The Leadership Development Series is designed to improve the performance management, coaching, feedback, and development planning skills of managers while building partnerships with employees as they work towards accomplishing desired business results. Additionally, the programs address the issue of building organizational bench strength and developing the next generation of leaders. The series consists of five interactive programs designed to improve Leader effectiveness in a changing environment. Click on the program title to see a description and outline of the programs in this series.

Leader as Coach

The cornerstone of our Leadership Development series, this two-day workshop is designed to build leadership competency and stimulate exceptional employee performance through coaching and feedback. Using self-assessments, case studies, role plays, and small group exercises, Leader As Coach offers an experiential, skill building approach to improving the leader’s abilities in the areas of employee development, communication-feedback, performance management, and coaching.

Target Audience
Manager-of-Managers who are responsible for the performance and development of direct reports.

Program Objectives:

Program Features

Participants who have completed this program

Participant Reactions to Leader as Coach

"The Leader As Coach series not only gave me the skills to write S.M.A.R.T. goals and objectives, but it also taught me how to apply the Standards of Leadership to best impact my employee performance."- Eleanor Cottonaro, Johnson & Johnson

"The course gave me a perspective on my leadership style and how to vary it in different situations.  I enjoyed the opportunity to participate in role-plays to get direct feedback. - David Bonilla, Johnson & Johnson.

Leader As Coach 2: Refocusing On Performance And Development

This one-day follow-up is designed to reinforce the key concepts of Situational Leadership and the Precision Coaching Model in the context of employee development. The emphasis of Leader As Coach 2 is to link employee performance, development, and compensation to business results. The role of the leader is to work with employees in communicating their responsibility for continuous development and to partner with them in the development process.

Target Audience
Manager-of-Managers, who have completed Leader as Coach, and are responsible for development and compensation planning.

Program Objectives
As a result of attending the Leader as Coach 2 workshop participants will be able to:

Program Features

Participants who have completed this program

The High Impact Leader

This four-module program is an addition to the Leadership Development Series. It is designed to improve the skills of middle managers, who are responsible for coaching, evaluating, developing, and making compensation decisions for their direct reports as well as working with business partners in accomplishing business results. The program seeks to address the needs of incumbent managers who must build the business and develop the next generation of leaders.

Using multi-rater assessments, case studies, and interactive exercises, The High Impact Leader focuses on the leader’s role in achieving business results, developing others, and creating an environment that promotes teamwork and cooperation.

Target Audience
Incumbent Managers who are responsible for the developing direct reports and working with business partners to achieve organizational objectives.

Program Objectives
As a result of attending the High Impact Leader program participants will be able to:

Program Features

Participants who have completed this program

Module I: Identifying Leadership That Gets Results
This initial module examines the link between Emotional Competence and leadership success. Participants will develop an awareness of Emotional Intelligence and its role in managing self and others.

Module II: Coaching for Improved Performance
Coaching is a leadership strategy and depends on the leader’s ability to establish an environment that is conducive for confronting performance issues or discussing development opportunities. Using role-plays and feedback coaches, participants will receive real-time feedback to improve their coaching skills.

Modules III & IV: Developing Organizational Awareness

In addition to managing the performance of direct reports managers must work with bosses, business partners, and peers to “get things done”. To this end effective leaders must develop their organizational awareness---how best to navigate the culture and develop networks as they accomplish organizational tasks.

The Newly Appointed Leader

Today, technology, competition, and employee involvement initiatives are powerful forces shaping the transition of the new leader as they evolve from their role as an individual contributor. This five-module program will give the participant the opportunity to learn and demonstrate new skills as they transition into their leadership role.

Target Audience
Professionals, team leaders, or individual contributors who are about to be or identified as ready for their first supervisory position.

Program Objectives
As a result of attending the Newly Appointed Leader program participants will be able to:

MODULE I: TRANSITION TO LEADER

This module will help the participants identify their new role and leadership style, as well as understand the dynamics of managing work relationships in the context of their new responsibilities.

1. The dynamics of transitioning from individual contributor

2. Defining your new role as leader and the management process

3. Examining leadership within the organization

4. Identifying leadership style: The Situational Leadership model

5. A new paradigm for leadership success: Emotional Competence.

MODULE II. HIGH IMPACT COMMUNICATIONS

Communication across, up and down the organization is critical for personal and professional success. This module examines the key actions of active listening, giving and receiving feedback.

1. MBTI: Understanding the Dynamics of TYPE in managing others

2. The Six Paradigms Of Communication

3. One way vs. two way communication

4. Active-reflective listening

5. Giving and Receiving generational feedback

MODULE III: COACHING FOR IMPACT

As the organization meets the challenges of the marketplace, leaders at all levels must confidently and accurately diagnose performance issues and apply a coaching model for continuously develop his/her staff.

1. Motivation: Understanding and Influencing performance

2. S.M.A.R.T. Goals

3. The Precision Coaching process

4. Applying the model to different coaching scenarios

5. Delegation: A Leadership and Coaching Strategy

MODULE IV: THE PROCESS OF PERFORMANCE MANAGEMENT

An important responsibility of the first time leader is to manage the performance of his or her staff in meeting organizational objectives. In addition to managing performance, the new leader must partner with his/her staff in identifying and meeting development objectives.

1. The Role of Performance and Compensation Management

2.  The Mid-Year Review: Using Coaching to Confront and Resolve Performance Problems

3. The Year End Performance Review

4.  Development Planning

MODULE V: MANAGING CHANGE

Organizations must deal with a faster rate of change than ever before. Leaders must develop the skills necessary to successfully identify opportunities for change and innovation, for dealing with resistance to change, and leading change within their groups.

1. The Change Process

2. Assessing the Impact Of Change On Self and Others

3. Targeting Areas for Innovation or Improvement in your group

4.  Identifying Strategies for Dealing with Resistance to Change

5. Designing change implementation strategies

Program Features:

·         Professional feedback coaches

·         Learning over time.

·         Customized role plays and simulations

·         Modules are linked but can be delivered individually

·         Work related assignments linked to each module

·         Program follow-up to ensure program impact

·         Pre-work to maximize classroom learning

·         Additional modules can be customized to meet specific
organizational and employee needs

Participants who have completed this program

·         Ability to use a variety of leadership styles to better manage employee performance

·         Give feedback that improves employee performance

·         Correctly identify and evaluate performance

·         Develop a work environment based on trust and two way communication

·         Work effectively with direct reports to create development plans

What Makes Teams Great: Team Leadership

In today’s organization, business objectives are accomplished through teams. The role of the team leader is to build an effective team that accomplishes project goals and achieves sustained, long-term results for the organization.

Target Audience
Those project managers and team leaders responsible for accomplishing objectives in teams, virtual teams, or task forces. 

Program Objectives
As a result of attending the Team Leadership program participants will be able to

AGENDA - DAY 1

AGENDA - DAY 2

Program Features

Participants who have completed this program

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