OSU Leadership Center

College of Food, Agricultural, and Environmental Sciences
Leadership Topics
Our interactive workshops provide solutions to real-time issues. Check out our Signature Workshops.
O-H-I-O
“Oh! Come let’s sing Ohio’s praise, and songs to Alma Mater raise… How firm thy friendship O-hi-O. From the buckeye trees on campus, to the school's fight songs, there are many traditions and history about the University.
The Ohio State University
As part of the College of Food Agricultural and Environmental Science, we are proud to be a part of the University's Land-Grant Mission.
Our Team
Our skilled professionals have expertise in a variety of leadership topics. Contact us for help in building your leadership capacities.
OSU Leadership Center
Our mission is to provide “research-based resources and high quality practical programs to build and strengthen leadership capacities that make a positive difference in the lives of Ohio’s citizens.”
         

OSU Leadership Center

Welcome to the OSU Leadership Center Website

The OSU Leadership Center is lead by a group of professionals dedicated to providing leadership-centered education and research to individuals, organizations and communities.  We provide high-quality, practical programs to build and strengthen leadership capacities, and we offer an in-depth collection of leadership-related resources for loan. 

Created in 1990, the center is located on the Columbus campus of The Ohio State University and is a part of the Departments of Agricultural Communication, Education, and Leadership and OSU Extension.  Our mission is to provide research-based resources and high quality practical programs to build and strengthen leadership capacities that make a positive difference in the lives of Ohio's citizens.

Quotes of the Day

If you don't thnk every day is a good day, just try missing one.

- Cavett Robert -

One person with a belief is equal to a force of ninety,nine with only interests.

- John Stuart Mill -

Relationships determine the size and the length of leadership.

- John Maxwell -

Leaders don't forece people to follow they invite them on a journey.

- Chalres S. Lauer -

The truth is not always the same as the majority decision.

- Pope John Paul II -

         

Pages

Testimonials

We found the Spectrum Temperament Development program to be essential to building a strong team.  Beth Flynn did a wonderful job facilitating the program.  She is excellent at defining, in a non-threatening...

Robyn M. Tate, Human Resources

Just wanted to thank you again for your leadership messages!  I can't even begin to tell you how much I appreciate them.  I distribute them to all of our new college hires in our technology leadership...

Leadership Moments Subscriber

I just wanted to let you know how much I appreciate receiving the leadership moments.  MANY times in the past year when I have been faced with a difficult decision, tough task or just needed a work of inspiration I...

Leadership Moment Subscriber

The What Will it Be Today? Conflict, Compete or Collaborate workshop focus was on me, and what I can do to change how I act in conflict situations. I gained greater understanding that I can not change the way others act...

Vicki Schwartz

This was absolutely fantastic.  The presentation inspired and energized me, as did the presenter.  Thank you for all that you have done!  We will definitely benefit.

Workshop Participant

         

Our Blog

By: Beth Flynn, Wednesday, August 31st, 2016

"Leaders of organizations must be willing to create team-friendly environments for teams to function effectively.  This means that they must do the following:

By: Beth Flynn, Monday, August 22nd, 2016

"Being persistent means that when things get in the way, as they will, you will find a way of overcoming them.  If people knock you down, as they will, you are able to pick yourself up, dust yourself off and return to your path.  It also means that when doubts creep into your mind, as they will, you are able to listen to their message without being distracted from your purpose.

By: Beth Flynn, Monday, August 22nd, 2016
  • "Avoid sweeping statements.  Words such as 'always' and 'never' only make people angry, and defensive.
  • Focus on major responsibilities and performance standards.
  • Ask recipients to identify causes of performance problems.
  • Provide feedback frequently.
  • Discuss behaviors or results, not the person.
  • Specify what needs to be done.
  • Use both positive and negative feedback.
  • Coach rather than judge.
  • Fit feedback to the individual (p. 126)."