ALEAD 2.0 Program

A need for leaders…

The healthcare landscape is changing dramatically for providers across the country.  Consequently, the health system is faced with challenges well beyond patient care, including mergers and acquisitions; cost savings initiatives and infrastructure changes.  Therefore, there is an increased need for engaged, proactive and innovative leaders.  As the system continues to grow, leaders are being relied upon more than ever to ensure that the needs of the organization are not only met, but also exceeded.

Leadership development is essential to accomplishing the health system's goals and maintaining the highest level of effectiveness and employee engagement.  In response to the continued changing landscape, ALEAD has been redesigned, leading to the new competency-based ALEAD 2.0 Program. In June 2014, ALEAD 2.0 launched as a competency-based curriculum designed to develop the skills and knowledge among current and emerging healthcare leaders that will ensure a talent pipeline for organizational effectiveness and sustainability while providing opportunities to apply these skills and knowledge within an organizational context.

What is ALEAD?

ALEAD 2.0 is a leadership development program designed to foster skills and knowledge among current healthcare leaders, ensuring a talent pipeline for organizational effectiveness and sustainability.  The program was developed using the Northwell Health leadership competency model, as well as learning needs identified by the various components of our workforce; staff members, front-line leaders, and our executive leaders.

Why ALEAD?

The ALEAD 2.0 Program will produce leaders who:

  • Motivate, inspire and coach employees to promote their development goals and achieve organizational results.
  • Create an environment of shared accountability, collaboration, teamwork, and trust both within the team and between teams.
  • Create a vision for team members while effectively leading through situations involving conflict in an ever changing environment.
  • Build relationships through accurately perceiving and managing emotions allowing for the influence of others in order to gain buy-in and navigate organizational structure to achieve business goals.

Who is ALEAD for?

The intended participants should be leaders of people/teams (rather than individuals who do not have direct reports); leaders who are not afforded the opportunity to participate in any other formal leadership development training; and leaders who are willing and able to make the time commitment to complete the program.  The program is comprised of mandatory coursework and attendance at various sessions and events.

Program components

Educational Blocks

ALEAD 2.0 is a program that includes 12 essential leadership content areas organized into 4 educational blocks.  Each of the 4 blocks contains pre-work and eLearning modules followed by an interactive in-person application session.  All pre-work is delivered through interactive eLearning modules, articles, videos, and activities.  The in-person session provides the learner the opportunity to apply the knowledge and skills attained in the assignments and online modules.  These application activities include simulation, case-based discussion, small group activity, role-play and team-based learning.

ALEAD’s blended learning approach uses Northwell Health’s learning management system (iLearn) to host online learning and interactive classroom education for a rich, multidimensional learning experience.

Adaptive Leadership Challenge

In order to link theory and practice, the program begins with each leader identifying their own Adaptive Leadership Challenge.  An Adaptive Leadership Challenge is a practical framework that helps an individual leader identify an area in which they need to adapt and thrive within their work environment.  Adaptive Leadership Challenges require the leader to explore changes in the organization/department’s values, beliefs, roles, relationships, and approaches to work.  Through thought-provoking questions, reflection, and application, participants have the opportunity to apply the skills and knowledge learned throughout the program to their specific challenge in order to work towards a resolution.

Pre-work

Each application session is preceded by pre-work which includes a mixture of articles, videos, and interactive modules.

In addition to these assignments, self-assessments are used as baseline measures which provide participants in-depth information about personal characteristics that affect their leadership style and decision-making.  There are 3 self-assessments administered within the program; the Myers-Briggs Type Inventory (personality type), the Thomas-Kilmann Instrument (conflict style), and the Emotional Intelligence (EQ) assessment.

Application Sessions

The 4 in-person application sessions provide participants an opportunity to apply what they have learned from their pre-work in a highly interactive setting comprised of their peers and program facilitators.

Application Session 1:  Teamwork, Trust and Leading through Conflict

  • Participants learn how personality and conflict preferences impact teamwork and trust and how to effectively lead through times of conflict.

Application Session 2:  Building Your EQ to Improve Communication and Coaching

  • Participants learn the necessary skills to becoming a successful coach by understanding the importance of emotional intelligence in the workplace and how to effectively manage emotions.

Application Session 3:  Maximizing Performance through Engagement, Influence, and Accountability

  • Participants learn strategies and leadership behaviors to better motivate and influence the workplace as well as how to create a culture of accountability.

Application Session 4:  Using Vision and Innovation to Develop our Organizational Culture

  • Participants learn the key drivers leading change in the healthcare landscape and the impact leadership culture, structure and communication have on achieving organizational goals.  Additionally, participants learn the core behaviors associated with creating a vision and how to create a work environment that enhances innovation.

Events

Senior Leadership Keynote Event

  • Participants are offered the opportunity to attend a Senior Leadership Keynote Event.  This event is held once during the semester and gives participants the chance to network with one another, as well as to hear directly from the organization’s senior leaders on the priorities and future vision of Northwell Health.

Knowledge Exchange

  • Upon completion of the program, participants attend an in-person report out at CLI on their Adaptive Leadership Challenge.  Participants will explain how they utilized the skills from the program to address their specific challenge.  By sharing these experiences, participants will have a broader understanding of the various ways the knowledge and skills gained in the program can be applied to different leadership challenges across the Health System.  The knowledge exchange event creates an environment of learning, collaboration and innovation.

Program Timeline for the Next ALEAD 2.0 Cohort

  • Nomination Period:  October & November 2015
  • Notification of Selection:  December 2015
  • Program Kickoff:  January 2016

Frequently asked questions

General FAQs

What is the purpose of the ALEAD program?
ALEAD 2.0 is a leadership development program designed to foster skills and knowledge among current healthcare leaders, ensuring a talent pipeline for organizational effectiveness and sustainability.  The program was developed using Northwell Health leadership competency model, as well as learning needs identified by the various components of our workforce; staff members, front-line leaders, and our executive leaders.

What do I do if I’m interested in participating in the ALEAD program?
Please speak with your manager as potential ALEAD participants are accepted on a nomination-basis only.  Managers must submit a nomination form on behalf of their employee.

Where can my manager access a nomination form?
Managers will be sent a communication from HR Site Leaders with the nomination form attached or they can reach out directly to CLI or Talent Management.

How long is the ALEAD program?
ALEAD is a yearlong program that includes 12 essential leadership content areas organized into 4 educational blocks.

What is the time commitment of the ALEAD program?
Participants must be able to commit time to completing all course pre-work and attending in-person application sessions and events throughout the duration of the program.  For a detailed approximation of the program’s overall time commitment, please click here.  Managers and participants should discuss this time commitment prior to the start of the program and its potential impact on the participant’s current work and responsibilities.

How do I know if I’ve been accepted into the ALEAD program?
New ALEAD participants will receive a welcome email within 2 weeks of the start of the semester.  In addition to the welcome email, nominating managers will be notified of employees who were selected and not selected for the program.  Please check with your manager at the conclusion of the selection period.

If I wasn’t accepted for this cohort, what do I do?
Your manager will be asked to submit an updated nomination form and submit it before the deadline for the next semester’s selection period.

Can I enroll in ALEAD courses if I am not a program participant?
No.  ALEAD courses are for program participants only.

FAQs for Managers

How do I identify if my employee is qualified for the ALEAD program?
The intended participants should be leaders of people/teams (rather than individuals who do not have direct reports); leaders who are not afforded the opportunity to participate in any other formal leadership development training; and leaders who are willing and able to make the time commitment to complete the program.  The program is a year long and is comprised of mandatory coursework and attendance at various sessions and events.

How do I nominate my employee?
HR Site Leaders will reach out to you to request nominations.  You must complete the ALEAD nomination form and submit it to your HR Site Leader in order to have your employee considered for the ALEAD program.

What happens if my employee is not accepted into the ALEAD program?
You may nominate your employee again for consideration in next semester’s ALEAD cohort.

How can I become more involved with my employee’s development in the ALEAD program?
You will be invited to attend an engagement session at the start of the ALEAD semester where you will be provided with an overview of the program and an understanding of the work and opportunities that lie ahead for your employee.  You should plan on meeting with your employee prior to the start of the program for a discussion regarding their developmental goals.  You will also receive relevant course information, such as articles and presentations, after each application session that their employee attends.  You are encouraged to review this information and incorporate it into conversations with your employee in order to reinforce the material and further their development.  We ask that you provide ongoing feedback, support, and create opportunities to allow further application of learning.

Will I be made aware of my employee’s ongoing status in the ALEAD program?
Yes, you and your HR Business Partner will receive a status report 1 week prior to the start of each application session.  These reports will identify those employees in jeopardy of being removed from the program (e.g., due to incomplete application session pre-work, etc.).  It is recommended that you follow up with these employees.

If my employee was cancelled from the program, do I have to nominate them again?
Yes, you must nominate your employee again in order for them to receive consideration as a potential ALEAD participant.  Additionally, please consider why you nominated your employee originally and determine if the ALEAD program is still an appropriate fit.

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