Ignatian Leadership Development Program (ILDP)
Launched in 2022, the Ignatian Leadership Development Program (ILDP) enhances the University’s commitment to the formation of faculty and staff, in concert with the University’s Strategic Directions. Through a combination of workshops, retreats and leadership coaching, ILDP seeks to develop leaders to serve in truly transformational ways that further the mission of Boston College and strengthen its institutional culture.
For more information, contact Bernie O’Kane, Director, Employee Development.
Goals and Objectives
By participating in the Ignatian Leadership Development Program, participants will develop:
- Greater Inspiration and Understanding
- Motivation to align leadership practice with “the greater good”
- Deeper understanding of BC’s Jesuit, Catholic heritage and leadership rooted in the Ignatian tradition
- Deeper understanding of “self as leader: strengths, areas of development, values, biases and worldview
- Focus on Implementation
- Ability to apply and adapt leadership best practices in a Jesuit, Catholic context
- Practice of Ongoing Reflection
- Increased integration of reflection and discernment practices in their work
- Ability to assess effectiveness of leadership behaviors and results
Structure and Content
The program consists of four modules presented in the following order:
- Journey with Self
- Journey with Others
- Focus on Results
- Organizational Leadership
The modules will be presented and viewed through three integrated lenses:
- Ignatian leadership – Leadership that is deeply rooted in the Spiritual Exercises, Jesuit history, and Ignatian values
- Inclusive leadership – Personal and organizational aspects of diversity, fair treatment, inclusion, and belonging for all members of the community
- Organizational leadership – Information regarding the theory and practical application of leadership with a focus on what is best for both individuals and a group as a whole
The components of the program include:
- 12-month cohort-based program, beginning in January, comprising approximately sixteen members, meeting monthly for full-day workshops (excluding July, August and November)
- Two retreat experiences: two-day overnight retreat for module 1 in February; four-day “reflective” retreat after module 3 in June
- Twelve leadership coaching sessions, including self-assessments and multi-rater (360-degree) feedback session for each member and a development plan
- Service Learning experience
- Capstone event, to include a presentation of each participant’s learning experiences
Participants are selected through a nomination process, in alignment with ILDP selection criteria. In the fall, potential candidates are identified through dialogue between Human Resources and functional vice presidents, deans and other senior leaders. Every effort is made to ensure a heterogeneous cohort. Identified candidates are interviewed by a team of program administrators and program alumni. Final selections are made in early December, and participants are notified shortly thereafter. A commitment to attend all sessions is expected.
Note: Employees interested in applying to the program should discuss the application process with their supervisors.
ILDP alumni become part of a “community of practice” serving both the current ILDP cohort and the larger community, through direct roles in program support such as selection, assessment and design and indirect roles spreading best practices of leadership at Boston College.
June 2022 Retreat
“I really love the cohort model and found my relationships with my ILDP colleagues to be a great resource for exploring the program material. In addition, I’ve established relationships with a group of people from across campus which has provided me with a greater understanding of different departments, as well as an expanded professional support network.”
“The intentionality of reflection was incredibly helpful. Just slowing things down to listen to the still, small voice helped me to check in with myself, but I also was able to learn about turning reflection into action, which is at the heart of Ignatian leadership,”
“I would think about what went well, whether it was the interactions I had with my team or an experience at home, and I would celebrate those three or four positives instead of dwelling so much on what had been difficult that day—it just really reframes everything. That’s what I try to convey in working with my senior team: You still have to manage the negative, but when you focus on the positivity, you might find it leads you to a solution. It improves your confidence and your approach.”