Investing in Our People, Growing Our Leaders
Developing strong leaders requires more than promoting someone into a leadership position. At Lenbrook, it means equipping managers and supervisors with practical tools they need to strengthen their teams and support an exceptional resident experience.
That is the core idea behind Leadership Development Journey, a development program designed to build Lenbrook’s leadership pipeline and help participants grow their capabilities. Lenbrook created this program in partnership with Novare, a consortium of forward-thinking Life Plan Communities that collaborate, innovate, and enhance the world of senior living by sharing best practices.
Nominated by their leaders, the inaugural Leadership Development Journey cohort consisted of managers and supervisors from departments throughout Lenbrook, bringing different responsibilities, perspectives, and experiences to the program. This intentional mix created opportunities to learn from one another and sparked meaningful conversations about challenges shared across the group.
They met monthly over the course of six months for interactive sessions primarily facilitated by Paola Moncivais, Lenbrook’s Vice President, Human Resources, and Mika Perkins, Manager, Learning & Development. Through group discussions, hands-on activities, case studies, self-reflection, and role-playing, participants explored how to communicate more effectively, coach and develop others, lead through change, manage difficult conversations, and motivate associates.
Between sessions, they applied what they learned in real workplace situations, then returned to reflect on their experiences and share what worked. “That ongoing cycle of learn, apply, reflect, and grow defines the Leadership Development Journey experience,” Mika said.
One of the biggest changes Mika has observed among the cohort members is increased confidence and self-awareness. She noted, “Leaders are thinking more intentionally about how they communicate, how their leadership styles affect others, and when they may need to adjust their approach. They have described slowing down and listening more, setting clearer expectations, delegating more, coaching differently, and addressing difficult situations earlier. That is when you know leadership development is beginning to make an impact – the learning doesn’t stay in the classroom.”
Both Paola and Mika are proud of the participants’ commitment to the process, including their willingness to share experiences, challenge themselves, practice sometimes-uncomfortable skills, and reflect on their leadership performance. The hope is that they continue using the tools they have learned, sharing their knowledge, and developing the people around them.
“The real measure of the program is what happens when they return to their teams,” Mika said. “These skills help leaders become more effective in their current positions and prepare them for future opportunities. Leadership development is ultimately career development.”
Building on the success of the inaugural group and Lenbrook’s focus on creating an environment where associates feel empowered to succeed, Leadership Development Journey will continue with a second cohort of managers and supervisors.
Paola added, “Leadership Development Journey is more than a training program. It is a strategic investment in Lenbrook’s culture and future.”
