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Leadership Approach
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Leadership Challenges
- Creating Vision, Purpose, and Leadership Character
- Preparing New Leaders and High Potentials
- Balancing Leadership and Management
- Developing Communication, Versatility, and Conflict Management Skills
- Ensuring Employees Are Engaged
- Coaching and Motivating Employees
- Leading Change
- Delegating and Setting Team and Individual Goals
- Influencing and Negotiating
- Building Collaboration
- Fostering Innovation and Creativity
- Facilitating Cross-Cultural Effectiveness
- Driving Performance Management
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Programs
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Learning Services
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Client Results
First-Level
First-level supervisors and managers are on the front line of employee and customer interaction. New supervisors need critical foundational skills to shift from their role as individual contributor to effective supervisor who can achieve team success and workforce productivity. The following programs, sorted into key skill areas, focus on developing supervisors and first-level managers to create a productive work environment:
Engaging Employees
Creating a Culture Of Engagement
Creating a Culture of Engagement is a highly interactive two-day instructor-led experience that teaches leaders to increase employee engagement and strengthen teams, leading to tangible business results. This active learning session is hands-on and process-oriented. The focus is on what the organization needs to do, as well as what individual leaders need to do, to create collaborative teams and a culture of engagement. learn more
Meeting Leadership Challenges
Leading for Performance: Meeting Leadership Challenges helps managers learn how to shift their attention away from output and toward creating optimal conditions for employees in three key leadership action areas. Managers will learn how to be an effective leader, rather than an individual contributor. learn more
Motivating for Results
Leading for Performance: Motivating for Results helps managers learn how to influence motivation. When motivation is a factor, managers need to instill confidence that efforts will lead to success, that success is worth having, and that the effort will result in something that is of value to employees. learn more
Setting Goals
Coaching for Performance
Leading for Performance: Coaching for Performance offers first-line and mid-level managers coaching skills and techniques to create the conditions under which employees can succeed. This program will enable organizations to gain a competitive advantage using an effective, structural coaching approach that taps employees' potential and leads to improved performance and fulfillment. learn more
Delegating with Confidence
In Leading for Performance: Delegating with Confidence, managers explore the challenges of delegating and the conditions under which delegation is most effective. They learn a simple, proven delegation process and related skills and tools. Managers learn to effectively entrust others with tasks, while maintaining ultimate responsibility for the outcome. learn more
Lighthouse Coaching
Lighthouse Coaching will help the busy manager move from the "error-correction" management style to the "goal-attainment" coaching style. Use of the Lighthouse Coaching Planning Form, during and after the session, directs the manager through the five steps of the coaching process. learn more
Setting Goals for Success
In Leading for Performance: Setting Goals for Success, participants examine the characteristics of effective goals, the need for goals to address both performance and fulfillment, best practices for linking goals to strategy execution, and proven goal-setting processes. learn more
Managing Individual Growth
Coaching for Performance
Leading for Performance: Coaching for Performance offers first-line and mid-level managers coaching skills and techniques to create the conditions under which employees can succeed. This program will enable organizations to gain a competitive advantage using an effective, structural coaching approach that taps employees' potential and leads to improved performance and fulfillment. learn more
Reviewing Performance
In Leading for Performance: Reviewing Performance participants examine performance review processes, learn best practices for conducting reviews, discuss guidelines for rating performance and common rating errors, and practice proven techniques to prepare, write, and conduct effective performance reviews. learn more
Communicating With Others
Communicating with Purpose
Leading for Performance: Communicating with Purpose provides the knowledge first-line and mid-level managers need to drive more effective one-to-one business communication with employees and colleagues. This program helps organizations gain competitive advantage by teaching leaders how to communicate effectively, ensuring their employees stay informed, participate, and add value. learn more
Managing Styles In Conflict
Leading for Performance: Managing Styles in Conflict helps people learn how to interact more effectively with people of other Social Styles under stress. When people demonstrate "back-up behavior" (predictable responses to high stress), knowing what to do can be critically important. learn more
Working Styles
Leading for Performance: Working Styles is based on the Social Style model, with its four distinct interactive styles: Driver, Analytical, Amiable, and Expressive. Leading for Performance: Working Styles provides proven skills for identifying Social Style, recognizing each style's strengths, and developing interpersonal versatility to adapt one's own behavior and work more effectively with others. learn more
Leading Teams
Lighthouse Coaching
Lighthouse Coaching will help the busy manager move from the "error-correction" management style to the "goal-attainment" coaching style. Use of the Lighthouse Coaching Planning Form, during and after the session, directs the manager through the five steps of the coaching process. learn more
Meeting Leadership Challenges
Leading for Performance: Meeting Leadership Challenges helps managers learn how to shift their attention away from output and toward creating optimal conditions for employees in three key leadership action areas. Managers will learn how to be an effective leader, rather than an individual contributor. learn more
Interacting With Others' Styles
Building Relationship Versatility™: Social Styles at Work
Building Relationship Versatility™: Social Styles at Work is built around a four-quadrant Social Styles matrix. After being profiled, participants are assigned a Social Style, interpersonal versatility rating, and specific versatility behaviors. During the workshop, participants learn how to identify others' Social Styles and, based on understanding their own and others' style, learn to modify their own behaviors to communicate more easily and effectively with others. learn more
Managing Styles In Conflict
Leading for Performance: Managing Styles in Conflict helps people learn how to interact more effectively with people of other Social Styles under stress. When people demonstrate "back-up behavior" (predictable responses to high stress), knowing what to do can be critically important. learn more
Working Styles
Leading for Performance: Working Styles is based on the Social Style model, with its four distinct interactive styles: Driver, Analytical, Amiable, and Expressive. Leading for Performance: Working Styles provides proven skills for identifying Social Style, recognizing each style's strengths, and developing interpersonal versatility to adapt one's own behavior and work more effectively with others. learn more
Measuring Outcomes
Reviewing Performance
In Leading for Performance: Reviewing Performance participants examine performance review processes, learn best practices for conducting reviews, discuss guidelines for rating performance and common rating errors, and practice proven techniques to prepare, write, and conduct effective performance reviews. learn more
