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Leadership Development Programs & Courses

TLS provides Leadership Development Programs that address the requirements and challenges of management and supervisory personnel at all levels. We also provide  courses that target emerging leaders, new leaders, and non-management personnel. We offer the following programs and courses (Click on the titles for additional information):



If these programs and/or courses don't meet your needs, we can design, develop and deliver training solutions that address the specific requirements of your organization.

Pathways to Successful Leadership Program


The Program

The Pathways to Successful Leadership Program is a year-long developmental program that will assist participants in the achievement of their career aspirations. Through developmental training, shadowing assignment, mentor relationships, management readings, and management interviews, participants develop their leadership skills and improve upon their existing strengths.


The Developmental Approach

Pathways to Success uses an integrated approach to the career development of federal employees. The course activities are designed to tie together program components throughout the year-long development process. This approach includes:

  • Assessments to determine Participant’s Needs

  • Experiential Learning Activities

  • Individual Development Plan (IDP)

  • Career Action Planning


The Benefits

To the Participants:

  • Objective assessment of strengths and developmental needs.

  • Increased skills level and understanding of management issues.

  • Personalized Career Action Plan.

To the Organization:

  • Increased understanding of agency’s mission and values.

  • Increased retention of high-caliber and high-potential employees.

  • Motivated, better-trained supervisors and managers creating a positive work environment.

Supervisory Leader

The Supervisory Leadership Program


Supervising people can be complex and challenging. New supervisors rapidly find that "command and control" methods don't work; neither does attempting to be everyone's friend. This five-day course is designed to take supervisors through the specific skills they need to lead a group of employees. The emphasis is on practical, real life skills that can be implemented immediately.



At the end of this training program, participants will be able to:

  • Communicate with others more effectively.

  • Resolve conflict with optimal results for all concerned.

  • Delegate so that work is completed on time and to the required standards.

  • Plan and organize work so that organizational goals are met.

  • Motivate and inspire others - even in times of crisis.


Session Plan

Day 1: Communication; capitalizing on differences (DISC); planning for difficult conversations; the role of the supervisor.

Day 2: Conflict Resolution and Mediation: 5 approaches to conflict; the steps to resolving a conflict; mediating employees' conflicts.

Day 3: Delegation - what and how to delegate; the delegation briefing; avoiding the pitfalls; After Action Reviews.

Day 4: Planning and Organizing; the planning cycle, using planning tools, personal time management; Importance/Urgency matrix; project management.

Day 5: Motivation and Leadership; what really motivates people to perform; leveraging the power of the team; what people really look for in a leader; leading in difficult situations.



This program includes personality assessments, role-play, small group discussions and experiential activities. The essions are short on lecture and long on practice, in a positive supportive atmosphere so that new behaviors can be effectively incorporated into the participant's job environment.

New Supervisor

The New Supervisor Program


Program Overview

Dealing with the many problems a new supervisor encounters isn’t easy but it doesn’t have to lead to discouragement. This three-day program is designed to help participants overcome many of the supervisory problems they will encounter in the first few weeks as a boss - whether a team leader, project manager or unit coordinator.


Learning Objectives

At the completion of this program, participants will be able to:

  • Clarify the roles and responsibilities of their new job.

  • Adjust to the new role with confidence and an assurance you can handle the position.

  • Develop your communication skills in listening, asking questions and giving feedback.

  • Develop a technique for making sure you give instructions that are clear and understood.

  • Identify some techniques to deal with employee challenges.

  • Recognize the importance of being visible and available to employees.

  • Understand the importance of developing good relationships with employees and peers.


Pre-Program Preparation

  • Online DiSC Assessment - Completing the DiSC assessment will assist participants in understanding more about their individual personalities and how they impact workplace interaction.

  • Introductory email distributed to participants.

  • DiSC assessment link distributed to participants.

  • Participants complete online assessment. - 28 questions, completed in 15-20 minutes.

  • 17-page report emailed to each participant prior to classroom training.

Federal Prep

Federal Leadership Preparation


The Leadership Development Program (LDP) is designed to provide upwardly mobile personnel (GS-10-level and above) with competencies for transition into leadership positions within the organization. The LDP enhances the skills and abilities of personnel with promotion potential, to fill vacancies as they occur. The program includes mentoring, developmental assignments, team building and knowledge management/transfer in addition to classroom training. This LDP will consist of courses on critical leadership competencies such as conflict management, accountability, organizational awareness, decisiveness, service motivation and problem solving. In addition, participants receive assessments, one-on-one coaching and individual development plans.



Within the next 3 years, many Federal Government Agencies will face the retirement of nearly 59% of their supervisors and managers. The loss of expertise and the loss of knowledge they possess are a concern for all agencies affected. This developmental and practical training program will help to fill the skill gaps by providing a diverse and well-trained leadership pool composed of employees who are proficient in the relevant skills for higher levels of responsibility. The Federal LDP will prepare personnel in GS-12 and above positions to assume higher levels of responsibility and make a successful transition into agency leadership positions.


The program is designed around the core competencies identified by OPM as critical for success in federal management positions:


Leading Change

This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment.


Leading People

This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.


Results Oriented

This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.


Business Acumen

This core qualification involves the ability to manage human, financial, and information services strategically.


Building Coalitions

This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.



Using three weeklong sessions, TLS provides classroom facilitation customized to meet the specific requirement of the Agency.



Prior to Week One of the program, participants complete a 360-degree feedback assessment. In addition, during Day One of Week One, all participants will complete the Myers Briggs Type Indicator (MBTI), a personality assessment. Additional assessments include a Mentoring Readiness Index, Political Savvy Awareness and the Leadership Effectiveness Inventory (LEI).



TLS will provide and facilitate a unique learning simulation called, Gold of the Desert Kings. Participants learn how to maximize productivity in a competitive environment through planning, teamwork, and personal vision. They contend with deadlines; a perceived lack of resources; and the pressure to “just do something” while trying to achieve team objectives. The pressures and anxiety experienced in Gold of the Desert Kings are similar to those that surface daily in a hectic work schedule.

Individual Courses

Individual Leadership Courses


The Politics of Leadership: The Unspoken Agenda

Objectives: One of the most important factors in an individual's career is their understanding of workplace politics and its impact on personal success. This interactive, energy charged course will help new and emerging leaders develop an awareness of the political environment within their organizations and how to navigate through with optimal results.


Specific Skills: At the conclusion of this training participants will be able to:

  • Understand and develop a personal style of leadership.

  • Develop a clear understanding of workplace politics.

  • Build relationships across the organization.

  • Develop strategies that make things happen.


Dimensions of Leadership

Objectives: This course encourages participants to examine leadership issues from three perspectives: self as leader; others as leaders; and the leadership needs of a given situation. Participants will discover new leadership opportunities at all levels of the organization and gain insight into creating committed followers.


Specific Skills: At the conclusion of this training participants will:

  • Discover how they want to lead.

  • Know the type of leader they want to follow


Personal Leadership - A Practical Approach for Achieving Individual and Organizational Freedom

Objectives: This course challenges participants to thrive on change and to embrace the idea that leadership must come from each of us, acting individually and/or together.


Specific Skills: At the conclusion of this training participants will be able to:

  • Create a vision – a common ground

  • Develop strategies that make things happen

  • Build trust and integrity

  • Coach and motivate for success

  • Empower others to deliver results

  • Facilitate team processes


Understanding Leadership Competencies - Creating Tomorrow's Leaders Today

Objectives: This self-evaluation course looks at the qualities and competencies that are consistently found in outstanding leaders. Discover nine competencies in hard-to-pin-down areas like passion, integrity, and humor, that lie well beyond the ordinary confines of management theory and practice—yet they contribute greatly to what we recognize as true leadership.


Specific Skills: At the conclusion of this training participants will be able to:

  • Identify and understand 9 leadership competencies

  • Understand how leadership competencies work together

  • Gain confidence of the leadership role in any situation

  • Apply leadership competencies to own personal effort

Ancillary Courses

Ancillary Leadership Courses (Click on the course titles to download outlines.)


Accountability and Productivity
Employees must understand the choices they make determine the outcomes. As an employee, you are responsible for getting work done and using your own judgment with minimum risk. Through this training you will learn a systematic approach to making sound judgments, how to focus on high priority goals, how to develop a plan to achieve your goals, and more.


Behavioral & Performance-Based Interviewing Techniques

This two-day workshop concentrates on the pre-interview preparation, developing questions and their value, the interview techniques that get specific, behavior-based examples of past performance, and the strategies that follow through on this process. In addition to the work of Tom Janz, this workshop draws from the work of Stephen Jackson, who takes the behavioral interview one step further with a twelve-step process to hiring top performers.


Change Management

Managers traditionally have had the task of contributing to the effectiveness of their organization while maintaining high morale. Today, these roles often have to be balanced with the reality of implementing changes imposed by senior management. Managers who have an understanding of the dynamics of change are better equipped to analyze the factors at play in their own particular circumstances, and to adopt practical strategies to deal with resistance. This one-day workshop will provide strategies for you and your employees to deal with change in the workplace.


Coaching - A Leadership Skill

Coach, Role Model, Counselor, Supporter, these words ring a bell? Being a coach involves being a role model, sometimes a counselor or supporter, and always a guide. Coaching is based on a partnership that involves giving both support and challenging opportunities to employees. Knowing how and when to coach is an essential skill that can benefit both you and your organization. This one-day workshop will help you become a better coach in all senses of the word.


Conducting Effective Meetings

Are you frustrated with the way meetings are going?  Do they lack focus; are there times some members of the group dominate the proceedings, and are you not always sure who should attend? Are you looking for a way to structure meetings to make them more effective yet at the same time maintain an open atmosphere? This one-day workshop not only covers the simple need of meeting structure, but includes some intervention strategies as well.


Conducting Effective Performance Reviews

Research has shown that organizations that conduct performance reviews are more successful than those who do not have a system in place. The first step in a basic system is to develop standards of performance that all employees can understand and agree to.  Setting performance objectives to aim for will give supervisors and employees a like focus, and targets to aim for. Supervisors must also learn how to coach and give feedback, both positive and negative, on a regular and timely basis so that employees can grow and develop. Defensible performance reviews are the culmination of all these activities.


Leading a Customer Focused Team

The need for leading, promoting and enhancing a customer focused culture is essential within government agencies. This workshop will help managers/ leaders create customer satisfaction in whatever business units they work within.


Developing High Performance Teams

Your success as a manager can often depend on how well your team operates.  How are their problem-solving skills? Are they enthusiastic and motivated to do their best?  Do they work well together? There have been hundreds of studies demonstrating that human beings function better and learn better in groups. If you want to develop your team leadership skills and unleash the talent of your individual team members, this workshop is a practical look at current leadership strategies that work.


Facilitation Skills

It is impossible to be part of an organization today and not attend meetings. Staff meetings, project meetings, planning and coordinating meetings—they all take time. There has been a growing realization that we have to pay attention to the “process” elements of meetings, if we want them to be effective. With its focus on asking rather than telling, and listening to build consensus, facilitation is the new leadership ideal, the core competency everybody needs. Managers and supervisors are often asked to “facilitate” rather than “instruct” or “manage” their meetings and training sessions.  How can you facilitate, rather than control, group decision-making and team interaction? With no formal training, people may find it difficult to make the transition from “instructors” to “facilitators.” This course will help you gain the skills required to become an effective facilitator.


HR for the Non-HR Manager

This is a two-day overview of human resource issues facing today's business owners, managers and human resource support staff. You do not always have the expertise to deal with the many employee relationship issues you face, and yet you will be expected to make decisions that are both effective and legal.


Learning to Delegate Effectively

Effective delegation is one of the most valuable skills you can master.  It reduces your workload and develops employee skills. Delegating prepares employees who work for you to be able to handle your responsibilities and simultaneously allows you to advance to other career opportunities within your organization. Delegation is often one of the hardest skills for a manager to master.  However, the skill can be learned. This workshop will explore many of the facets of delegation: when to delegate, and who to delegate to. We will also go through the delegation process step by step, to see where the pitfalls lay, and what we can do about getting around them.


Learning to Listen

Most people think the only message that will be heard is one of urgency. However, in today’s fast-paced world, even urgent messages may be ignored. Becoming an active listener will promote productivity and success by helping to extract important details from every message. This course will help participants become better listeners by demonstrating how listening skills build either barriers or bridges.



Mentoring is a rewarding relationship that benefits the participants and the organization. The relationship is now seen as a process of two people working together for mutual gain and enrichment based on their shared experience. This course will provide the participant with the tools to understand the unique role of mentors in today’s workplace, determine the most effective mentoring style for their situation, establish agreements to ensure a successful and rewarding relationship, and avoid behaviors that may interfere with mentee growth and development.


Motivating Your Workforce

It’s no secret.  Employees who feel they are valued and recognized for the work they do are more motivated, responsible and productive. This is a busy one-day workshop to help supervisors and managers create a more dynamic, loyal and energized workplace. This course is designed specifically to help busy managers and supervisors understand what employees want, and to give them a starting point for creating champions.


Negotiating for Results

This course teaches students the basics of negotiations. Students will learn how to identify objectives and variables, establish negotiation requirements, research the other party, determine concessions, formulate a plan for agreement, and determine the logistics of a negotiation. Course activities also cover: negotiation and facilitating communication; questions a person should ask and appropriate responses; and situations that require a specific negotiation style. Students will also learn how to gain control during negotiations, use various negotiation tactics, and deal with unethical negotiation tactics. The manual is designed for quick scanning in the classroom and filled with interactive exercises that help ensure student success.


Performance Management

A course for supervisors who wish to acquire a further understanding of the supervisory management position, to better understand themselves and others through completing and interpreting  the application of the Myers-Briggs Type Indicator, to develop their problem solving and decision making skills, and to explore performance management issues.

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