GWALA Program Highlights

Fellows engage in a series of sessions to build key competencies. The tentative schedule is as follows (each session 9:00am - 1:00pm):
1. Vision and Values (9/9/22)
2. Quality Decision Making (10/14/22)
3. Conflict Management (11/18/22)
4. Effective Communication (12/9/22) 
5. Emotional Intelligence (1/13/23)
6. Faculty Development (2/3/23)
7. Staff Engagement (3/10/23)

The program also offers additional leadership development opportunities such as:

 - Hearing from a cross section of GW senior leaders
 - Individual and group project mentoring
 - Networking with colleagues across the campus
 - Executive coaching, feedback and insights from a 360 multi-rater feedback tool and/or the Myers Briggs Type Indicator (MBTI) Personal Impact Report

 

 

GWALA Nomination Process

GWALA Logo

We are now recruiting for the third GWALA cohort.

Eligibility requires a minimum of five years of professional experience in a university setting, one reference, and an interest in serving in an academic leadership position at GW.

The ideal candidate is a leader in a lab, school or academic unit and/or a faculty member in a position to lead a project or team.  

There are two ways to submit a nomination:

  1. Faculty may submit a self-nomination form.

  2. GW leaders may submit a candidate nomination form.

Nominations close on August 19, 2022.

Selection decisions will be based forming a diverse cohort of fellows from across GW. As needed, based on the number of nominiations we receive, we will factor in interest and need to prioritize.

If you have questions or would like more information, send an email to the program facilitator. 

To learn more, view the Cohort II roster, and hear about the first cohort, visit the GWALA overview page.

 

 

For Your Reflection: Select Leadership Articles

How to Lead From Anyplace in the Faculty Ranks

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Keys to Cultivating Emotional Intelligence as a Department Chair

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What It Takes to Be an Administrative Leader in the Academy

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10 Small Steps for Department Chairs to Foster Inclusion

In times of crisis, it becomes more important than ever, as stress can cause well-intentioned leaders to resort to bias and exclusion, write Ethel L. Mickey, Ember Skye Kanelee and Joya Misra.

How Leaders Can Signal Inclusivity Through Their Actions

As leaders look to improve workplace culture and make it more inclusive, it’s critical that they recognize that what they signal through their actions, whether consciously or unconsciously, plays a significant role in shaping culture. Explore three steps leaders can take to ensure they get it right and create a more equitable, inclusive workplace for all.