Leadership Development

“Leadership can be learned. In fact, it must be learned.”

Brian McDonald, President, MOR

MOR Associates offers a proven approach to building leaders that combines feedback, individual development goals, one-on-one coaching, workshop instruction, and applied learning. Thousands of leaders from public, private, and non-profit organizations have realized significant, lasting benefits from our programs, and their organizations have benefited from the improved ability of these leaders to deliver results.

MOR's Core Leadership Curriculum

Leadership can, and should, come from anywhere in the organization. For that to happen, people need to understand what leadership is and why it matters, they need to be able to recognize good leadership when they see it, and they need to experience exercising leadership for themselves. In a nutshell, that is what MOR leadership programs accomplish.

Our programs have four parallel tracks:

  • Workshops
  • Applied Learning
  • Individual Development
  • Building Leadership Community

Leadership Program Varieties

MOR's leadership programs come in a variety of forms. The differences between them revolve around three factors:

Career Level

  • Individual Contributors
  • Managers
  • Directors
  • Senior Leaders

Organizational Reach

  • Functional Area (just IT, just Finance, etc.)
  • Across the Organization (multiple functional areas learning together)

Location

  • On Site (single organization)
  • Multi-Organization (small groups from participating organizations form a program cohort)

The table below illustrates how these factors shape our three main program offerings. We also offer on site workshops and programs to target specific needs.

Key Differences Among Our Three Main Programs

The MOR Leaders Program

The MOR Leader Program is our most popular program. It features the full spectrum of our leadership curriculum.

Though the great majority of participants are managers and directors, organizations occasionally enroll senior leaders or high potential individual contributors. As the table indicates, the program is delivered at individual organizations or at multiple organizations that choose to collaborate by sending small groups to the program.

Examples of MOR leadership programs for individual organizations would include Leadership @ Stanford, Leadership @ Penn and MIT's Leader-To-Leader Program.

An example of a multi-organization MOR Leadership Program would be the MOR IT Leaders Program.

The Advanced Leaders Program

Besides being tuned to the needs of senior leaders, the Advanced Leaders Program is distinguished by always being a multi-organization, cross-organizational program. Unlike the MOR Leadership Program, in which participants work on case studies based on past events, case studies in the advanced program are always based on real problems that the participants are working on. Another notable difference is that participating organizations typically enroll entire teams, whereas participants enrolled in our other programs are often the sole representatives of their work groups.

The Emerging Leaders Program

The Emerging Leaders Program is geared toward individual contributors, technical leads, and front line managers who don't have direct reports, or, if they do, only one or two. It provides the same overview of leadership that our other programs do, but it focuses a bit less on higher level leadership competencies, like strategic thinking and public communications, and focuses more on foundational skills, such as facilitating meetings and influencing without authority.

We Don’t Just Develop Leaders, We Build Leadership Communities

The MOR leadership program experience is designed to be a potent force for building leadership communities in sponsoring organizations. Participants leave with a shared understanding of what leadership means, they acquire shared leadership skills, and they develop lasting personal and professional connections. The spirit of collaboration that is unleashed leaves participants hungering for more, and they often use their newly expanded networks to advance the work of the organization.

 

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