The Emerging Leaders Program is a development program designed for staff who are interested in learning more about what it means to be in a people-leadership role at UBC.
The Emerging Leaders Program (ELP) is a leadership development program designed for UBC staff who aspire to transition into people-leadership roles (e.g., managers or supervisors). Recognized by their leadership team for their potential, participants in this program will gain the essential skills and insights needed to lead with confidence and effectiveness in the future.
This program supports succession planning at the university and was created with the goal of preparing great future leaders at UBC by providing an opportunity to learn about the management and leadership aspects of people-leadership roles, and to build an awareness and understanding of UBC’s leadership competencies.
ELP pilot program
The ELP is in a pilot phase with the first cohort launching in October 2025 at the UBC Vancouver campus. The nomination and selection process for the pilot cohort is being managed by senior HR leaders from participating Faculties and Departments – this first pilot cohort is not accepting open enrolment. After the first pilot session is evaluated, an open enrolment process will become available for future cohorts. If you are interested in future programs, please fill out the Expression of Interest Form.
Important dates
2025 cohort
- Applications open: August 1
- Application deadline: August 29
- Successful applicants announced: September 5
- Orientation session: September 16
- Program begins: October 1
Learning objectives
Participants in this program will gain knowledge and understanding in the following areas:
- Navigate the transition to people management and leadership with confidence, understanding the practical responsibilities of management alongside the adaptive mindset required for leadership at UBC.
- Foster a culture of accountability, development and inclusion, even without formal authority, by role-modelling commitment, clarity, and ownership.
- Apply strategic thinking and business acumen to contribute to broader organizational goals, influence across silos, and manage real-world challenges with integrity.
- Strengthen self-awareness and emotional intelligence to build more trusting relationships, positively influence team dynamics and role model empathy during uncertainty and change.
- Learn to apply a coaching-mindset and how to have more courageous conversations that encourage feedback, build collaboration and enhance performance.
- Take ownership of their development journey by creating a personal Learning and Development Plan, applying program insights to a real workplace project, and actively engaging their manager to support growth and accountability throughout the program.
Key elements of the program
Explore three key elements that make this program unique and help ensure participants succeed through applied learning and guided support from their manager.
- Learning and Development Plan - Participants will create a Learning and Development Plan and share it with their manager. Managers will support participants by using the plan as a framework to ensure a successful development journey throughout the program lifecycle. This includes a minimum of three development-related check-ins with the manager over the course of the program. The plan prioritizes personal development as an essential ingredient for every aspiring leader to focus appropriate time and attention to help achieve their goals.
- On-the-job project - Managers and participants will be asked to identify an on-the-job project that participants will focus on throughout the program. This can be an existing project, current deliverable or stretch opportunity they are working on or currently leading. The on-the-job project can also be something designed specifically for the program, with support and consultation from their manager. At the end of each workshop, participants will be asked to reflect on how they can apply what they’ve learned to their on-the-job project. This ensures that the learning goes beyond theory and is applied practically in the workplace.
- Manager’s commitment and involvement - The support of each participant’s manager is key to maximizing the impact of this program. Over the six-month period, managers will be asked to spend time engaging in conversations with their staff member about their Learning and Development Plan, on-the-job project and any support needed to make this a meaningful learning journey.
Eligibility
Candidates for the ELP program must meet the following criteria:
- Does not lead people formally at the time of the application
- Is a UBC staff member (i.e., not faculty)
- Is not part of CUPE 2278, and not a student employee
- Has completed their probationary period at UBC (according to their employee group)
- Has been nominated by their Faculty or Department as a strong potential candidate in the program
Strong candidates for the ELP will exhibit the following traits:
- Has the personal and professional aspiration to become a people leader (manager/supervisor)
- Has significant expertise in their field of work, and is someone who others come to for advice or guidance in that area
- Has demonstrated leadership in informal ways (e.g., inspires others, takes initiative, leads projects, shows integrity, communicates effectively, has strong decision-making skills, is accountable, resilient and confident)
- Models the values of UBC in their everyday actions
- Is committed to investing the time in this development opportunity
- Has been a consistently strong performer in their role at UBC (as per their manager’s evaluation)
Time commitment & format
The total time commitment required from participants is approximately 50 hours across 6 months (7 workshops).
This program will take place in a hybrid format, with a mix of in-person and virtual components.
Four of the seven workshops are in-person, and participants must be committed to being available for these face-to-face sessions.
Application and selection process
ELP has a capacity of 30 participants per cohort. For the pilot starting in October 2025, select Faculties and Departments have been identified and given a designated number of seats, but not all Faculties and Departments are represented in the first phase of this pilot program.
The nomination and selection process is being managed by senior HR leaders from participating Faculties and Departments. Seats in this pilot program are by nomination only, with participants selected by their manager or senior leader within participating Faculties or Departments.
If you have been nominated for ELP, follow the steps below to apply:
- Complete the application form by the deadline.
- Once you submit your application, your manager will then receive a link to complete the Sponsor Form.
- Ensure both your application and your manager’s Sponsor Form are submitted by the application deadline.
- Applicants will be notified of their application status by email within one week of the deadline.
NOTE: This is a pilot program and therefore your manager may not yet be familiar with this program. In this case, please get in touch with your HR leader.
Participating Faculties and Departments participating
For the pilot cohort, only select Faculties and Departments have been identified and have been provided a designated number of seats for the program.
View the list of participating Faculties and units, below:
Faculty / Department | HR leader |
| Faculty of Arts | Chris Tickell – chris.tickell@ubc.ca |
| Faculty of Medicine | Tamiza Abji – tamiza.abji@ubc.ca |
| Sauder School of Business | Teresa Pu – teresa.pu@sauder.ubc.ca |
| VP Human Resources | Linda Fischer – linda.fischer@ubc.ca |
| VP Finance and Operations | Karen Zygun – karen.zygun@ubc.ca |
| VP Students | Jen Dowdeswell – jennifer.dowdeswell@ubc.ca |
| VP Research and Innovation | Patrizia Todaro – patrizia.todaro@ubc.ca |
Schedule
View the 2025 cohort schedule and workshop topics, format and durations below.
Date | Workshop Topic | Format | Duration |
September 16, 2025 | Program Orientation | Virtual | 45 mins |
October 1, 2025 | Workshop 1 | Stepping in The practical aspects of the transition to manager/ leader | In-person | 8 hours |
November 12, 2025 | Workshop 2 | Owning it How a manager/ leader creates a culture of accountability and personal development | In-person | 8 hours |
December 10, 2025 | Workshop 3 | Thinking bigger Strategic Mindset and Budget Basics for practical management & leadership | Virtual | 5.5 hours |
January 14, 2026 | Workshop 4 | Emotionally intelligent Managing Emotions, Relationships, and Team Dynamics | In-person | 8 hours |
February 4, 2026 | Workshop 5 | Staying steady Leading Self and Others Through Change, and managing the process | Virtual | 3 hours |
February 25, 2026 | Workshop 6 | Being coach-like Practical Feedback and Everyday Coaching | Virtual | 3.5 hours |
March 11, 2026 | Workshop 7 | Clear and courageous Managing tough situations, Leading through Influence | In-person | 8 hours |
TBD | Program Closing Celebration | In-person | 2.5 hours |
Note on schedule conflicts
Given the significant time, effort and investment behind running this program, participants are required to attend all sessions and workshops. In rare cases, exceptions can be made for pre-approved vacation or illness. However, if you anticipate any scheduling conflicts such as planned vacations that may prevent you from fully participating in the program and attending all sessions, please consider applying for a future cohort.
Certificate of completion
All participants who successfully complete the Emerging Leaders Program will be given an official Certificate of Completion.
To earn the Certificate of Completion, participants are expected to attend the online program orientation, all seven workshops (four in-person and three online), and the in-person closing celebration event.
Program fees
The ELP pilot is fully funded by VP Human Resources at UBC.
Apply now apply
If you have been nominated for this program by your leadership team and you are ready to apply, start the application process by filling out the form below.
Disclaimer
A PROMISE OF LEARNING
Completing this program does not guarantee a promotion to participants. This is a learning journey which will equip successful participants with the knowledge and tools needed to effectively transition into people-leadership (manager/ supervisor) roles, if or when those opportunities arise. Promotions are a function of many things, such as opportunity and available roles, consistent performance, and timing.
The Emerging Leaders Program is a promise of learning, not a promise of promotion.
Questions?
If you have any questions or concerns, please contact leadership@hr.ubc.ca.