EDGE Program

Purpose
The mission of the 6-month competitive CPP EDGE Program is to inspire, ignite learning, and prepare leaders who are looking for formal training or aspiring to further their leadership abilities as they explore and develop their personal and career aspirations. Participants will gain valuable experience, acquire essential skills, and evolve as leaders and advocates to promote the CPP culture.
 
Strategic Alignment

• Strategic Initiative 5:

• • Design and deliver an integrated employee development framework to build organizational capacity.

• • Offer a range of personal and professional development opportunities for employees tailored to specific roles and pathways for career advancement.

• Develop effective interpersonal and strategic leadership skills with the ability to apply them in a variety of professional and personal settings.
• Learn and develop essential competencies to prepare EDGE members, and by extension their teams, to be active participants in CPP’s future ready workforce.
• Effectively build meaningful relationships across campus by understanding the importance of empathy, crucial conversations and overcoming barriers to build trust.
• Increase understanding of individual leadership attributes and bring awareness to strengths and opportunities to encourage continuous improvement and leading with authenticity.

• Personal Effectiveness EDGE
• Leading with Trust EDGE
• The Ultimate Employee Experience EDGE
• Inclusive Leadership EDGE

• Participate in 10 cohort sessions, where participants will engage in meaningful discussions, mentorship, and peer learning. These sessions will focus on real-world leadership challenges and emerging trends, providing actionable insights and feedback.
• Build a strong peer support network by collaborating with like-minded professionals who share similar goals and experiences. The relationships formed during the program will offer long-term mentorship, guidance, and professional connections that last well beyond the program.
• Develop essential leadership skills through targeted learning opportunities that focus on communication, decision-making, and problem-solving, empowering participants to lead more confidently.
• Receive one-on-one personalized support from experienced coaches and mentors, allowing participants to navigate personal challenges, accelerate growth, and enhance leadership abilities in real time.
• Acquire crucial conversation skills by practicing high-stakes communication techniques that help you manage conflict, give and receive feedback, and foster transparency in your teams and organization.
• Engage in additional instructor-led training sessions designed to dive deeper into advanced leadership topics such as Leading at the Speed of Trust and 7 Habits of Highly Effective People.
• Earn one-year access to the Franklin Covey Platform, a curated resource library with best-in-class leadership content, tools, and frameworks, enabling continuous self-directed learning beyond the program.

• Recognition in our EODA Newsletter and CPP This Week, highlighting participants accomplishments and celebrating their commitment to leadership growth.
• A graduation celebration and Certificate of Completion, a formal acknowledgment of your dedication and success in mastering the program’s leadership curriculum.
• A program digital badge, which can be proudly displayed on LinkedIn and in email signatures, along with multiple competency badges that showcase specific leadership skills you have honed.
• Ongoing engagement and support through exclusive networking sessions offered throughout the program, allowing you to stay connected, share insights, and continue your leadership journey alongside your peers.

Update Beginning January 2025

As part of our ongoing commitment to recognizing leadership potential across the university, we are excited to introduce the option for cross-team nominations this year.

At Cal Poly Pomona, we are committed to recognizing leadership potential across all areas of our organization. While it is ideal for employees to be nominated by their direct manager, we understand that in certain situations—such as when staff members are under new, interim, or transitioning leadership—cross-team nominations can provide opportunity for recognition. This ensures that all deserving employees have the chance to grow. Final approval from the nominee’s HEERA Manager will still be required to confirm eligibility, maintaining a balanced and transparent process for all.

The nomination process for our Leadership Program is designed to provide team members the opportunity to grow and develop their leadership skills. Here’s how the process works:

1. Nomination Period:
   • MPP’s will receive an email with a link to complete the nomination form in January.
   • The nomination period is held in January and lasts no more than three weeks in length.
   • Managers of 1-9 employees may nominate 1 individual.
   • Managers of 10 or more employees may nominate up to 2 individuals. 
     
     
2. Nominee Notification and Application:
   • After the nomination period, nominees will be informed of their nomination and will receive a link to apply.
   • It is recommended to review the Essay Writing Guidelines for the EDGE Leadership Development Program (PDF) prior to completing the application process.
   • It is up to the nominee to decide whether or not to apply. They will have two weeks to complete their application.
     
     
3. Application Review:
   • All applications will be reviewed anonymously by an impartial committee.
   • The review process will take approximately two to three weeks.
     
     
4. Notification of Acceptance:
   • Both nominees and their managers will be notified of the acceptance decision in early March.
     
     
5. Program Orientation:
   • The program will kick off with an orientation at the end of March for accepted applicants.

• Minimum of six months of employment with Cal Poly Pomona:
  Applicants must have at least six months of experience working with Cal Poly Pomona to ensure they are familiar with the institution's values and operational dynamics, which will allow them to apply leadership principles effectively in their roles.
• Employed with Cal Poly Pomona, auxiliary, or faculty:
  The program is open to full-time employees, including those in auxiliary or faculty positions, to encourage leadership development across all levels of the organization and provide diverse perspectives in the cohort.
• Received an overall performance rating of “Satisfactory” on your most recent review:
  To participate, applicants must demonstrate a solid performance record, ensuring they are well-positioned to take on the additional responsibilities and challenges that come with leadership development.
• Received Manager/Supervisor approval to participate:
  Manager or supervisor approval is required, confirming the applicant’s readiness for the program and the organization’s support for their professional growth. This ensures that participants have the time and resources needed to fully engage in the program while also receiving support from their manager. 

• Candidate has the time to commit to the program from March to September:
  Applicants who can fully commit to the program timeline are preferred, as they will be able to engage deeply with the content, cohort sessions, and additional learning opportunities without conflicting obligations.
• Candidate has the desire to develop leadership attributes:
  A strong personal motivation to grow as a leader is essential. Candidates who demonstrate a genuine interest in building leadership skills are more likely to benefit from the program and apply what they learn in practical ways.
• Candidate has work or non-work related experience in leadership activities (leading a project, meeting, or team):
  While formal leadership experience is not required, candidates who have already engaged in leadership activities—whether at work, through volunteer roles, or in personal projects—will find the program’s content highly applicable and may gain more from the program as they can apply learning to their experiences immediately.

• Responses to two short essay questions:
  Applicants are required to answer two essay questions designed to assess their leadership experiences, goals, and commitment to personal development. These responses are crucial in understanding how the applicant intends to grow through the program and apply their learning.
• Manager approval:
  Official approval from the applicant's manager or supervisor is necessary to confirm that the candidate is supported in taking time away from regular duties to participate in the program.

• Approximately 20 spots are available for each six-month program:
  With a limited number of spaces, the program is highly competitive, offering a personalized experience with small cohort sizes to foster meaningful relationships and individual growth.
• Each application will be reviewed to ensure all criteria are met:
  A thorough review process ensures that only candidates who meet the eligibility requirements are considered for selection.
• All responses to short essays will be reviewed and scored by an impartial selection committee: Each applicant’s essay responses will be carefully evaluated by an impartial committee to ensure a fair and unbiased selection process. Your essay will be evaluated on four key areas: self-reflection and awareness, personal motivation and commitment, clarity and organization of thought, and meaning and development. Be sure to express how these elements contribute to your journey and goals.
• Your essay is expected to be an authentic reflection of your own thoughts and experiences. While AI tools may seem helpful, using them can hinder your scores, as they may compromise the depth of self-reflection, personal insight, and originality we are looking for. For this reason, the use of AI tools is prohibited for this process, and we encourage you to rely on your own voice and ideas. Review the Essay Guidelines for additional details (PDF).

• Essay Guidelines (PDF)
• 2025 Syllabus (Subject to Change) (PDF)
• Calendar (XLSX)