At UT Arlington, leadership development goes beyond your role—it’s about challenging yourself, building essential skills, and making a commitment to lifelong learning. Our programs support leaders at every career stage, preparing them to guide UTA into the future. Each level focuses on key competencies, blending self-awareness with organizational insight, policy knowledge with interpersonal skills, and tactics with strategy.
Our leadership model uses a compass to symbolize how UTA’s shared values anchor and guide our leadership journey. These values shape how we work, communicate, and lead—helping us set the standard for effective leadership.
UTA's Core Values are the foundation for our leadership programs and services. These values demonstrate how we effectively work, communicate, and interact with each other. They act as a compass to guide us to be the leader that we aspire to be and to set standards that others will follow.
Target Audience: Individual Contributors
Goal: Develop foundational leadership skills through discovery and self-reflection.
Timeframe: January – May
Sessions: 9
Key Components: DISCstyles™, Situational Performance Ownership™, create a personal mission statement and vision board.
Target Audience: New Leaders with at least 1 full-time direct report.
Goal: Equip new supervisors with the tools and connections to accelerate the transition into leadership.
Timeframe: April – July
Sessions: 9
Key Components: CliftonStrengths®, Situational Leadership Essentials®, Interview a Leader Activity, and Praxis Partner engagements.
Target Audience: Formal supervisors with multiple full-time direct reports.
Goal: Strengthen managerial skills to lead high-performing, collaborative teams.
Timeframe: October - January
Sessions: 9
Key Components: Situational Leadership Essentials®, Thomas Kilmann Conflict Mode Instrument (TKI), The Five Behaviors ®, and team dynamics activities.
Target Audience: Individual contributors (6+ months at UTA) who are not yet in a supervisory role but interested in becoming entry-level supervisors.
Goal: Prepares participants with the essential skills for success as entry-level supervisors.
Timeframe: September – February
Sessions: 12
Key Components: Situational Leadership Essentials®, TKI, career development components, and creating a leadership portfolio. Minimum score of 80% on the final assessment is required. Graduates earn credit equivalent to two years of supervisory experience for qualifying internal roles.
A program that focuses on leading in a higher education environment.
The Office of Talent, Culture, and Engagement's Leadership & Talent Development Team is dedicated to becoming partners with leaders on campus to produce the results that help our University thrive and grow leaders. We focus on developing, improving, and sustaining teams through planned organizational development services.
If you have any questions, feel free to reach out to our team for assistance.
