The Detroit Workforce Leadership Academy (WLA), facilitated by CSW in partnership with The Aspen Institute, brings leaders from across Detroit workforce ecosystem together for a year-long series of retreats, workshops, and action learning projects. The Academy provides a forum for local leaders to work collaboratively to identify local and regional systems-based challenges and create shared solutions for economic opportunity for all. Fellows work with leading practitioners throughout the country as they deepen networks; strengthen systems leadership skills; apply race, equity, and systems change frameworks to their work; and increase understanding of effective strategies and programs.
Who We Work With
Academies engage senior-level managers of organizations that make up the Detroit workforce development ecosystem. A maximum of 24 Fellows will be selected. Applicants should be:
- Located and working within Detroit region.
- Working within nonprofit organizations, business associations, community colleges and universities, union-based training efforts, public agencies, and economic development.
- In a position of leadership and decision-making authority related to workforce development efforts, with the capacity and ability to execute strategies on behalf of their organization.
- Engaged in or planning workforce development efforts in the Detroit region related to connecting workers to quality jobs and/or career pathways.
- Interested in designing and implementing effective strategies to strengthen their local workforce system.
- Committed to achieving equity across race, ethnicity, gender, gender identity, and sexual orientation.
- Eager to collaborate with others in their local workforce system, reflect on their current work, explore leadership practices, and gain feedback from colleagues.
Inclusivity and diversity are core values of the Detroit Leadership Academy. Applicants of color are strongly encouraged to apply. The cohort of Fellows will be selected to represent the diversity of organization type and focus as well as race, ethnicity, and gender.
WLA Goals
The Academy engages leaders in a yearlong peer learning cohort to:
- Expand and deepen professional networks and partnerships;
- Strengthen organizational and systems leadership skills;
- Apply a race and equity lens to assess and improve workforce services and strategies;
- Apply systems change framework to Fellows’ work;
- Deepen understanding of effective strategies and programs; and
- Provide a forum to work collaboratively to identify local and regional systems-based challenges and create shared solutions
Watch the Info Session
WLA Structure
The Detroit Academy is a significant investment of time (outlined below) as well as a commitment to constructively engage with colleagues from across the workforce ecosystem. Fellows also commit to 1 hour of prep before sessions (readings, assessment, videos) and continued learning, application, and collaboration between workshop sessions. In addition, Fellows will engage in 9-12 hours of collaborative project work across a small team of Fellows.
- A virtual 90-min online orientation on April 6th
- An opening three-day retreat (two overnights) from April 19th-21st at a Detroit region resort to be determined.
- Five Academy sessions and five Collaborative Labs meetings will be held:
- Online on May 9th and 11th, June 13th and 15th, July 11th and 13th, and October 10th and 12th. In person on September 12th.
- One leadership 360 assessment process and debrief workshop on June 27th.
- Reception event for supervisors and advisors on July 19th at a location to be determined.
- A closing three-day retreat (two overnight stays) from November 8th-10th at location to be determined.
- Collaborative Learning Lab presentations at an in-person stakeholder event on December 7th.
- Networking and social events designed to build the professional networks of fellows.
Cost to Participate
The program cost per participant is $375 from the organization where the Fellow works, which assists with meeting costs and program materials. Financial assistance is available on a limited basis to those with financial needs to ensure that cost is not a barrier to participation.
Application
The submission materials include:
- A completed application submitted online
- Your resume and/or link to your LinkedIn page
- Organizational chart
- Letter of reference from a supervisor or external collaboration partner
- Commitment to participate form signed by you and your supervisor
The Detroit Workforce Leadership Academy application is closed. Please check back for future WLA opportunities.
Academy Facilitation Team
Chioke Mose-Telesford, Director of Improving Practice and Outcomes, CSW, cmosetelesford@skilledwork.org, 206-604-6261
Alex Breen, Senior Policy Associate, CSW, abreen@skilledwork.org, 917.547.9698
Detroit Workforce Leadership Academy Local Advisory Council
Justin Al-Igoe, MichiganWorks!
Diane M. Antishin, DTE Energy
Eva G. Dewaelsche, SER Metro-Detroit
Susan Dundon, Ralph C. Wilson Jr. Foundation
Anika Goss, Detroit Future City
Jan Harrington Davis, Corewell Health
Hector Hernandez, Southwest Economic Solutions
Jennifer Llewellyn, Oakland County Michigan Works!
Portia Roberson, Focus Hope
Temeca Simpson, Ballmer Group
Edward Steinberger, Goodwill Detroit
Dana Williams, Detroit at Work
James Willis, Gesher Human Services
The Aspen Institute Economic Opportunities Program
The Aspen Institute is an educational and policy studies organization based in Washington DC. Its mission is to spark intellectual inquiry and exchange, create a diverse worldwide community of leaders committed to the greater good, and provide a nonpartisan forum for reaching solutions on vital public policy issues. The Aspen Institute Economic Opportunities Program advances promising strategies and policies to help low- and moderate-income Americans connect to and thrive in a changing economy. Over its 25 years of work, the Economic Opportunities Program has focused on expanding individuals’ opportunities to connect to quality work, start businesses, and to build assets and economic stability.
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