Room 1 – Each Student to take about 3 minutes
  - Which quote(s) linked from last week specifically spoke to you, and why? Do you have any favorite leadership books you can share insights on with the class?
  - Which of the Forbes Career and Leadership Article Features linked from last week did you find interesting and why?
Influencing – Watch video
- Week 2 Breakout Room 2 – Each student to take approximately 2-4 minutes
  - What sorts of things motivate and inspire you at work?
  - What attributes of previous bosses do you like and dislike?
  - How do you personally build trust with others?
  - Have you completed a 360 degree survey in the past? If so, what did you learn?
10 Min BREAK
Take about 5 minutes to read this Forbes article including 15 Effective Ways To Gain More Influence In Your Space from my fellow Forbes Coaches Council and I, and type one key insight (excluding mine) in the chat.
Performance Management and Employee Development
- Week 3 Breakout Room 1 – Each student to take approximately 3-4 minutes
  - What is one goal that you have been given in the past that was not SMART (Specific, Measurable, Achievable, Relevant, Time-based), and was hard to achieve because it was not well-defined?
  - Think of a particularly good or bad review that you’ve been given in the past and share that experience.
- Take about 5 minutes to read this Forbes article including 15 Ways Leaders Can Guide Lower-Performing Players To Find Their A-Game from my fellow Forbes Coaches Council and I, and type one key insight (excluding mine) in the chat.
Think of one key takeaway for you from the class today and type it into the chat.
Homework: Come prepared to next week for the following group discussion.
- Watch the short videos linked in the Week 3 Content under “Managing Conflict” and “Leading Without Authority.”
- What situations in the past have you seen that leaders have either handled conflict very well or very poorly? Have you seen managers intentionally avoid conflict, only making things worse? What awkward conflict situations have you encountered at work? What situations have you see where emotions took over a conflict instead of the individuals or leader addressing it logically?
- What have you tried in order to get coworkers or peers who do not work directly for you to accomplish tasks that you need done?
- I suggest writing down your thoughts in order to be prepared for next week’s class.

Week 3:

Reflect on last week’s material.
Managing Conflict – Watch Video
- Week 3 Breakout Room 2 – Take a minute or two to collect your thoughts for the questions below, and then each student to take approximately 3-4 minutes responding to the breakout group.
  - Name one situation in the past you have seen that leaders have either handled conflict very well or very poorly.
  - Have you seen managers intentionally avoid conflict, only making things worse? If so, how?
  - What awkward conflict situations have you encountered at work?
  - What situations have you see where emotions took over a conflict instead of the individuals or leader addressing it logically?
- Take about 5 minutes to read this Forbes article, How To Prevent Workplace Conflict From Impacting Your Team from my fellow Forbes Coaches Council and I, and type one key insight (excluding mine) in the chat.
10 Min BREAK
Leading Without Authority – Watch Video
- Week 3 Breakout Room 3 – Each student to take approximately 2 minutes.
  - What have you tried in order to get coworkers or peers (who do not work directly for you) to accomplish tasks that you need done?
Leading Without Authority Zoom Whiteboard Activity – Post one quality or attribute (in one or two words) that is unique to someone’s personality who leads without a formal position of authority.
In order to transition into leadership, you often first need to show leadership attributes in your individual contributor roles and convey to HR/Leadership that you’re interested in moving into leadership.
- Are you able to communicate well with others?
- Are you able to motivate others?
- Can you influence others to prioritize what you need done and accomplish your tasks?
- It’s all about your skills to influence in the end!
Homework: Come prepared to next week for the following group discussion.
- Watch the short video linked in the Week 4 Content under “Communicating with Impact.”
- For next week, bring a list of communication skills that you have, and where you think you have further development needed.
- Take this Personality Test and bring the results for next week. Explore some of the information on the site about your personality type.
- Bring a list of challenges that you see with leading student organizations.
- I suggest writing down your thoughts in order to be prepared for next week’s class.
In closing, think of one key takeaway for you from the class today and type it into the chat.

Week 4:

Reflect on last week’s material.
Discuss Student Organization Leadership
- How to lead and influence student organizations
10 Min BREAK
Communicating with Impact – Watch Video
- Week 4 Breakout Room 2 – Each student to take approximately 2-3 minutes.
  - When talking with people, do you find yourself formulating a response instead of actively listening to what they have to say?
  - Have you thought about your body language when you communicate (facial expression – positive/negative, arms crossed – closed/frustration, eye contact – engaged or distracted, fidgeting – showing lack of interest or nerves)? What habits do you have?
  - What ways do you like to be communicated with (in person, phone call, text message, email)?
- Zoom Poll:
  - Do you feel it is better to communicate less and let people come to you with questions, or communicate more at the risk of burdening with overcommunication? Yes/no?
- Zoom Poll:
  - Have you ever recorded yourself doing a presentation? Yes/no?
Homework: Come prepared to next week for the following group discussion.
- Watch the short video linked in the Week 5 Content under “Developing Interviewing Skills and Hiring the Right Talent.”
- Bring a list of skills you feel are important for interviewing candidates. How do you identify the right one? What metrics would you use? I suggest writing down your thoughts in order to be prepared for next week’s class.
In closing, think of one key takeaway for you from the class today and type it into the chat.

Week 5:

Reflect on last week’s material.
Continue Communicating with Impact Module:
- Discussion on MBTI Personality Test results. It offers suggestions of various communication challenges that each personality type might have. It reflects personal preferences for directing and receiving energy (Extravert or Introvert), absorbing information (Sensing or Intuition), making decisions (Thinking or Feeling), and interpreting the world (Judging or Perceiving). This results in 16 unique personality types. To highlight the intent, it’s about understanding preferences, not right and wrong, and it’s not about knowledge, skills or abilities.
  - Professor to read through each personality type high-level description from the website.
  - Enter your personality type results into the chat. Any duplicates?
  - Breakout Room – Each student take a couple of minutes to first collect your thoughts and then discuss the following (2-3 minutes for each student to share):
    - Share your 4-letter personality type from the Test Results.
    - What one or two personality traits do you particularly feel match your personality? Any that you feel don’t?
    - After reading the results of your personality type, what ways do you see that your personality type could conflict with others?
  - Communication Conflict video (between T and F)
  - Let’s focus on communication styles given on how important it is for leaders.
    - Breakout Room – Each student to first read the page listed below, collect your thoughts, and then discuss the following (2-3 minutes for each student to share):
      - Go to the personality test website, select your personality type from the “16 Types” menu at the top, click on “Communication Skills” in the menu on the right hand side of the screen. Take 5-10 minutes to read this page, then discuss two key learnings with the breakout group regarding the communication preferences of your personality type.
      - This type of analysis can help to identify “blind spots.” With the larger group, share any prospective “blind spots” in your communication style.
    - From the website, show the various typical Career Choices, Learning Styles, Communication Skills, Behaviors Under Stress. It can even be used as a for relationships (entering information for both party).
10 Min BREAK
Developing Interviewing Skills and Hiring the Right Talent – Watch Video
- Breakout room followed by group discussion – Each student to take approximately 2 minutes.
  - Have you been to an interview where the person performing the interview did not reflect well on the company, or did not seem prepared? Elaborate.
  - Name a couple of personality traits would you look for when hiring an employee and why. Give an example of an open-ended question you would ask to gauge these traits for an interview candidate.
- Name one thing you can NOT ask in an interview and type it in the chat.
- My experience –
  - Hire the right personality, who you want to work with.
  - However, people tend to lean towards those with similar personalities and backgrounds, consider you also want diversity of experience in your team to avoid an overly-narrow ingenuity level.
  - Internships and contract roles are a great opportunity to learn about prospective new hires.
- Go through example open-ended situational/behavioral questions from my interview prep guide (Section 6 on the Career Development Page).
- Bad Interview example
  - What went wrong? Type your answer in the chat.
Homework: Come prepared to next week for the following group discussion.
- Watch the short video linked in the Week 6 Content under “Leading Generations.”
- What are the various generations you’re familiar with and what are some attributes of those generations? I suggest writing down your thoughts in order to be prepared for next week’s class.
- Watch the short video linked in the Week 6 Content under “Emotional Intelligence.”
- What is “emotional intelligence” to you? I suggest writing down your thoughts in order to be prepared for next week’s class.
- Take this Emotional Intelligence Test and bring your results to next week’s class.
In closing, think of one key takeaway for you from the class today and type it into the chat.

Week 6:

Checkpoint – how are things going with the class? Anything else you’d like for me to include or do differently?
Reflect on last week’s material
Leading Generations – Watch
- What generation are you in? Type this into the chat. I’m a Millennial.
- Breakout rooms followed by group discussion.
  - What differences have you noticed about generations in your workplace, and in particular how they’re motivated or what’s important to them at work? Provide specific examples of individual situations.
- Watch Generation gap video 2.
- However, consider that these are generalizations that are helpful to understand different personalities. There are always exceptions – Don’t Put People In Boxes Video.
- What is the first generalization that comes to your mind when you think of generational differences? Type this into the chat.
To close out “Leading Generations” take 5 minutes to read this Harvard Business Review article on How to Manage a Multi-Generational Team and type one key takeaway you have from the article into the chat.
10 Min BREAK
Emotional Intelligence – Watch Video.
- Breakout room followed by group discussion – Each student to take approximately 2 minutes.
  - Have you had an experience with a manager that didn’t understand how you feel (maybe a situation where you were unsupported, unappreciated, frustrated, etc)?
  - Give an example of one emotional intelligence skill that you plan to work on, and how you plan to improve it.
  - Scenario 1: An employee has been off his game lately. Showing up for work a little late, taking more time off than usual, and seems tired at work. What is an emotionally intelligent manager response to this scenario? Type your answer in the chat.
    - - A) Let the employee know that if he doesn’t get it together, he may be fired.
      - B) Check in on the employee to ask what’s going on and see how you can help.
      - C) Fire the underperforming employee.
      - D) Call the employee out in front of his peers so he stops showing up late.
  - Scenario 2: During a team project meeting, a team member suggests an unconventional approach that differs from the leader’s initial plan. The leader notices resistance from other team members. How can the leader best demonstrate emotional intelligence in this situation? Type your answer in the chat.
    - - A) Immediately dismissing the suggestion and reasserting their original plan to maintain control over the project.
      - B) Criticizing the team member for suggesting ideas that deviate from the established plan, emphasizing the need for conformity.
      - C) Encouraging open discussion and exploring the merits of the suggested approach, while also addressing any concerns raised by other team members.
      - D) Silencing the discussion and making a unilateral decision to avoid conflict and ensure adherence to the established plan.
  - Scenario 3: During a team meeting, a member expresses frustration with their workload, stating that they feel overwhelmed by the current tasks. How can the team leader best demonstrate emotional intelligence in responding to this situation? Type your answer in the chat.
    - - A) Dismissing the team member’s concerns, emphasizing the importance of meeting deadlines and completing tasks regardless of personal feelings.
      - B) Offering immediate solutions without fully understanding the root cause of the team member’s frustration.
      - C) Assigning additional tasks to the team member to ensure that all work is completed on schedule, regardless of their current workload.
      - D) Listening empathetically to the team member’s concerns, validating their feelings, and working collaboratively to identify potential solutions or adjustments to workload.
    - Watch Emotional (un)Intelligence video. Type one thing in the chat the manger said or did that was an emotionally unintelligent.
Review EQ Test results (note that there are much more elaborate tests out there with detailed results and suggestions). Group discussion.
- - - Take 5 minutes to review the article below the EQ test. Which category do you see as an opportunity for improvement and in what way?
      - Self-awareness
      - Self-regulation
      - Motivation
      - Empathy
      - Social skills
Homework: Come prepared to next week for the following group discussion.
- Watch the short video linked in the Week 7 Content under “Diversity and Inclusion,” and, at a minimum, the first 15 minutes of the linked YouTube video on “Boeing’s Most Significant Culture Change Effort Ever.”
- What does Diversity and Inclusion Mean to you? How does diversity and inclusion improve a company?
- Take several of these Unconscious Bias Tests and record your results to share. At a minimum, take the gender and race related unconscious bias tests.
- I suggest writing down your thoughts in order to be prepared for next week’s class.
In closing, think of one key takeaway for you from the class today and type it into the chat.

Week 7:

Reflect on last week’s material.
Diversity and Inclusion – Watch
- Had you thought about diversity as diversity of backgrounds, perspectives, personalities?
- Breakout rooms followed by group discussion –
  - What have you seen in your workplace to promote diversity and inclusion, to get to know and respect each other so that the team can work well together?
  - How have you seen having a diverse and/or inclusive environment being helpful in the workplace?
Watch Video on the Difference Between Diversity and Inclusion.
Read this Forbes article on 20 Key Diversity Factors Businesses Often Overlook (But Shouldn’t). Type one key learning into the chat.
D&I Scenario: Your company is in the process of hiring for a new senior management position. As part of the hiring process, the company is committed to promoting diversity and inclusion and wants to ensure that candidates from underrepresented groups are given equal consideration. However, the hiring committee is struggling to balance the desire for diversity with the need to find the most qualified candidate for the role. As a member of the hiring committee, how do you approach this dilemma?
- A) Prioritize interviewing and hiring the candidate with the strongest qualifications and experience, regardless of their demographic background, to ensure the best fit for the role.
- B) Implement a quota system where a certain percentage of candidates interviewed must come from underrepresented groups, regardless of any qualifications, to ensure diversity in the candidate pool.
- C) Advocate for actively recruiting candidates from underrepresented groups by reaching out to diverse professional networks, attending diversity-focused job fairs, and partnering with organizations that support diversity in the industry in order to gain a representative diverse pool of candidates.
- D) Only consider black female candidates for the role, given this will ensure diversity in leadership.
10 Min BREAK
Watch D&I Perspective video.
Unconscious Bias Tests from Homework:
- Breakout rooms – Review unconscious bias test results. These are not always comfortable to talk about, though please share openly. It’s not about pointing out something wrong, everyone has their own blinders and experience, it’s about identifying and understanding these.
  - What tests did you take?
  - What reactions/learnings do you have from the results/insights?
D&I Scenario: You are a team leader in a company that prides itself on fostering diversity and inclusion in the workplace. One of your team members, Maria, approaches you with a concern. She feels that during team meetings, her ideas are often overlooked or dismissed, while those of her male colleagues receive more attention. As a leader committed to fostering diversity and inclusion, how do you address this situation?
- A) Brush off Maria’s concerns, given she may be overreacting or misunderstanding the situation and hope it resolves itself over time.
- B) Arrange a one-on-one meeting with Maria to discuss her concerns further and gather specific examples of instances where she felt her ideas were disregarded.
- C) Confront Maria’s male colleagues directly during the next team meeting, pointing out instances where they may have inadvertently overlooked Maria’s contributions.
- D) Acknowledge Maria’s concerns but advise her to adapt to the existing team dynamics rather than expecting them to change.
- E) Suggest that Maria takes on more assertive communication techniques to ensure her ideas receive the attention they deserve in team meetings.

Breakout rooms to discuss Boeing’s Most Significant Culture Change Effort Ever video (after watching the first 15 minutes of the video). Pick one member of your team to collect the ideas from your breakout to share with the larger group.
- What did you pick up on why people weren’t speaking up at Boeing?
- What were they doing to correct the cultural issue?
Homework: Come prepared to next week for the following group discussion.
- Watch the short videos linked in the Week 8 Content under “Organizational Skills” and “Managing Stress.”
- What are you doing to manage your schedule and remember things on your worklist (digital calendar, paper calendar, digital reminders, planner, sticky notes, etc)? How would you keep track of what you’ve tasked employees to work on and their deadlines?
- Take the following two stress tests that will score your level of stress. Answer the questions honestly to get the best representation. Take notes on the questions that you answered as stressors that have occurred recently, or occur frequently in your life so that we can discuss on the calls. I’m less interested in the stress score, and more interested in discussing ways to mitigate the things that are causing stress in your life.
  - Test 1
  - Test 2
- I suggest writing down your thoughts in order to be prepared for next week’s class.
In closing, think of one key takeaway for you from the class today and type it into the chat.

Week 8:

Reflect on last week’s material.
Organizational Skills – Watch
- Breakout rooms followed by group discussion:
  - What are you doing to manage your schedule and remember things on your worklist (digital calendar, paper calendar, digital reminders, planner, sticky notes, etc)?
  - How would you keep track of what you’ve tasked employees or team members to work on and their deadlines?
  - Do you struggle with letting go of controlling things and delegating (because nobody can do it as well as you can)? How do/would you approach delegating tasks/work?
Watch The 6 Habits of Highly Organized People.
- Pick one thing from the video to share with the group that you can work on.
- Ensure to schedule time to take a step back from the busy day-to-day and get organized.
“6S” is a common organization methodology in industry – Sort, Set in order, Shine, Standardize, Sustain, and Safety.
10 Min BREAK
Organization Scenario: You are a project manager overseeing a complex project with multiple deadlines, tasks, and stakeholders involved. Several team members are struggling to keep up with their workload and deadlines, leading to delays and inefficiencies in project progress. As a manager dedicated to improving organizational skills within your team, how do you address this situation? Type your answer(s) into the chat.

A) Hold off on addressing it and assume that team members will eventually improve their organizational skills on their own as they gain more experience over time.

B) Conduct individual meetings with each team member to assess their current organizational methods and identify areas for improvement, offering personalized guidance and support.

C) Implement a time management software tool or project management system to help team members prioritize tasks, track progress, and manage deadlines more effectively.

D) Constantly stay on top of employees, dictating all aspects of their work to ensure they stay on schedule.

E) Identify those employees who are underperforming and use them as examples for the team on what not to do and how to improve.

F) Assign a mentorship program where more experienced team members can mentor newer team members on effective organizational strategies and techniques.

G) Hold regular team meetings to discuss project timelines, milestones, and task assignments, ensuring that everyone is on the same page and aware of their responsibilities.

H) Implement a rewards system where team members who consistently demonstrate strong organizational skills and meet deadlines receive recognition and incentives.

Watch 10 Proven Benefits of an Organized Life.
Read the following Forbes article on the Top Six Organizational Skills For The Workplace. Type one area you feel you can work on and why in the chat.
Managing Stress – Watch
- Breakout rooms followed by group discussion –
  - Do you find you ACTIVELY take care of yourself first or often focus on others and other things?
  - Do you review your calendar the day before? The morning of? Or not in advance at all?
Discuss Stress Test Results from homework. I’m less interested in the stress score, and more interested in discussing ways to mitigate the things that are causing stress in your life.
- Where are your key stressors in life? What ideas do you have to mitigate these?

Homework: Come prepared to next week for the following group discussion.
- Watch the short video linked in the Week 9 Content under “Managing Up.”
- How have you communicated with your leadership in the past? Have you asked what their preferred mode of communication is and what they want to hear about? Have you networked further with leadership than just your direct manager?
- I suggest writing down your thoughts in order to be prepared for next week’s class.
In closing, think of one key takeaway for you from the class today and type it into the chat.

Week 9:

Reflect on last week’s material.
Complete Managing Stress module
- Stress management scenario: As a manager in a fast-paced corporate environment, you’ve noticed that several members of your team are exhibiting signs of stress and burnout. Deadlines are tight, workloads are heavy, and the pressure to perform is intense. As a leader committed to employee well-being, which of the following would you consider? Type your answers (can be more than 1) in the chat.

A) Ignore the signs of stress and assume that it’s a normal part of the job, focusing instead on meeting deadlines and achieving targets because this is paramount.

B) Organize a team meeting to openly discuss the issue of stress and burnout, encouraging team members to share their experiences and concerns in a supportive environment.

C) Implement a mandatory yoga or meditation session for all team members to help them relax and reduce stress levels during the workday.

D) Assign a designated “stress-buster” day each month where team members can take a break from work-related tasks and participate in fun and relaxing activities together.

E) Offer training sessions on stress management techniques, such as time management, prioritization, and effective communication, to equip team members with the tools they need to cope with stress more effectively.

F) Encourage flexible working arrangements, such as telecommuting or flexible hours, to give team members more control over their work schedules and help them achieve a better work-life balance.

Group discussion. Managing stress effectively is essential for maintaining mental and physical well-being. Here are some ideas to help you manage stress. Take 5 minutes to read through them and pick one or two of these (or another stress management idea you have) to share with the group that you could work on and explain why:

Identify Stressors: Recognize what triggers your stress. It could be work, relationships, financial concerns, or health issues. Identifying these stressors is the first step in managing them effectively.
Practice Mindfulness and Meditation: Mindfulness and meditation techniques can help you stay grounded and present, reducing anxiety and stress. Take time each day to practice deep breathing, meditation, or mindfulness exercises.
Exercise Regularly: Physical activity is a powerful stress reliever. Exercise releases endorphins, which are natural mood lifters. Find an activity you enjoy, whether it’s yoga, jogging, dancing, or swimming, and incorporate it into your routine.
Maintain a Healthy Lifestyle: Eat a balanced diet, get enough sleep, and avoid excessive caffeine and alcohol. A healthy lifestyle can improve your resilience to stress and enhance your overall well-being.
Set Boundaries: Learn to say no to things that overwhelm you. Set boundaries with work, social obligations, and other commitments to prevent burnout and maintain balance in your life.
Connect with Others: Social support is crucial for managing stress. Reach out to friends, family members, or support groups for emotional support and encouragement.
Prioritize Tasks: Break tasks into smaller, manageable steps and prioritize them based on importance and urgency. This can prevent feeling overwhelmed and help you focus on one thing at a time.
Take Breaks: Allow yourself breaks throughout the day to rest and recharge. Even short breaks can help reduce stress and improve productivity.
Seek Professional Help: If stress becomes overwhelming or persistent, consider seeking help from a therapist or counselor. They can provide support, guidance, and coping strategies tailored to your specific needs.
Engage in Hobbies: Spend time doing activities you enjoy, whether it’s painting, gardening, playing music, or reading. Engaging in hobbies can provide a much-needed break from stress and help you relax and unwind.
Practice Gratitude: Take time each day to focus on the things you’re grateful for. Keeping a gratitude journal or simply reflecting on positive aspects of your life can shift your perspective and reduce stress.

Remember that managing stress is a personal journey, and it may take some trial and error to find what works best for you. Be patient with yourself and prioritize self-care as you navigate through stressful periods.

Managing up – Watch Video
- Breakout rooms followed by group discussion.
  - How do you communicate with your leadership?
  - Have you asked what their preferred mode of communication is and what they want to hear about? If so, what has that been for your prior or current manager?
  - Have you networked further with leadership than just your manager?
10 Min BREAK
Scenario: You’ve noticed that your workload has significantly increased, and you’re struggling to manage your tasks effectively. You want to approach your boss to discuss this issue and find a solution. Which approach would you consider taking? Type your answer in the chat.

A) Schedule a formal meeting with your boss to discuss your workload concerns and propose potential solutions, such as delegating tasks or reorganizing priorities.

B) Send an email outlining your workload challenges.

C) Casually mention your workload concerns to your boss during a team meeting or informal conversation and ask for their advice on how to handle the situation.

D) Take proactive steps to address your workload issues by delegating to others, even the tasks her or she specifically expected you to handle yourself.

AI has become very relevant today. Read this Forbes article on 12 ChatGPT Prompts To Learn How To Manage Up In 2024. Test out one of the ChatGPT prompts you’re interested in and let’s discuss your selection and results as a group. When you’re ready, type “ready” in the chat.
Take 5 minutes to read this Forbes article regarding communicating up to manage your career: 3 Ways To Get Noticed By Senior Management. When you’re done, type “ready” in the chat. Brief discussion led by professor:
- Make your boss look good.
- Promote yourself – you are the best promotor of your own career.
- Make sure to communicate your career interests to leadership and HR.
Watch video: 10 Great Tips to Manage Your Manager.
Homework: Come prepared to next week for the following group discussion.
- Watch the short videos linked in the Week 10 Content under “Manager Feedback” and “Leading Change.”
- Have you asked for feedback from coworkers or employees? How do you think they might best open up to provide honest and constructive feedback?
- For changes that you’ve seen through your career, what was done particularly well or poorly when implementing the change? Was communication sufficient? Were the benefits or reason behind the change explained?
- I suggest writing down your thoughts in order to be prepared for next week’s class.
In closing, think of one key takeaway for you from the class today and type it into the chat.

Week 10:

Reflect on last week’s material.
Manager Feedback – Watch Video
- Breakout rooms followed by group discussion.
  - Have you asked for feedback from coworkers or employees on your performance and ways you could improve?
  - How do you think employees might best open up to provide honest and constructive feedback?
  - What improvement performance ideas have you been given in the past?
- Take 5 minutes to read this Forbes Council article on 16 Strategies to Gain Honest Feedback from Employees. Pick one that stood out to you and let’s discuss as a group. Type “Ready” in the chat when you’re ready to share.
10 Min BREAK
- Watch video on Receiving Feedback from Employees and your Manager. Professor to reflect on key messages.
Leading Change – Watch Video
- Breakout rooms followed by group discussion.
  - For changes that you’ve seen through your career, what was done particularly well or poorly when implementing the change?
  - Was communication sufficient?
  - Were the benefits or reason behind the change well-explained? Can you share any examples of well-executed changes or ones that were particularly not done well?
- Take 5 minutes to read this Forbes article on Leading with Empathy in Times of Change. Type one reflection/learning in the chat.
- Watch Simon Sinek video on how to Navigate and Embrace Change. Professor to reflect on key messages.
Homework: Come prepared to next week for the following group discussion.
- Watch the short video linked in the Week 11 Content “Leadership in Safety” and “Psychological Safety.”
  - What is important to you regarding leadership in safety?
  - How have you seen elements of psychological safety in your workplace? Any examples of poor psychological safety you’ve experienced? Come prepared to next week for discussion with a description of what you believe your leadership approach for safety to be.
In closing, think of one key takeaway for you from the class today and type it into the chat.

Week 11:

Reflect on last week’s material.
Watch Safety Opening Video.
Leadership in Safety – Watch Video
- Breakout Rooms to discuss the following:
  - What national or international safety standards have you used so far either at school or work (i.e. OSHA, ISO, etc)? How did you use them?
  - Have you performed any work in the past to mitigate or prevent safety risks through a HAZOP, FMEA, or updating safety documentation/procedures? If so, please elaborate.
  - Have you been involved in any safety audits? If so, please elaborate.
- Watch the Bhopal, India Incident Overview Video – a well-renowned historical safety incident often used to show the importance of process safety and learn from prior mistakes.
10 Min BREAK
- Watch the CSB Reflections on Bhopal After Thirty Years video.
  - Professor to explain one of the common safety leadership challenges and decision points – balancing safety and cost constraints.
  - Pull up a recent Chemical Safety Board (CSB) incident report.
  - Watch a recent CSB video.
    - Write down what went wrong and let’s discuss as a group after the video.
  - Explain the difference between process safety and personnel safety.
- Safety scenario question – Which of the following is NOT a recommended practice to ensure workplace safety? Type your answer into the chat.

A) Wearing appropriate personal protective equipment (PPE)

B) Regularly inspecting and maintaining equipment

C) Saving time and money by skipping some minor safety protocols

D) Participating in safety training programs

- Safety scenario question – Which of the following is an example of proper ergonomics in the workplace? Type your answer into the chat.

A) Using a chair with proper lumbar support

B) Lifting heavy objects without bending the knees

C) Working at a desk without breaks for extended periods

D) Ignoring posture while seated for long durations

- Safety scenario question – Which of the following actions contributes to preventing slips, trips, and falls in the workplace? Type your answer into the chat.

A) Placing obstacles and equipment in walkways for easy access

B) Ignoring spills and leaving them for others to clean up later

C) Using caution signs to indicate wet or slippery floors

D) Storing boxes and supplies in stairwells for temporary convenience

- Review unsafe photo examples.
- Review how we put ourselves at risk – driving and texting. How important is making that communication versus the impact if things go wrong?

Homework: Come prepared to next week for the following group discussion.
- Watch the short video linked in the Week 12 Content “Ethical Leadership and Social Responsibility.”
- What does Ethical Leadership mean to you? What about social responsibility?
- Watch the short video linked in the Week 12 Content under “Creating an Environment for Success.”
- How would you describe your leadership style? Come prepared to next week for discussion with a description or some high-level points of what you intend your leadership style to be, and also what you plan to work on following this course.
- Bring ideas for course feedback: at least 1 opportunity for improvement or something to add, and one thing you liked about the course.
In closing, think of one key takeaway for you from the class today and type it into the chat.

Week 12:

Reflect on last week’s material.
Psychological Safety – Watch Video
- - Breakout rooms to discuss the following:
    - How have you seen elements of psychological safety in your workplace? Any examples of poor psychological safety you’ve experienced? Reflect on a time when you felt particularly safe or unsafe expressing your ideas in a team. How did it affect your contribution and the team’s overall performance?
    - How can engineering teams balance the need for rapid innovation with the need to maintain a psychologically safe environment?
  - Read 15 Ways Senior Leaders Can Help Teams Feel Safe Being Open and Honest. Pick one key insight to share with the group and type “ready” in the chat when you’re ready.
  - Psychological safety question (type your answer into the chat) – At a team meeting, one of the team members, Sarah, suggests an alternative approach to a project. However, when she finishes speaking, the team leader, Alex, doesn’t necessarily agree with her suggestion. What action could Alex take to promote psychological safety in this situation?

A) Moving forward without Sarah’s suggestion to maintain efficiency in the meeting.

B) Asking Sarah to explain her idea in more detail to clarify its feasibility.

C) Interrupting Sarah to express disagreement with her idea.

D) Letting the group know that you don’t want other suggested alternative approaches so that they can get through the project meeting.

- Psychological safety question (type your answer into the chat) – During a team brainstorming session, John suggests a new approach to streamline the workflow. However, his idea receives immediate criticism from several team members. John becomes quiet and withdraws from the discussion. What action can the team leader take to foster psychological safety in this scenario?

A) Encouraging John to defend his idea vigorously against criticism.

B) Thanking John for his contribution and moving on to the next agenda item.

C) Addressing the criticism by highlighting the positive aspects of John’s suggestion.

D) Assigning John a different task to avoid further conflict within the team.

- Watch Simon Sinek’s Guide to Cultivating Psychological Safety at Work.
10 Min BREAK
Ethical Leadership and Social Responsibility – Watch Video
- Public examples of poor decisions: Boeing 757 safety issues and resulting accidents, Volkswagen emissions scandal, Purdue Pharma OxyContin addiction epidemic.
- Breakout rooms to discuss the following:
  - Give an example of an ethical decision either you’ve experienced or that you’ve seen another leader experience. How was it handled?
  - Have you experienced unethical behavior behavior at school or at work? What about something that goes against social responsibility. If so, please share.
  - How has your work or school work in the past included aspects of social responsibility in the job or work tasks?
- Read this Forbes Coaches Council article on 15 Challenges Companies Face In Striving To Excel Ethically. Pick one that stands out to you to share with the group and type “ready” in the chat when you’re ready to share.
- Leadership Ethics Question (type your answer in the chat) – The CEO of a pharmaceutical company is considering whether to release a new drug to market. The drug has shown promising results in clinical trials but has some potentially serious side effects that were not fully disclosed in the trial reports. The marketing team is eager to launch the drug to capitalize on its potential profits. What should the CEO prioritize when making the decision about releasing the new drug to market?

A) Maximizing profits for the company and shareholders.

B) Ensuring full transparency about the potential side effects of the drug.

C) Speeding up the release process to beat competitors to market.

D) Consulting with the marketing team to determine the best advertising strategy.

Semester review – What we’ve accomplished:
- Key Leadership Traits
- Influencing
- Performance Management and Employee Development
- Managing Conflict
- Leading Without Authority
- Student Organization Leadership
- Communicating with Impact
- Developing Interviewing Skills and Hiring the Right Talent
- Leading Generations
- Emotional Intelligence
- Diversity and Inclusion
- Organization Skills
- Managing Stress
- Managing Up
- Manager Feedback
- Leading Change
- Leadership in Safety
- Psychological Safety
- Ethical Leadership and Social Responsibility
Creating an Environment for Success – Watch
Develop leadership action plan:
- What are the top 3 focuses you will work on/act on going forward to develop your leadership skills?
What feedback do you have for me?
You will have access to this course going forward if you want to come back to review any subjects.
Cheers to your success!

Leadership Course Completion:

After completion of the Career and Leadership Accelerator™ course, add the course to your LinkedIn profile under the title “Leadership Accelerator Course” and Issuing Organization of “OLT- Career and Leadership Coaching for Engineers.”

University Leadership Training – Purdue – Summer 2024