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The purpose of The Leadership Academy is to enhance and further develop leadership throughout the educational industry. The Leadership Academy provides opportunities for professionals to increase their awareness of industry issues, to learn the skills necessary to handle today's changes, and to discover the leadership potential within each of us.

The Leadership Academy has been developed for, and focuses on, the educational institution's administrative professionals. These include: facilities staff, buyers/purchasing agents, business/finance professionals, and auxiliary services professionals. The program is designed in levels, with each level emphasizing a different perspective and type of leadership skill.

The four levels that comprise the Leadership Academy are:
Level I: Individual Effectiveness Skills

This program helps your institution achieve sustained superior results by focusing on making individuals and leaders more effective. The most successful teams and organizations are led and driven by the character, strengths, and talents of their individual members. Developing that strength of character and releasing individual potential is an inside-out process. This level helps participants explore their values and highest priorities, increase productivity by staying focused on those priorities, improve leadership skills and trust-based relationships, and achieve a healthy work/life balance. Participants will discover that the pursuit of effectiveness will have enduring positive impacts on both their personal and professional lives. This level includes a 360-degree benchmark providing participants with feedback from managers, peers, and direct reports and clear indicators of their top strengths as well as areas to target for improvement.

Skills Learned
  • Learn an approach to embracing more effective paradigms which will trigger individual change and better habits, yielding more productive behaviors and results.
  • Focus energy on what you can change and take responsibility and have accountability for your choices in life.
  • Define vision and values, set measurable team and personal goals, align goals to priorities, and obtain desired outcomes.
  • Focus on important activities and execute strategic mission-related goals through the use of effective planning and scheduling tools.
  • Develop personal trustworthiness in the pursuit of long-term, high-trust relationships and collaborative teams.
  • Listen with the intent to understand others as the first step in communicating viewpoints effectively and defusing highly emotional conflicts.
  • Leverage diversity and value differences as the keys to collaborative decision-making and effective problem solving.
  • Pursue life balance, continuous improvement, and life-long learning.
  • Establish valuable, lasting professional relationships with your fellow participants.
Introduction to APPA
Introduction to APPA’s Leadership Academy
Class introductions
Introduction to Individual Effectiveness Skills


Paradigms and Principles of Effectiveness
Private Victory: Habit 1: Be Proactive
Private Victory: Habit 2: Begin With the End in Mind
Private Victory: Habit 3: Put First Things First
Private Victory to Public Victory
Public Victory: Habit 4: Think Win-Win
Public Victory: Habit 4: Think Win-Win
Public Victory: Habit 5: Seek First to Understand, Then to Be Understood
Public Victory: Habit 5
Public Victory: Habit 6: Synergize
Habit 7: Sharpen the Saw
Wrap-up and Closing


Level II: Interpersonal Effectiveness Skills

Effective managers use interpersonal and team skills to motivate, communicate, and inspire those around them. This Level focuses on understanding the dynamics of working together, successful ways to handle conflicts, and processes that can be used to support successful team efforts. Level II will help you hone the skills needed to make you not only an effective leader, but also an effective manager.

Skills Learned
  • Increase awareness and knowledge of how to use the MBTI to enhance your communication.
  • Understand how to negotiate a group process and monitor its implementation.
  • Learn methods for effectively managing conflict.
  • Master strategies for handling and communicating with difficult people.
  • Determine when teamwork is appropriate and beneficial.
  • Discover specific processes for successful involvement of all team members.
Level III: Managerial Effectiveness Skills

In this level, participants develop and strengthen leadership skills while learning basic principles for organizational and managerial effectiveness. Attendees experience a dynamic learning environment utilizing engaging discussion groups, learning games, discovery exercises, synergy, and project collaboration. The content of this program complements and builds upon the individual skills learned in Level I and the interpersonal skills developed in Level II.

Skills Learned
  • Expand leadership skills while learning principles for organizational and managerial efficacy.
  • The most effective way to determine a team's purpose and the job to be done.
  • How to align the four essential systems that drive success
    • Execution
    • Talent
    • Core Work Processes
    • Customer Feedback
  • The proven process for creating a strategic link between the work of the team and the goals of the organization.
  • How to connect the work of the team to the organization's economic model.
  • Achieve greater understanding of the "business" of Facilities Management.
  • Increase leadership abilities while learning culture change tactics.
Level IV: Organizational Effectiveness Skills - A Seat The Table

One of the main objectives of the Leadership Academy is to build leadership skills into the whole organization. As we prepare and demonstrate leadership from all employees, our influence and trust will increase within our institutions. The skills we have to change and develop organizations will require us to be at the institutional decision table helping to guide and manage the assets of the institution. Level IV prepares you with the organizational skills needed to sit at the table to provide excellent learning environments.


The opening of the program will allow for the introduction of each participant while sharing of the current institutional and facilities management challenges. During this segment of the program organization of Cohort teams is established. Each team will create a name, choose a leader, a spokes person and a scribe. A review of the week-at-a-glance occurs as well as discussion of session goals and a review of previous level participation as participant questions are answered.

TCO – Total Cost of Ownership

This segment of the program will present the principles of TCO as well as examples of how these principles save time and money while increasing over-all performance. Discussions with case studies will be reviewed, sharing of results and examples of where TCO has been successful in educational workplaces demonstrating organizational impact. Cohort activities will be integrated into this area of learning.

Organizational Culture

During a 4-hour workshop format participants will be facilitated in programming by an individual who has studied the important role culture plays in the workplace. Discussion will occur around such topical questions as:

1. How do you as a member of a bigger organization impact the culture?
2. How is culture changed?
3. What about the culture of the future?
4. How do you evaluate culture and recognize it for what it is?

FMEP – Facility Management Evaluation Program

Organizational leadership excellence is the purpose of the FMEP session. Contained in the FMEP leadership tool is the leadership code for achievement of successful facilities management.

During this session participants will learn the elements of the FMEP. This includes the seven major sections and why each is important to achieve a comprehensive and integrated organizational assessment. A learning conversation will be facilitated for each of the seven major sections of the FMEP with dialogue on each section about the leader’s personal proficiency required for success.

A power-hour exercise will allow participants to perform a self-evaluation utilizing the FMEP criteria. This will provide first-hand experience in using the FMEP instrument. Each participant will do a self-assessment of their facilities organizational strengths and areas of opportunity for improvement. Results of each participant’s self-assessment will be discussed with Cohorts. The results of this will provide participants with an outline of targeted opportunities for improvement for their FM organization. Cohorts will collaboratively work on possible solutions and actions that could be taken when they return to their campus to address areas of opportunity for improvement.

Gaining Approval - Developing a Win Strategy

During a 4-hour workshop format participants will be facilitated in programming that will share the techniques and experiences in making winning situations Cohort groups will engage in activities that explore the various strategies that can be applied in real-life encounters. Discussion will occur around such topical questions as:

1. What is a Win-Win agreement look like in the real world?
2. Who needs to win?
3. How does this strategy help find a seat at the decision table?
4. Why it is it critical today?

Getting the most out of APPA’s FPI Survey and Report Tool

APPA’s Facilities Performance Indicators Survey and Report is a powerful tool for the facilities professional to use for understanding the larger campus asset realities, especially vital in our current economic environment. The session will focus on the online tool and provide an orientation to the layout, structure, and general methodology of both the survey and report. Key topics and concepts such as why it is important to participate in the survey, how to move from benchmarking to performance measurement, what support and resources are available to the participant, and how to interpret, analyze, and present your key metric report findings will be discussed. This session will also include examples of how this reporting tool is used on participant campuses.

CFaR and BOK – Center for Facility Research and Body of Knowledge

Two critical parts of growth and progression as a leader is the conduct of rigorous research for new and innovative ideas for the facilities profession. This session will explain the 4 core areas for APPA research and why these four core areas are emphasized. The kinds of research and the required steps for how it is submitted will be reviewed. Participants will also be exposed to the Body of Knowledge (BOK) which is the collected wisdom, experience, processes, and facts that both inform the profession and provide a solid foundation from which continuous improvements and innovative change can occur. Cohort groups will work on a research topic together.

Credentialing – EFP and CEFP

This session will provide a thorough review into APPA's fully developed credentialing program. The credentialing program is structured into two separate and distinct levels. The Educational Facilities Professional (EFP) levelhas been designed for the individual who hasrecentlybeen involved withan educational environment forfive years or less. The EFP offers a preparation manual and class to help participants understand the curriculum and prepare for the examination. The second tier of credentialingis the Certified Educational Facilities Professional (CEFP) which is considered desirable for those who are, and thoseseeking to become, higher levelmanagers and administrators. The CEFP participants have been in the profession with at least seven years of work experience. The curriculum and criteria for the CEFP is designed to blend theory with the practical experience component.Both theEFP and CEFP require examinations for qualification. This program segment will provide an in-depth review of the CEFP study guide and will challenge participants to review a facilities related case study, with the completion of a mini CEFP-type examination. This exposure to the credentialing program is critical to educational institutions that wish to expand theircapacity, knowledge and experiencethroughprofessional development.

Each level builds on one another, therefore you must complete Level I first. Participants remain in one level throughout the week. This immersion approach is designed to foster the development of strong professional relationships among participants. Completion of each level is required prior to filing for graduation from the program.

If you have any further questions regarding registration, please contact APPA’s Professional Development Department at education@appa.org.

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