The next Leadership 2.0 program will take place August – December 2019.
Applications are now available for the upcoming program, and will be accepted on a rolling basis until the cohort is filled.
This program is sponsored by the City and County of San Francisco Department of Human Resources and the Municipal Executives Association.
Leadership 2.0 aims to develop City leaders’ mindsets and skill sets around leading change. This program will provide experienced managers with the opportunity to explore the following questions:
- What does it take to lead change strategically and effectively within the City and County of San Francisco?
- What actions do effective leaders take to move people and organizations forward with change?
- How do effective leaders engage in personal change to improve their own leadership?
Leadership 2.0 is cohort-based program that will take place over the course of four months. Leaders will participate in workshops focused on change leadership topics, and take part in various application activities, including analyzing case studies presented by City Leaders. Leaders will be organized into leadership support groups to discuss the application of course content to their own leadership context, and problem-solve leadership dilemmas together with colleagues.
Leaders who want to add a focus on personal change during the Leadership 2.0 program can opt to participate in a 360-degree feedback tool. These leaders will receive coaching support to review feedback results, select leadership areas for improvement, and develop a personal action plan.
Applicants must meet the following requirements:
- Completion of CCSF and MEA Leadership Development Program
- MEA Represented or Unrepresented Manager
- Ability to commit time away from office to complete all workshops and assignments
- Responsible for leading or co-leading a unit or department change project in 2019-20, or serving as part of a change project lead team
- Applications are now available for the upcoming program, and will be accepted on a rolling basis until the cohort is filled.
- Acceptance email will be sent: June 21, 2019.
- Applicants must be able to attend all eight sessions:
- August 20, 2019
- September 10 and 17, 2019
- October 10 and 17, 2019
- November 6 and 13, 2019
- December 5, 2019
- Download the application.
- Complete the application and change project proposal.
- Application must be signed by the applicant’s manager.
- Send application via email to: DHR.Leadership@sfgov.org starting May 1st.
- Applications will be considered in the order they are received; only complete applications will be reviewed.
- Space is limited. We are unlikely to accept every applicant in the cohort.
- Departments will be charged $600 per participant.
- The Leadership 2.0 program is valued at $3,000 per participant. Funds encumbered by the MEA/CCSF contract will help offset program costs.
The importance of departmental support for the participating leader cannot be emphasized enough. The participant’s manager will be asked to support the participant in the following ways:
- Create a plan for covering the participant’s work during the eight program session dates.
- Collaborate with the participant to identify an emerging or early-stage change project that the participant will be responsible for leading within his/her unit or department in the upcoming fiscal year.
- Meet periodically with the participant to discuss application of program content to the department change project and other department efforts.
- Celebrate the participant’s successful completion of the program at the closing graduation.
Each program workshop meets twice, so participants have time to apply key concepts to their own department change project and leadership context, and get feedback from their cohort colleagues. Below is a list of workshop topics:
Strategic Thinking & Political Astuteness
Leaders will understand how to analyze the external and internal environment, and strategically identify opportunities and challenges for effective long term planning and prioritization. Leaders will discuss strategies for affecting change, including navigating through transitions, managing upward, crossing department boundaries, and developing resiliency.
Epic Change & Transformation
Leaders will learn a methodology for managing their organization’s energy through four stages of change. Leaders will gain practical tools to evaluate, prepare for, implement, and consolidate change, and will immediately apply these tools to their own change project.
Effective decision making is critical in times of change, when multiple stressors can challenge a leader’s cognitive abilities. Leaders will learn to recognize cognitive decision making traps that can impede effective decision making, and will learn multiple decision making strategies.
Leaders will apply course content to a change project they are responsible for leading or co-leading over the course of the 2019-20 year. Leaders will have multiple opportunities to receive consulting and feedback on project plans from other leaders in the cohort.
Networking and developing peer support groups with other City leaders is an invaluable part of the Leadership 2.0 program experience for participants.
Frequently Asked Questions:
I am a manager, but I am not in MEA. Can I still attend?
The program was developed as a result of an agreement between the Municipal Executives Association and the Department of Human Resources. Funding for the program is part of the contract negotiated for MEA members. Therefore, at this time, only MEA members are eligible. (Non-represented managers, who are not represented by any union may also apply).
I have not participated in the CCSF & MEA Leadership Development Program.
Completion of the CCSF & MEA Leadership Development Program is a prerequisite for participation in the Leadership 2.0 program. Leadership 2.0 content will build upon content introduced in the first CCSF & MEA Leadership Development program. The only exception is managers who had completed the Emerging City Leaders program and are now represented by MEA can apply to participate in Leadership 2.0.
I have taken the Emerging City Leaders program. Can I still apply to be part of Leadership 2.0?
If you are currently an MEA-represented manager or a Non-represented manager, and you have completed the Emerging City Leaders program, then you are eligible to apply for Leadership 2.0. If you have completed Emerging City Leaders, but you are not currently an MEA-represented manager or Non-represented manager, then you are not able to apply to be part of Leadership 2.0 at this time.
I would love to attend, but I need to miss a part of a session. Is this OK?
Anyone applying to the program must be available to attend each session in its entirety. Attending meetings, other trainings, or taking vacations are considered unexcused absences and participants may be asked to leave the program for this type of absence. Applicants must consider whether they will be able to commit to attending all sessions before applying. Due to the interactive structure of the program and the limited number of spaces, we need to be strict about these guidelines to be fair to all applicants.
I have taken the EPIC Change and/or Decision Mojo workshop before. Since these are core workshop components in Leadership 2.0, can I still apply for this program?
Yes. In Leadership 2.0, workshops will be enhanced by a variety of application and interactive activities with cohort members. Thus, even though workshop content will be repeated in Leadership 2.0, participants will have additional opportunities to apply skills and tools from these workshops to their own department change projects, and engage in greater dialogue with peer leaders regarding workshop concepts.
I am not responsible for leading a department change project in the coming year. Can I still apply to be part of Leadership 2.0?
As a requirement for participation in the program, participants will be asked to identify an emerging or early stage change project they will be responsible for leading within their unit or department in the coming year. Participants can be part of a lead team for a change project. This change project is an immensely important component of the program, as participants will apply workshop content to planning their own change projects. The change project does not have to be large scale or department-wide; rather, it can be a meaningful change project the participant will implement with his/her own team. Participants are encouraged to consult with their manager to identify a change project. Applicants will be asked to complete a change project proposal as part of the Leadership 2.0 application.
Please contact Workforce Development at email@example.com or (415) 557-4840 for questions regarding the Leadership 2.0 program.