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

You get the best out of others when you give the best of yourself.

- Harry Firestone -

I haven't failed, I've found 10,000 ways that don't work.

- Thomas Edison -

Remember that it is far better to follow well than to lead indifferently.

- John G. Vance -

Leadership involves conduct. Conduct is determined by values, values are what makes us who we are.

- H. Norman Sckwarzkopf -

Leadership is action, not position.

- Donald McGannon -

         

Pages

Testimonials

Jeff, you related extremely well with your audience.  The material presented was a very accurate assessment of me personally.  You did an excellent job in presenting your information.  Great Job!

Workshop Participant

I provide a biweekly electronic The Health at Work 4 All! newsletter, a collection of information from various sources that is intended to provide readers with information around workplace health and wellness...

Sandy Richardson, Middlesex London Health Unit

A good friend introduced me to Leadership Moments years ago as a young professional. Through my bouncing around and eventually climbing the corporate ladder of success, Leadership Moments provided insights and...

Robert E. Jones

The Ohio Department of Transportation has taken advantage of the OSU 21st Century Leadership Series over the past two years to develop its leaders and improve their leadership skills. Participation in various offerings...

Dave Coyle, ODOT

Dr. King did a good job of explaining the material in a way that made it easy to relate to and use in our own situation.

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)."