Leadership Training

Description: This class offers an individual and interactive approach to understanding and managing change. The class participants will gain a heightened awareness into their own processes of adapting to fundamental change while gaining tools in understanding and guiding others through change.

Duration:6 hours

Learning Points:

• Change resiliency profile (simple pen and paper assessment)
• What is change?
• Why should I change? — Signs that change is needed
• Understanding the mechanics of change: Six phases of change
  • Coaching tools for guiding others through each stage
• Benefits of change
• The psychology of change — Strategies for managing/coping with change
  • Change embracers and change resistors
    • Handling resistance
  • Loss and defenses
  • Cognitive Restructuring — reframing and retraining our thoughts to help ourselves and others cope more effectively with change
• Change management action strategy

Description: By mastering their listening skills and learning to speak with diplomacy and assertiveness, class participants can build their own confidence as leaders while boosting the morale, respect and support of those in their work environment. **Each class can also be a stand alone.**

Duration:Two 4-hour segments

Segment #1 — Courageous Conversations

Do you ever wish you had spoken your thoughts during a tough conversation but simply didn’t know how? Are there times when, long after a conversation, you think of an appropriate response to someone else's inappropriate comments? Do you sometimes have difficulty explaining your thoughts and feelings? This class challenges participants to gain a greater understanding of how speakers create communication barriers through judgments, assumptions and perceptions. Participants will learn new tools for asserting themselves in order to most effectively speak their truth — in a diplomatic and constructive way.

Learning Points:

• Key Competencies for Effective Communications
  • Observations versus Interpretations: Understanding the effects of our assumptions and perceptions
    • Communication barriers
  • Courageous conversations
    • 'I' Messages — delivering the real message with diplomacy and accountability
• Email communication (resource material)

Segment #2 — Coaching for Dynamic Listening

Do you ever feel defensive when talking with others or notice others getting defensive around you? Dynamic Listening is the most important communication tool to use in any situation that has even the slightest level of emotion. This is the tool that will get you through those times when you feel stuck while in dialogue with others. This class uses practical examples and exercises to help participants become a dynamic listener and demonstrates how, by listening, one can move through those "stuck" places while maintaining control of the dialogue.

Learning Points:

• Body language and vocal qualities
  • What message are you communicating with your tone of voice or your facial expressions?
• Dynamic Listening
  • The impulses that prevent listening
  • The five key techniques to Dynamic Listening
• Learn how to feel less defensive during interactions with others!

Description: Individuals are rarely born with effective conflict resolution skills. They learn these skills, and sometimes the hard way through trial and error. The tools taught in this class will help change the end result of a conflict by showing participants that by shifting to a more collaborative conflict resolution style, they have the power to create a win/win outcome.

*There is a paper-pencil assessment with this class *

Duration: Full day workshop unless participants have received Communication Skills training

Learning Points:

• Conflict
  • Causes
  • What makes it escalate?
  • What makes it subside?
• Dealing With Conflict instrument
  • Paper assessment showing five conflict styles
  • Participants learn their dominant style and the dominant styles of others
  • Participants learn when it’s most appropriate to use the 5 conflict styles
  • Participants become more flexible in conflict situations by learning that one approach is not optimal in all situations
• Collaboration and communication
  • ‘I’ messages and dynamic listening skills (if not previously taught)
    • Delivering the real message with diplomacy and accountability
    • Five key techniques to dynamic listening
• Conflict Resolution Strategy
  • Six steps to resolving conflict
  • Practical experiential to put tools into action

Description: This workshop takes a fun approach to ‘out of the box’ thinking when collaborating with others. To solidify the learning points, workshops participants will be put to task to solve an environmentally sensitive problem, and they must work collaboratively in order to successfully come to resolution.

Duration: 6 hour workshop

Learning Points:

• Understanding collaboration
• Getting a Grip on Your Team’s Collaboration Effectiveness
  • The four dimensions of team effectiveness
    • Identify strengths and challenges of your team
• Team Adventure Game – Four Skill Areas to Learn how to Collaborate Effectively Within and Across Boundaries
  • Reaching out
    • Identify similar goals
    • Commit to ongoing communication
    • Break down communication barriers to creatively solving complex problems
    • Test assumptions about how individuals and teams work together
  • Sharing information
    • Sharing problems or concerns
  • Exploring alternatives
    • Generating options – using innovation
  • Making it happen
    • Clarifying what success looks like
    • Setting expectations about roles and responsibilities
    • Creating a clear action plan for moving forward
  • Collaboration Action Strategy
• Creative Team Experiential

Description: Have you ever heard the phrase, "People join organizations but leave managers?" Are you a manager or supervisor who wants to be remembered as a mentor and one who positively recognized staff members? Are you prepared to have some fun learning about motivation — both your own and that of others? Do you see the value in developing staff members through motivational tools?

If you answered Yes to these questions, then this workshop is for you. This full-day class will help you take your work team to a heightened new level as participants explore motivators, both intrinsic and extrinsic, while discovering how to unleash employee potential through proven motivational models. Practical and applicable techniques will be taught to help leaders set clear expectations, create realistic goals and aim for high achievement.

Duration: Full Day Workshop

Learning Points:

• Assessment: Are you a Love ‘em or Lose ‘em Manager?
• Understanding motivation
  • Motivation defined
  • Intrinsic motivators
  • Extrinsic motivators
• Motivational theories
  • Maslow’s Hierarchy of Needs
  • Herzberg’s Satisfiers and Dissatisfiers
    • Recognizing employees
  • The 3DM Framework by Hal Movius
    • Group maintenance and motivating behaviors
    • Dysfunctional/demotivating behaviors
  • Aligning abilities, strengths and enjoyment for higher satisfaction
• Setting expectations
  • Identify the area for Improvement
  • Determine the cause and what needs to change
  • Get commitment
  • Provide support needed for change
  • Measure results and provide feedback
• Goal Development and Buy-In
  • Values alignment
  • SMART (S) Goals
  • Action planning
• Employee Motivational Action Planning
  • Strategies to motivate

Description: Performance Management goes well beyond simply writing an appraisal. Managers impact their employees everyday! Are you choosing to create a high-impact workforce by being a high-contact manager? Do you realize the extent to which you can influence a staff member's development? This interactive course provides participants with the tools to understand and manage the evaluation process from a performance management perspective. Participants learn how a well-planned process, effective communication, and a commitment for taking action can empower themselves and their staff while creating a high-impact workplace of professional growth and support.

Duration: 6 - Hour Workshop

Learning Points:

• The performance management system
  • Planning
  • Process, feedback, quarterly check-ins, documentation
  • Wrap-up
• Performance planning
  • Goal development
    • Identifying appropriate goals based on appropriate deliverables
    • Goals versus standards (routine job duties)
    • SMART goals
    • Creating a development plan
      • Turning the SMART goal into quantifiably measurable steps and tasks
      • To be reviewed at quarterly check-ins
• Facilitating Behavioral Changes — Performance Feedback — Written and verbal
  • Review of Observations versus Judgments
  • FESA: Four steps to performance feedback and documentation
  • Receiving feedback tips to encourage employee participation
  • Keeping a feedback log to make the review process much easier
• Performance Feedback Process
  • Constructive feedback vs. Criticism and Praise
  • Guidelines for corrective (constructive) feedback
• Constructive Feedback vs. Criticism and Praise
  • Content
  • Manner
  • Timing
  • Frequency
    • Feedback and Behavioral Issues: Addressing performance problems
  • Red flags – gaining awareness and taking action before a problem gets out of hand

Description: The importance placed on IQ is waning as many organizational decision makers are beginning to understand the value in having leaders and staff members with high Emotional Intelligence or EI. Leaders have the responsibility of driving their own and their staff members’ emotions in a purposeful and appropriate direction using the knowledge and tools of Emotional Intelligence. Successful organizations recognize and apply the complex mix of intrapersonal and interpersonal behaviors of EI that incorporate awareness, accurate self-assessment, self-regulation/impulse management, internal drive, and social skills.

This class offers assessments that help to create benchmarks for the trainees’ awareness and growth. Participants can expect to work on critical thinking skills through group discussion points and individual exercises as each takes a journey of self-discovery – gaining a greater understanding of how his or her thoughts create emotions, which in turn, create reactions that affect working relationships and ultimately the bottom line.

The class participants will also learn tools of adaptability and impulse control by identifying and reframing irrational or maladaptive thoughts in an effort to create more healthy and functional interactions with others. Each will look at the importance of EI and the powerful role it plays in personal and professional growth – and thus organizational success.

Duration: Total of 9 hours- divided into three 3-hour sections or two 4.5-hour sections

Learning Points:

Segment I – Understanding Emotions

• What are emotions?
• Comfort level of discussing emotions at work – discussion point
• History of Emotions
  • Emotions and physiology
  • Emotions and cognitive functioning
• Vocabulary of emotions
  • Name that feeling
• A rational context for our feelings

Segment II – Understanding Intelligence

• History of Intelligence
  • Prevailing views
  • Multiple intelligences – assessment and debrief
  • Current scientific research suggests three distinctive thinking capabilities
• Emotional Intelligence defined
• Goleman’s Five Factor Model
  • EI competencies
    • Personal
    • Social
    • The emotional competence framework
    • The EI Assessment – optional assessment and debrief
• Learning self-control and adaptability
  • The role of trust in personal and social competence

Segment III – Progressing in your career with Emotional Intelligence

• Learning self-control and adaptability
  • Physiology of an Amygdala Hijacking
  • Self-talk/maladaptive thinking styles
    • Thought reframing
• Putting it all together
  • How can the EI concepts help you move forward in your career?
  • Real self – Ideal self gap analysis
  • EI development plan