Leadership and Management effectiveness is key to recruiting, developing and retaining our talented team members. The Lead and Manage Success Profiles define the competencies and behaviors that support success in these two roles. In support of leaders and managers developing these competencies, Wells Fargo provides a variety of development options. These program options may not be available in all businesses, or may be delivered in condensed or expanded versions, or have a different name. You can register for these programs at Wells Fargo-Wide Learning.

Leadership Seminars
Wells Fargo has designed three leadership seminars specifically for leaders and potential leaders of the organization. The aim of these seminars is to provide an environment for self-discovery as it pertains to leadership and developing a plan for building skill and enhancing talents. All of the leadership programs are residential, held away from the work place in an effort to capitalize on learning and networking opportunities.

Participation in any of these programs is by nomination. Nomination and acceptance to the program are the shared responsibility of senior managers, Learning & Development and Human Resources based on talent management needs. The seminars are developmental, not remedial, so they are not appropriate for the individual who is not meeting standards or who is on, or close to being on, a performance warning.

Each seminar provides a valuable, unique experience for Wells Fargo leaders. Leaders at any level of the pipeline can benefit from Emerging Leadership Seminar (ELS) as an introduction to leadership and from Influence and Leadership Seminar (ILS) to deepen their understanding of the impact of influence and leadership and the powerful effect they have on results. For many, a general sequence for participating in these seminars would be to attend ELS and then ILS, with no less than two years between seminars. The Advanced Leadership Seminar (ALS) targets those in more complex senior management roles whose career paths have moved them to higher levels of the leadership pipeline.

Nomination by your manager is necessary to be a participant in ELS, ILS and ALS. Cost and availability are subject to decision and needs of businesses that host these seminars.

Emerging Leadership Seminar (ELS)
ELS participants will be individuals who have been identified as having the potential for leadership but who are not necessarily in leadership positions. They may or may not have direct reports. The seminar is a formal introduction to leadership for people whose primary focus has not been to lead others. View the ELS Calendar.

Influence & Leadership Seminar (ILS)
ILS participants will be individuals who are demonstrating leadership and are in leadership roles although it may be informal leadership. They are mid-level managers or mid-to-senior-level individual contributors. If they are managers, their direct reports are supervisors and/or individual contributors. They conduct themselves as leaders in their work environment, and have a departmental, district or unit impact. In a sales environment, they are often responsible for their own individual sales goals in addition to team sales goals. The seminar examines who they are as a leader, the effect of their influence within their work group and the enterprise at large, and how they can further develop their leadership styles. View the ILS Calendar.

Advanced Leadership Seminar (ALS)
ALS participants will be established leaders with responsibility for managing managers, managing large multi-functional teams, having a broad organizational impact. While they will already have leadership talents and strengths, these participants will be working on taking their skills to the next level, and achieving mastery. The seminar focuses on Wells Fargo’s management and Leadership Success Profiles and how to partner effectively within the organization. View the ALS Calendar.

Core & Common Leadership & Management Development Programs
Core & Common courses support the development of competencies to achieve success in leadership and management roles. To register for these classes, contact the training coordinator for your business. These classes are offered locally in many states through Wells Fargo-Wide Learning.

From Super Worker to Supervisor
Having been a super worker does not assure success as a new supervisor. Learn basic skills training in how to facilitate work, how to manage conflict and resolve problems, and how to build team morale.

Setting the Stage for People Management
Managers are now making more and more decisions that, in the past, were handled by Human Resources. This program explains the multiple resources available to new managers, as it teaches how to partner with Human Resources for success.

Selecting and Keeping the Best
A program to help entry- and mid-level managers learn to select the best people for the right job. It teaches reviewing and screening techniques, how to conduct effective interviews, and how to continue building relationships with team members after hiring.

Managing for Premier Performance
Historically, managers have met with direct reports once a year to discuss performance. For some, that’s the extent of performance management. Based on the Managing for Premier Performance model, this program equips entry- and mid-level managers and supervisors with skills for an ongoing performance process – one that manages development as well as results.

Coaching for Premier Performance
An in-depth training program designed to help managers further develop skills in coaching, the continuous process of equipping team members with tools, knowledge and opportunities to improve their performance or expand their capabilities. This program is actually a subset of Managing for Premier Performance (MPP) using consistent philosophy, terms and models. As the largest component of the MPP model, this program goes much deeper into coaching skill building.

Creating an Inclusive Environment
A diverse workforce is fundamental to maintaining our competitive advantage, but creating this environment does not happen automatically. Managers need to analyze their gaps in diversity and know how to recruit, retain and develop. This program helps managers meet those needs.