Leadership Developments Topics
Transition into Management: Whether you are a brand-new manager of others, or a brand new manager of other managers, you will most likely have to adjust your style. The things that made you successful in prior role, could hinder you in new one. This topic focuses on three areas. The way you will need to spend your time differently, the skills you need to have and areas of work you need to value. Let's assist in setting up your manager(s) for future success with a strong foundation.
Leadership Culture: What leadership culture have you created? Are their known fundamental behaviors/traits expectation of your leadership team? This workshop assists with tweaking/establishing a set of guidelines that allows your leaders to create and maintain your desired culture. We believe that most people mean well, adding basic leadership traits will allow them to align their intention with their impact. Hoping your managers know and demonstrate some of these necessary traits is not a plan for long term sustainable success.
Diagnosing and Matching Leadership Styles: The golden rule says to "treat people like you want to be treated". While we get that, this approach could completely backfire in the work place, lead to a lack of engagement, growth and have a negative impact on business results. We use Ken Blanchard's Situational Leadership II, to challenge you to "treat people, like they need to be treated depending on the situation.
Emotions in the Workplace (Cause and Effect): Have you ever worked for a manager who wears their emotions on their sleeves? How productive were you, when they were having a bad day? As a leader, everything you do (or don't do) has a possible impact on your people. We use TalentSmart's EI assessment to dissect your emotional intelligence. You can't eliminate your emotions. You can however have a better understanding and handle on it's impact to get the most positive result regardless of the situation.
Leading Through Change: Change, no matter how positive, could be disruptive. The one constant in a thriving work environment, is change. Leading in an environment of change, offers some additional challenges. This workshop bridges the gap. Let's K.I.S.S your approach, to better position yourself and team during times of change.
Challenging Conversations: In life, how you communicate is just as important as what you are communicating. Of more importance, problems in the workplace do not age very well. Whether you are having performance, compensation or accountability discussions, this workshop offers tools and
techniques that can be utilized before, during and after challenging conversations to minimize manager and employee's's anxiety, get buy-in and create action to move forward.
Interviewing Basics: The financial cost of hiring the wrong fit to a company could range from 3-15X salary of that hire. What you can't place a price on is the impact of hire to morale, team dynamics, client impact etc. This workshop covers basic, but important steps, to maximize the likely hood of hiring the best candidate fit for your firm whilst minimizing exposure to anti-labor laws missteps.
Managing different Generations: There are currently 5 different generations in the workplace. Each unique in their experiences and requirements, yet ultimately with the same goal. To be treated and valued fairly. As in any other gathering, people often focus on differences rather than similarities. This workshop assists leaders in fully leveraging all the talent at their disposal.
Feedback/Coaching: Tell one of your direct report that you have feedback for them and notice their reaction. Often feedback and/or coaching has a negative connotation in the workplace. If this is your culture of feedback and/or coaching, this workshop will help. We reflect on the culture you have, share tools and techniques to keep or fix your culture of continuous feedback and coaching.
Motivation/Engagement: According to a Gallup survey, there 3 types of employees in the work place. The engaged, disengaged and actively disengaged. We know your ideal group. The questions are, how do you get them and keep them engaged? What's causing others to be disengaged? Can you bring them back in the fold? Is it your management style? Do you truly know what motivates them? These are some of the questions we help you answer in the workshop.