|
|
| Module |
OBJECTIVES |
1
Situational Leadership II
|
Narrative: The Situational Leadership II Model is an easy to understand, radical framework that helps managers diagnose the needs of their people and then provide the appropriate leadership style to meet those needs. Managers will learn the four stages of development, from enthusiastic beginner (D1) to self-reliant achiever (D4), and how to apply the appropriate directive and supportive behaviors, from directing (S1) to delegating (S4), to match the development needs of their people. Facilitator must have training certification to be able to deliver content and materials, as it is a trademarked leadership training program.
Objectives:
- To identify four leadership styles
- To demonstrate diagnostic skills for choosing an appropriate leadership style for a given development level of an employee
- To identify how to provide direction and support to employees and lead them effectively as they accomplish tasks
|
|
|
2
Building and Leading High Impact Teams |
Narrative: In this course, you will use a range of highly interactive and experiential approaches to developing effective interpersonal relationships. You’ll have opportunities to bring your real-world challenges into the session, as you build your confidence and skills in having courageous conversations, navigating power, and transforming conflict into a tool for developing both yourself and others. You will also review some common challenges and opportunities that face virtual teams and some suggested strategies for addressing those challenges and capitalizing on the opportunities.
Objectives:
- Assess the key opportunities and challenges facing your team and reflect on how they have affected your team's performance
- Perform diagnostics so that you can identify the area that's most challenging for your team
- Design an intervention for your team so that you can address structural or coaching challenges
|
|
|
3
Behavior Based Coaching & Performance Management Cycle |
Narrative: The purpose of this session is to provide a foundation from which supervisors can draw upon to ensure the thorough preparation for an accurate delivery of effective feedback & coaching that ultimately results in the desired behavior/performance. The performance management cycle depicts the stages involved in the process of planning, monitoring, reviewing, and feedback. The process is centered on setting employees’ goals that are aligned with the strategic objectives of the organization. It involves ongoing coaching communications between the supervisor and employee in an effort to support or advance the organizations objectives, mission, vision, and strategies.
Objectives:
- To provide explanation of how supervisors drive success through coaching
- To use coaching to improve performance and develop individuals
- To define feedback and coaching, as well as their differences
- To learn the behavior-based model
- To identify employee behaviors that drive performance through observation & measurement
- To communicate feedback that is constructive and focused
|
| CORE AREA |
MODULES AND OBJECTIVES |
4
Change Management
|
Narrative: Organizational change can be scary, is often poorly planned and is frequently unintentional. This session will provide you with a model for successful organizational change. Learn tips and techniques to overcome resistance to change and teach you to lead change with awareness and purpose. A project you’re working on is going to require that people change the way they do their work, or whom they work with, or what they care about, or how their performance is measure, or … You get the picture! Organizations reach their goals through projects; projects require that people change. This interactive workshop covers the key concepts associated with organizational change management, techniques on how to assess organizational readiness, effectively address resistance, and identify the critical success factors in the change process.
Objectives:
- To develop an appreciation of the impact organizational change has on people
- To identify ways to positively lead and motivate people through cultural or organizations change
- To develop skills for effective communication change
- To recognize ways to help team members cope with change
|
|
|
5
Conflict Resolution & Managing Difficult Behaviors |
Narrative: Effective conflict management is an essential skill for every leader and aspiring leader. When harnessed productively, conflict can be a force to build both organizational culture and competitive advantage. Learn to surface issues within your workplace and successfully navigate challenging conversations with direct reports, peers, or supervisors where emotions run high and positive outcomes are critical. Master the skills needed to assess, scope, and diagnose issues from all sides, understand different personal styles, and implement a proven problem-solving approach to find workable resolutions that strengthen relationships and results.
Objectives:
- To identify the stages & types of conflict
- To recognize conflict triggers
- To approach ways to deal with conflict
- To understand the difference between constructive and destructive conflict
|
6
Employee Engagement |
Narrative: Having an engaged employee base is a significant competitive advantage for two main reasons. First, when employees are engaged, they are going beyond their job description in assisting the organization to be successful. They have higher levels of trust in management and in their coworkers. These elements translate into higher productivity, higher retention rates and higher profitability. Second, based on recent national surveys, 70 percent of employs are disengaged with 20 percent of that group are actively disengaged, meaning working against the organization. Imagine what a competitive advantage you will have when you get more of your employees to become engaged.
Objectives:
- To learn the types of engagement
- To recognize the engagement stages
- To be aware of top reasons for disengagement
- To explore strategies to keep employees engaged and engagement drivers
|
7
Gallery Walk – Wrap Up |
The “Gallery Walk” will have each participant go around the room and write under each training session held what their biggest take away was from that session – most valuable take-a-ways. This might also include final presentations as well. This session will also discuss lessons learned, best practices, share thoughts and ideas with one another. Certificates of Completion will be given out to each induvial who participated. |
|
| Course ID/# : 4691/610024 |
|
Tuition: $2,035.71
|
Back to Course Listing page
|
Login/Create account
checkout
view cart (
0
)
