Ted A. Beattie ELDP FAQs

Ted A. Beattie Executive Leadership Development Program (ELDP) FAQs

The following provides answers to the most frequently asked questions. Additional questions may be directed to Kari Hart.

Application Process

Where can I access the Application Form or the Director Recommendation Form?
All application materials for the 2024 ELDP cohort will be available soon through www.aza.org/applying-for-eldp.

Is there a deadline for submitting an application to the program?
Yes, applications are available on the AZA website each summer and participants are selected each fall for the following program year. The application deadline may vary from year to year and is indicated on the application form.

Is there a limit of the number of applicants that may apply from one institution?
Yes, only two applicants from an institution may apply per cycle.

Do I need to have the support of my existing Director?
The applicant's current Director must complete the Executive Recommendation Form, which acknowledges support. In addition to their current Director completing the form, an applicant must also submit a recommendation from a Director at another AZA-accredited institution.

How should I approach gaining support to participate in this program if the Director of my institution recently transitioned and does not know me well?
We would advise that you schedule a meeting with your previous Director and your current Director to discuss your ability and interest to advance to the role of Director within an AZA accredited Zoo or Aquarium within the next five years. Based on their insights and willingness to support your participation, they could both complete an Executive Recommendation Form.

Who would be an ideal candidate for the ELDP?
An ideal candidate for this program will be someone that:

Demonstrates the ability and interest to advance to the role of Director within an AZA accredited Zoo or Aquarium in the next five years.
Is a self-starter who takes initiative and is willing to devote a significant amount of personal and professional time to their executive development throughout the program.
Has the confidence to reach out to expand their networks across the AZA executive community.
Demonstrates and shows solid evidence of the selection criteria described on the Application Form.
Has strong support from their Director to pursue this opportunity and will be given the time to actively participate in the various program components such as the work sessions, individual development plans, Action Learning Teams, mentor meetings, etc.

Should I go through the application process if I am an existing Director and would like to participate in this program?
No, the ELDP is designed for those not yet in the Director role. We have a variety of resources available for new directors shared via the AZA Network and in the Governing Authorities Resource Center. If you are looking for additional resources or have other questions, please contact Craig Hoover at Choover@aza.org to discuss ways to leverage the various tools and experiences to support your development needs.

Selection Process

How many participants will be selected for the ELDP?
We plan to select up to 10 participants each year.

Who is involved with the selection of ELDP participants?
The ELDP Selection Committee reviews applications and selects each class. This group is made up of current Directors, ELDP alumni, the Professional Development Committee Chair, AZA Staff and AZA Board Members.

How will I know if I am selected?
All qualified applicants will be notified of selection decisions by September. If an applicant does not meet the minimum requirements for consideration, they will be notified shortly after their application is submitted.

If I am not selected for the ELDP, can I reapply again the following year?
Yes, if you still meet the program requirements, we encourage you to reapply.

What if I need to defer my acceptance?
We will handle these on a case-by-case basis depending on the situation, but in most cases, if a participant needs to defer their acceptance, they would need to reapply in the following year.

General Program

What is the goal of the ELDP?
The goal of the Ted A. Beattie Executive Leadership Development Program (ELDP) is to develop executive talent and leadership for individuals who demonstrate the ability and interest to advance to the role of Director within an AZA-accredited zoo or aquarium within the next five years.

The focus of the ELDP is on the development of the executive competencies, or the knowledge, skills, and behaviors needed to be most effective in the role of Director. The competency model emphasizes three tiers of competencies to include:

Executive Leadership Behaviors, which define the heart and values of an effective leader and the leadership approach to Inspire, Model, Challenge, Enable, Encourage others to deliver on the mission of the Institution.
Executive Focus, which define the skills and knowledge needed to sustain a viable institution and advance the mission.
Executive Oversight for Zoo/Aquarium Operations, which define the skills and knowledge needed to provide operational oversight at the Institutional level.

What can I expect from the ELDP experience?
Program participants will work closely with the Director at their institution and their assigned executive mentor. Throughout the program, they will all work together to assess development priorities and create an individualized development plan (IDP). Elements of the IDP will include a variety of experience including,

On-the-job training and job shadow experiences at the participant's home institution, other community organizations, etc.
Action Learning Teams, where participants are assigned to urgent and critical priorities facing AZA and the zoo and aquarium members that are complex and not easily resolved.
Conversations with Z/A Executives scheduled throughout the year; these informal sessions will enable existing executives, and other industry professionals to share leadership lessons and transfer institutional knowledge on a variety of topics.
Executive Coaching to help participants identify development priorities and differentiate the role of leaders at the executive level versus manager level.

What commitments will I need to plan for throughout the program experience?

Program participants will be required to devote a significant amount of personal and professional time for their individual development plans and other structured development opportunities.
Program participants are accountable for driving their own development and will be responsible for meeting regularly with their Director and with their Mentor to discuss their program progress.
A 360-degree Leadership Behavior Assessment will occur November-December, before the program launch, which involves administrative logistics and will include a one-on-one coaching session to review results.
The ELDP in-person work sessions will be scheduled during the AZA conferences planned in January, March/April, September, November, and the following January. Participants will incur costs to travel to work sessions in conjunction with AZA conference and meetings. Participation in the remaining conference or meeting is encouraged but is not mandatory.
The Action Learning Teams will meet regularly via phone and web-conferencing. Participants should anticipate a weekly or bi-weekly meeting or other follow-up action associated with this project.
Time allocated to complete job shadow experiences, on-the-job training and participation in various events and meetings to coincide with your development priorities will all take place on a regular basis

Is there a cost to participate in the ELDP?
Yes, the tuition for the program is $10,000. This cost covers all program materials, your 360-degree Leadership Behavior Assessment, a personality type assessment, individual and group executive coaching sessions throughout the program, and the on-going support of the program leadership. Participants will also incur the costs to travel to the five in-person program meetings, scheduled to take place at AZA's Directors' Policy Conferences, Mid-Year Meeting, Annual Conference and a visit to the AZA offices, as well as any other potential site visits or conferences that would support the development plan. The registration cost of attending these AZA conferences would only be due if the participant stays additional time to participate in other conference sessions and events. Before applying, you will want to talk with your Director to make sure they will support your attendance at these in-person meetings and to discuss the budget for these expenses.

Are there scholarship dollars available if my institution is unable to support my participation?
The goal of the application process is to select the most qualified applicants. Although we do not have a formal scholarship process in place, the ELDP Selection Committee will assess these situations on a case-by-case basis and determine how to best support an individual who is well-qualified but may come from an institution that is unable to support the program expense.

How long is this program experience intended to be?
Participants are considered active in the program for 13 months (January-January) - starting and ending with the Director's policy conference. All of the structured components of the program will happen during this year. Following the program, the participants are encouraged to continue their development with a more self-directed approach and continue to use the tools and resources that have been provided to advance their executive development. Program alumni will continue to be invited to select virtual conversations and other relevant development opportunities.

Will there be a formal assessment of an individual's performance in the program?
The performance of an individual during the program will be assessed both formally and informally. Ongoing progress will be evaluated on regular basis through meetings with the participant's leader and mentor and feedback surveys provided by AZA. A combined meeting should take place quarterly including the participant, leader, and mentor to reflect on progress and make agreements on the action plans of the next quarter to address development priorities.

What are the role and responsibilities of the Director and Mentor throughout the Program experience?
The Director and the Mentor will meet regularly with the participant to support their program experience by:

Providing input and guidance for the Individual Development Plans (IDPs)
Identifying experiences or opportunities to address the development priorities
Acting as a sounding board
Providing constructive feedback and real-time coaching
Assessing progress and supporting the application of learnings
Bridging relationships and networks
Sharing industry expertise and leadership insights
Supporting job shadow experiences, site visits, observation at own or other institutions

Is there oversight to address issues throughout the program?
Yes, we solicit feedback throughout the program and program administrators are available to address any program-related issues or to provide support as needed. Individuals may also contact Craig Hoover directly to address any program concerns.

What if I cannot fulfill my responsibilities and commitments to complete the program successfully?
The most important action an individual must take throughout their program is open communication with those supporting their program experience on how they are doing. If things are not going well for an individual, or they are unable to meet their program commitments, it is important to be aware and understand why. Leaders, Mentors, and program administrators are all available to help individuals address program challenges, remove obstacles, and or negotiate program commitments.

What if I leave an AZA organization during the timeframe, can I complete the program?
If a participant leaves their existing institution and moves to another AZA-accredited institution, they will continue in the program. All other transitions will be reviewed on a case-by-case basis.

What happens after I complete the program?
Following the program, ELDP participants should continue to update and add to their individual development plans, expand their AZA networks, and look for additional opportunities to advance their executive competency capabilities. As openings occur at an institution, AZA's senior leadership will also work to advocate for individuals that have completed the program successfully as appropriate.