Join other supervisors for FP&M’s Lead to Succeed program sessions starting this July.
Collaborate and learn strategies for leadership in 10 different areas of focus.
Click to learn more about each session and register!
Emotional intelligence
July 23, 2026 | 9 – 11 a.m. | WARF, Room 1420
Participants will learn to describe the four components of emotional intelligence and see how they work in leadership behaviors and workplace culture. Focus on improving supervisory relationships and culture, assessing how personal emotional responses and behaviors impact team norms, and practice these skills in everyday supervisory situations.
Trust
August 4, 2026 | 9 – 11 a.m. | 21 N Park, Room 1106
Participants will describe the trust equation and learn to critically assess personal trust scores as they relate to supervisors, peers, and direct reports. See how trust dynamics impact team culture and dynamics, and apply these strategies to intentionally build trust with others.
Expectations and accountability
August 4, 2026 | 1 – 3 p.m. | 21 N Park, Room 1106
Participants will differentiate between negotiables and non-negotiables as they pertain to setting clear expectations. Learn to craft meaningful expectations that include clarity and commitment, determine appropriate mechanisms to hold accountability, and see how to follow through with these mechanisms to impact culture and create consistency.
Approachability
September 8, 2026 | 1 -3 p.m. | 21 N Park, Room 1106
This program teaches the seven characteristics of charismatic leadership. Participants will explore practices to build confidence, conviction, and connection as foundations of approachable leadership. It reframes supervisor touchpoints to emphasize positive interactions and apply strategies to increase both skill and utilization of each of the seven characteristics of charismatic leadership.
Generating buy-in
September 10, 2026 | 9 – 11 a.m. | 21 N Park, Room 1106
Participants will learn to implement the five stages of buy-in to propel ideas to real-world action and innovation. Learn the SUCCES model and its impact, how to anchor ideas to tangible objectives to further secure meaningful action from others, and how to empower employees to share ideas by coaching them on buy-in strategies.
Team building
September 23, 2026 | 9 – 11 a.m. | 21 N Park St, Room 5045
The course focuses on describing the five dysfunctions of a team. Learn strategies to help teams navigate these dysfunctions and set healthy group norms. Participants will learn how personal preferences impact team dynamics and apply strategies to address these dysfunctions of a team to create healthy team dynamics.
Creativity and innovation
October 14, 2026 | 9 – 11 a.m. | 21 N Park, Room 5045
This program defines “out of the box” thinking with an intent of redefining approaches to challenges. Participants implement the continuous quality improvement (CQI) model to help create a culture of innovation. Learn to identify concrete strategies to promote innovative thinking to open avenues for strategic change.
Conflict resolution
October 14, 2026 | 1 – 3 p.m. | 21 N Park, Room 5045
Participants will identify instinctual, personal responses to conflict and learn to describe the five Conflict Management Skills model and its impact on workplace culture. Learn to critically evaluate and address workplace conflict using intent-based logic and integrate stylistic best practices into situational conflict to produce meaningful and sustained outcomes.
No ego leadership
November 10, 2026 | 9 – 11 a.m. | 21 N Park, Room 5045
Participants will differentiate between reality and the stories we tell ourselves, including how ego distorts workplace perception. Assess how storytelling contributes to emotional waste, conflict, and misalignment, apply a structured framework to shift conversations from story to fact and utilize strategies to reduce unproductive venting, guiding employees toward solutions and accountability.
Difficult conversations
November 10, 2026 | 1 -3 p.m. | 21 N Park, Room 5045
Participants will learn to balance compassion and accountability while engaging in difficult conversations, identify common causes of difficult conversations to best prepare, and plan and facilitate difficult conversations, with a lens towards achieving mutual solutions.
Questions?
Please feel free to reach out to Jessie Spangler (jessie.spangler@wisc.edu) and Kayla McConville (kayla.mcconville@wisc.edu) with any questions.