Emerging Leaders Program
Leadership Development for Construction Professionals
The Emerging Leaders Program is a nine-month program for early-and mid-career professionals in the construction industry ready to supercharge their careers and deliver better results for their companies.EMERGING LEADERS: PROGRAM OVERVIEW
This dynamic program is a combination of online and in-person sessions. It goes beyond traditional management training; the instruction is framed within a leadership model of inwardly sound and others focused. Participants will learn from guest presenters, work in small groups to explore topics, get support from their peers, and strengthen their executive presence.
The program spans nine months with three in-person group sessions, six live virtual group sessions, and eight smaller success team sessions.
Participants will learn how to make strategic decisions, sharpen their business acumen, build upon their leadership competencies, and strengthen executive presence.
Participants will learn through curated books, videos, articles, online courses, guest industry presenters, and other resources which will reinforce key principles to help participants better understand themselves and develop leadership tactics to help them better navigate their organizations.
Non-CFMA member participants will receive the benefits of CFMA Membership through March 31st, 2025 and all participants will receive select On Demand CFMA educational content.
We emphasize developing business acumens, change management, managing difficult situations or people, and crafting and managing their personal brand to chart their professional path as they rise through the ranks.
Sponsored By CFMA's Leadership Partner:
2023-24 Program*
- September 11th-13th: 2-1/2 Day In-Person Kick Off Session (Travel in on 9/10; optional Meet & Greet 9/10 evening)
Topics: Worldview, 360 Assessments, Time and Priority Management, and review of the book: The Only Leaders Worth Following. - October 9th: Topic: Being an Others Focused Leader (Virtual)
- November 6th: 1 Day In-Person Session (Travel in on 11/5; possible Meet & Greet 11/5 evening)
Topics: Being an Emotionally Mature Leader, Positive Intelligence, and Holistically Healthy. - December 11th: Topic: Interpersonal Mastery (Virtual)
- January 8th: Topic: Cultivating Talent (Virtual)
- February 12th: Topic: Vision and Culture (Virtual)
- March 12th: Topic: Navigating Influence and Diversity (Virtual)
- April 9th: Strategic Leadership (Virtual)
- Virtual Success Team Calls between the virtual sessions listed above. Success Teams are Smaller Groups of participants that receive additional resources, exercises, and support that reinforce the overall learning.
- June 4th-5th: 1-1/2 Day In-Person Live Closing Session (Travel in on 6/3)
Topics: Strengths-based Leadership, Personal Brand, and Celebration/Recognition
Included in the program costs are all materials, CFMA-specific online course education, CPE credits for the live meetings, and two optional industry-topic participant roundtables. If you are not yet a member of CFMA, you will receive membership benefits from the start of the program until March 31, 2025.
The exact location for the in-person sessions will be selected in advance of each session, as we take into consideration the locations of the participants once selected.
The Emerging Leaders Program is designed for early-and mid-career construction professionals ready to supercharge their careers and deliver better results for their companies.
This is a nine-month program.
This program is limited to 20 participants per program.
The program fee is $6,250 per participant, which covers all materials, assessments, and resources. You will be responsible for your hotel and travel expenses for the three in-person meetings.
A link to the program will be provided shortly. Please check back.
The in-person kick-off session is two and a half days, the November in-person meeting is one day, the six virtual sessions are 2 hours each, the smaller Success Team meetings are 1 hour, and the closing session is one and a half days. Please consider the time needed for travel, independent study and other activities between sessions.
May 31st, 2024
The in-person locations will be selected in the coming months as we take into consideration the locations of all the participants once selected.
Zoom
The application itself collects detailed contact information along with personal information about your work experience, reporting, structure, motivations, career goals, and why you want to be in the program. To prevent unconscious bias in the ELP participant selection process, relevant application data is hidden and applications are reviewed by the ELP Subcommittee.
Determinations will be made by June 30, 2024 and notification and instructions sent to the cohort. You will need to provide contact information for three professional references as part of this application process, those, too, will be adjusted to prevent bias.
Note: If for any reason you need to leave your application before completed, you will be able to return back to it.
Determinations will be made by June 30, 2024 and notification and instructions sent to the cohort. You will need to provide contact information for three professional references as part of this application process, those, too, will be adjusted to prevent bias.
Note: If for any reason you need to leave your application before completed, you will be able to return back to it.
EMERGING LEADERS: PROGRAM APPLICATION
Application coming soon.
Donelle Belway Wright
Donelle brings to executive and leadership coaching her passion for development and her skills as a global business partner and advisor. Her coaching experience has led her to work with sales and manufacturing organizations ranging from start-ups to Fortune 50 companies. She has designed and supported integral coaching programs for both emerging and experienced leaders from Executive Vice President to individual contributor while working to build leadership capacity for both the current and future needs of an organization. She designed coaching programs including 360-degree assessment (LCP 360 certified), Myers Briggs Type Indicator, Clifton Strengthsfinder, values clarification, and life and career planning. She believes that satisfaction and success as a leader follows balance and integration of all aspects of one’s life.As a coach, Donelle integrates each person’s unique goals with the needs of the organization, building on strengths, identifying and developing new capacity to address areas of development, and creating sustainable skill in navigating change whether personal or professional.
Donelle has worked as a human resource executive with global Fortune 100 companies for 25 years. During that time, she held positions at the regional, national, and world-wide level. Her expertise in team and leadership development directed her toward new and emerging businesses where she designed and led culture development initiatives. She has built a reputation for designing and implementing world-wide change initiatives with leadership teams in Europe, Asia, and the Americas. Her understanding and leadership in the area of diversity and inclusion included developing initiatives in many of her businesses, most recently in the area of implicit bias.
Donelle received her Bachelor of Arts degree in History from St. Lawrence University and a Master of Education degree in Higher Education Administration from the University of Vermont. A life-long learner, Donelle holds a Professional Coaching Certification and has completed extensive studies in adult learning and development, counseling, team development, leadership development, Mindfulness Based Stress Reduction, meditation and spiritual direction.
Dwight Bailey
Dwight decided years ago to pursue improving the quality of leadership effectiveness in individuals and organizations. He believes no one consciously commits to mediocrity. However, many organizations fail to achieve their full performance potential. Dwight understands that becoming a more effective leader has a ripple effect throughout an individual's life and can significantly impact an organization's culture for the better. He is committed to providing individuals and organizations with the experiences necessary to enhance leadership effectiveness. He is committed to helping individuals and organizations discover the best of what is possible and then acts on it. Through effective leadership coaching, consulting, and training, Dwight examines the 'whole-self,' creating deep reflection and resolve to become the best. Dwight spent 20 years in the United States Army learning to lead others. After leaving the Army, Dwight worked for SunTrust Bank for 18 years. During his tenure, he spent years working as a Leadership Development Coach, responsible for creating and overseeing various Banking Operations employee development activities. He also ran coaching programs to strengthen leadership depth in the division, increase employee bench strength, and provide lift in employee engagement.
Since 2012, Dwight has worked internally and externally with government, corporate and non-profit entities. Services provided focus on leadership development coaching and training, facilitates discussions focused on diversity, equity and inclusion (DE&I), and organizational culture.
In addition to numerous United States military leadership schools, Dwight has earned a Bachelor of Science degree in Professional Administration from Barry University and a Master of Arts degree in Human Resources from Webster University. He also holds coaching certifications in Co-Active Life and Executive Coaching, Leadership Development, Conversational Intelligence Neuroscience, and the Leadership Circle Profile 360.