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The Aspiring Leader Development Program (ALDP) serves as a foundational development program for aspiring leaders; learn about eligibility requirements and the enrollment process here.
Sustain NPSNext Step 4: Act on commitments and establish ongoing updates A plan is only as good as its execution. Sustaining your NPSNext vision will mean building structures and processes that let your staff check in, keep each other honest, and celebrate success. How can you make change stick? Employees’ EPAPs are a perfect place
Commit to NPSNext Step 3. Commit – Finalize and share your NPSNext strategic plan Now that you’ve had the powerful conversations with the people who work in your program or park, it’s time to distill it all down to a vision. In this phase of the process, you’ll compile and edit the shared values and
Prepare for NPSNext Step 1: Set the Planning Process into Motion Strategic planning can offer renewed focus and hope for the future – a chance to chart a new path. During uncertain times it can feel hard to set aside the time to reflect and plan. It is precisely these times, though, when intentional action
Engage with NPSNext Step 2: Engage – Tap the wisdom of all staff to chart a path for the future NPSNext invites conversation and collaboration. To effectively solve problems and leverage opportunities you need all staff to contribute. Depending on the size of your park/unit you may need to reach out beyond the planning workshop
This resource and all of its content is the product of a service-wide initiative to collaboratively update the Volunteers-In-Parks (VIP) training materials.
Use this toolkit to help host structured conversations with your team members; the conversation prompts and facilitation resources can help you create an environment of respect, inclusion, and safety.
Pulse surveys are intentionally designed to provide quick, actionable insights into the health of a park or program, hence the name ‘pulse.’
This page is designed to empower you with resources curated by a diverse group of Employee Learning & Development staff members from across the service to support you in being either a mentor, mentee, or both!
The guide is a resource and a compliment to other material from La'Wana Harris, CDE, ACC a global Global Diversity and Inclusion Consultant, Author and Executive Coach.
Creating a culture of inclusion is a continuous journey, and moving forward on this path requires ongoing evaluation, reflection, and courageous action.
The COMMIT Self-Assessment is designed to help you determine your strengths and weaknesses around Diversity, Inclusion, and Equity.
A more holistic examination of our shared history can help us better integrate knowledge into a new way of being and interacting together. Use these resources to learn more.
Interested in the GOAL Academy? This article provides an overview of GOAL Academy eligibility requirements and enrollment procedures.
Learn more about the enrollment criteria and how to apply to the GOAL Academy program.
The Workplace Satisfaction Project shares a menu of diverse morale building resources that employees at any level can use to improve their workplace.
Forging our Future presentation providing some clarity around informal learning and how to asses whether informal learning is right for your organization
Learn in this article that great leaders embody six critical behaviors that make their leadership remarkably effective and stand out among other leaders.
Workplace accountability is possible. But how? In this Freedom at Work Talks video, Garry Ridge, CEO of the WD-40 company, shares his secret.
Interested in the GOAL Academy program? Read some of the feedback GOALies and their colleagues and supervisors are saying about the program.
Use these resources to help carry the lessons covered in the Civil Treatment for Leaders course into your workplace and put what you learned into practice.
This resource provides policy and training opportunities for everyone, whether you are new to telework or a seasoned pro.
Feeling stuck finding a solution? Maybe the problem isn’t solving the problem but rather defining it. Learn how to reframe your problem in this article by author Thomas Wedell-Wedellsborg.
The GOAL Academy encompasses an impressive 16 of the 28 leadership competencies within 5 of the 6 Executive Core Qualifications (ECQ). Learn which 16 here.
The Mentorship Pilot Program was created by a team of FLP 2019 grads and is being piloted to the Future Leader class of 2019 cohort.