Leadership

People grouped around a table discussing papers laid out

At the University of Alberta, we lead with purpose. We are relentless in our quest to build a better future by realising the potential of people and ideas.

Our leadership programs help employees from across the University become radically intentional about how they:

Leadership framework diagram

A Venn diagram with four intersecting circles. In the centre is a group of behaviours.

Beginning in the centre is the question, "How do I lead?"

Surrounding that question are:

  • Collaboration
  • Change Agency
  • Risk Taking
  • Inclusion
  • Disruption

The four main circles read:

  • Who am I as a leader?
  • Who am I leading?
  • What am I leading through?
  • What am I leading toward and why?

Intersecting "Who am I as a leader?" and "Who am I leading?" is "Relationships."

Intersecting "Who am I leading" and "What am I leading through?" is "Motivation."

Intersecting "What am I leading through?" and "What am I leading toward and why?" is "Vision."

Intersecting "What am I leading toward and why?" and "Who am I as a leader?" is "Values."

Our leadership programs help employees from across the University become radically intentional about how they:

  • Relate to themselves and others, and build enduring relationships of trust
  • Understand their context and its impact on the people they serve and work with
  • Imagine and realize future possibilities
  • Honor personal and institutional values

Our programs also build capacity in:

  • Collaboration
  • Change-agency
  • Risk-taking
  • Disruption
  • Inclusion

Why these areas? Find out more about our program framework in leadership in a time of change and complexity.

Leadership at all levels

As organizations seek to reimagine the future, do more with less and retain talent, leadership isn’t about a role or position or something you’re given. Leadership is a choice. It’s a verb, not a noun.  We can choose to lead from any position. We can also choose not to lead despite having a position of great authority. Leadership development, therefore, needs to extend to employees at all levels.

Whether you are an individual contributor, a senior executive or somewhere in between, if you are committed to engaging others in the exploration and treading of better paths, we have leadership training for you!

Illustration of knots on a string

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Leading laterallyFor individual contributors and aspiring managers.

Personal leadership, lateral and upward influence, preparation for group leadership.

Leading othersFor entry- and mid-level managers.

Personal leadership and group leadership.

Leading leadersFor senior-level managers.

Personal leadership, group leadership and systems leadership.

Leading scholarsFor Chairs, Deans and other academic administrators.

Personal leadership, group leadership and systems leadership.

* Programs are streamed according to an employee’s level of authority to ensure that the applied components are relevant to participants’ day-to-day realities and homework can be carried out in a meaningful way.

Leadership and management: What’s the difference?

Put succinctly, good management produces “order and consistency,” and good leadership produces “change and movement” (Northouse, 2022, p.12). Both are important, but the mindset and skill set behind management and leadership are different, which is why we train in these areas differently.

This table has headers. The first column XXX, and the second column XXX.
Management Leadership
  • Deals with the here and now
  • Organizes, designs, plans work
  • Develops and evolves processes
  • Supports and monitors performance
  • Develops roles and responsibilities
  • Forward looking
  • Creates a vision
  • Disrupts and pivots
  • Inspires, energizes and empowers
  • Co-creates team culture

Explore our management training.

SOURCE: Northouse, P.G. (2022). Leadership: Theory and practice (8th ed). Sage Publications, Inc.