| Leadership Development (Training Modules) |
Each of the training module mentioned below is based upon concepts of Inquire, Involve, Innovate and Impact.
How we inquire into your team member engagement strategy, involve all levels of your organization in its execution, innovate outside-of-the-box interventions to imbed your strategy into the daily fabric of your operation so that, together, we can impact behavior to get the results you want.
Business Professionalism 101
This module is an overview of categories important to business relationships - introducing people, business meetings, and the business luncheon or dinner. It also addresses the steps of writing a thank you note. This module also contains a list of recommended books for further information on this topic.
Coach for Performance Improvement
Coaching is about providing support and advice to help an individual recognize ways in which they can improve their effectiveness and performance. Coaching has traditionally been employed to help a poor or struggling performer improve. Now it is recognized as a solid methodology for encouraging strong performers to grow and improve even faster. Effective leaders use coaching to provide direction, instruction, and training to help their team members grow skills and achieve objectives.
Coaching: Supportive and Directive Approaches
Coaching associates to help them succeed and to maintain performance standards is often difficult for everyone involved. Managers need to know when to apply either supportive or directive coaching and be able to analyze the readiness level of their people to receive coaching.
Communicate to Lead
Managers and leaders need to be able to communicate effectively in order to engage and connect with others. This requires listening effectively, avoiding filters or biases, rephrasing, and speaking persuasively.
Conflict Management
A critical role for managers is the ability to manage conflicts between associates, with subordinates or peers. Managers need to be able to listen empathetically, ask the right questions, evaluate the people involved, and determine the right level of intervention and the best approaches to resolve conflict.
Delegation
Delegation (rather than dumping) can be used to develop people or to achieve specific organizational outcomes. Identifying who is ready for delegation and using a collaborative process clarifies the level of control needed to affix accountability.
Handling Mistakes
Taking corrective action with employees is a necessary and often difficult process for managers. Constructive feedback, along with the right process and a human relations approach, moves people from resistance to relating to their mistakes.
Lead Effective Meetings
This module covers the human relations skills essential for building cooperation and positive results in meetings as well as the three components of an effective meeting leadership strategy: pre-meeting planning, managing the meeting, and post-meeting follow-up.
Leading Strong Teams
Being an effective leader of a team requires the ability to capitalize on a wide range of personalities, skills, and abilities. Leaders must be able to analyze and capitalize on team strengths, work with diverse styles, and create a competitive spirit that builds cooperation.
Mentorship: Creating a Partnership
Successful mentoring can make the difference in a person's career between making mistakes or strategically avoiding them, between getting off to a fast start or stumbling at the gate. For mentors, it is an opportunity to review and refresh your professional perspective while gaining the satisfaction of guiding others to professional success.
Mentorship: Launching an Initiative
Mentoring is a powerful approach by which one person, with relevant experience, helps another person, with lesser experience, to do their job more effectively and progress in their career. While mentoring is often provided in an informal manner, organizations are recognizing the power of establishing a formal approach to mentoring to help emerging talent gain a solid foothold in the organization.
Motivation
It's often said that people join companies and leave managers. Poor leaders are often cited as the number one reason that people change companies. All managers can impact motivation by understanding the differences between maintenance and motivation, using tangible and intangible rewards, and focusing on appealing to a sense of belonging and importance.
New Employee Orientation
Planning and delivering an effective new employee orientation is a win-win opportunity. In addition to reducing start-up costs, it provides a warm welcome to integrate new employees into the organization's culture and improves employee loyalty and retention.
Performance Appraisals
Creating a performance management culture makes performance appraisal an ongoing process rather than a yearly event that is generally stressful and subjective. An effective appraisal meeting includes establishing rapport, discussing positive and negative results with objectivity, agreeing on specific improvement areas, and setting expectations for future performance.
Performance Defined
Defining clear performance expectations that relate to the organization's vision, mission, and values creates win-win outcomes. Identifying key result areas and SMART performance standards in these areas develops clarity. Duties, activities, and skills, knowledge and abilities are aligned to create measurable results.
Planning
With limited resources and lack of time, many people become responsive, rather than proactive by planning. An eight step planning process establishes the desired outcome, clarifies the current situation, and sets specific goals and timetables to achieve required results.
Time Control to Work on Your Business
Effective managers need to transition from doing to leading and from working in the business to working on the business. By analyzing where time goes, and taking steps to better utilize your time, an effective manager is able to address routine situations and still move the business forward.
Time Management
The two major keys to time management are understanding where time is spent, and focusing efforts on issues with higher levels of importance. You can avoid the tyranny of the urgent by evaluating your activities and applying five proven time management approaches.
Vision, Mission,and Values
Defining clear vision, mission, and value statements creates a climate of focus and direction for an organization. Developing and communicating these statements in a team environment increases buy-in and helps align individual performance with strategic goals.
Ethical Leadership
Ethical leadership requires a consistency of behavior and attitude that can be challenged each day. Ethical leaders have boundaries within which to operate. They serve as role models to others inside of the organization, and outside of the organization, as to what behavior is acceptable.
Strategic Planning
Strategic planning used to be about identifying key activities that would successfully help the organization survive from year to year. Today, strategic planning is about challenging the way things are done, the way the organization operates, and sparking a revolution within the organization to become what it may not be today. Strategic planning is more than just a list of short term goals and activities. It is about aligning short term objectives to achieve long-term success.
Build Trust, Credibility, and Respect
This module looks at the relationship between trust, credibility, and respect and provides principles and tools for restoring broken trust and building a trust-driven work environment.
Focus and Discipline
Solid skills in organizing and prioritizing are highly admired leadership traits. By strengthening these skills you strengthen your image within your organization, and, in particular, with the individuals you lead.
Global Travel and Culture
Many organizations are finding that they need to provide some basic information to their employees who are representing them in areas outside their home region. Business travel requires planning and organization, along with the ability to research another culture and display cultural sensitivity.
Multi-Tasking
The right-sizing efforts of recent years have left everyone with the dilemma of doing more, better, faster, with less resources. This requires employees to wear many hats and focus on a wide variety of projects, initiatives, and activities at any given time. The expectation is that they will do this flawlessly without letting performance suffer.
Network through Community Service
More and more people of all professions are recognizing the value of networking in order to meet people and develop new professional relationships. Organizations find a return on investment as well. The next stage of networking moves beyond the traditional methods and often includes community service opportunities.
Network to Build Business Connections
The fastest way that you can expand your network is to connect with someone else's network. In addition to expanding your own network, you can benefit others by connecting your network to theirs. In other words, it isn't just who you know, it is who wants to know you, and who wants to know the people you know.
Networking to Build Your Personal Brand
Personal branding is the message you send and the message that others receive about you. How do you want to stand out from the crowd and have people remember you? Do you want to be known as a problem solver, an outstanding team member, a diplomatic change agent? Do you want to be perceived as polished, professional, and friendly? For others to receive your intended message, it must be genuine and authentic.
Networking to Promote Your Organization
In a time when organizations are running leaner, individuals from all ranks must maximize their value, create mutually beneficial partnerships, sell their organization's benefits, and increase business connections.
Succession Planning
It is the responsibility of every leader to provide leadership succession in their organization. This involves at least four distinct areas of leadership preparation and effort: replacement planning, talent management, succession planning, and succession management. Leaders need to examine each of these responsibilities, outline the organizational issues that must be addressed in each area, and create a succession plan.
Leadership Communications
By strengthening leadership communication, you become a more effective leader. You are better able to get your message across, make a positive leadership impression, and let colleagues know that you are always ready to listen.
Leadership Styles and Tendencies
Accomplishing the most, with and through others, requires leaders to know their own styles and tendencies and to appreciate the styles and tendencies of others. The diversity of our working relationships and situations requires us to be more flexible in connecting with others.
Motivational Leadership
It has been said that only we can motivate ourselves. In other words, each individual is responsible for maintaining their own energy, drive, and consistent productivity. While most of us see that this is clearly true to a large extent, it is still the responsibility of leaders to create a work environment where this is encouraged to happen.
Share the Glory
Team members desire to know that their efforts have contributed to the overall success of the team, department, and organization. Effective leaders focus positive attention for good results on their team rather than themselves. Sharing the glory allows team members to see their efforts as more than single activities, but rather as a larger contribution to the whole.
Visionary Leadership
Effective leaders recognize that the processes, steps, and methods of leadership are achieved with and through people. The dynamic changes in the business environment today dictate that leaders engage their team members to accomplish an inspirational vision. Effective leaders inspire and motivate those around them become enthusiastic followers who are committed to achieving the vision.
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