Leadership and Management Skills

“Contrary to the opinion of many people, leaders are not born. Leaders are made, and they are made by effort and hard work.”

- Vince Lombardi, 1913-1970
Professional football coach

Individuals who are in executive, managerial, and supervisory roles are critical to organizational performance. These leaders provide direction and vision, as well as set the tone for the organization. They influence everything from the strategic direction of the organization to the satisfaction level of the employees. Our services for leaders are designed to help them develop and fine-tune their leadership skills in order to maintain high performance. We recognize that a leader’s time is valuable, so our leadership and management trainings are concise and focused on helping them acquire leadership knowledge and skills.

Situational Leadership®

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Overview:
This seminar teaches leaders how to analyze and diagnose organizational situations and choose the most appropriate leadership style for the task and the employee. Our consultants will introduce techniques that will empower and help develop both employees and teams. Leaders will learn how they can apply the principles of Situational Leadership to determine how to solve performance problems.

Duration:
This training lasts three hours.

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Situational Leadership® Workshop

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Overview:
Two major challenges facing leaders in today’s organizations are leading and managing people. Situational Leadership® provides a practical framework for anyone in a leadership role to develop employees to increase productivity and help organizations succeed. This course was developed with particular emphasis on learning from practical, real-life situations. Our consultants have a number of tools to help leaders including:

LEAD® Self

The Situational Leadership® model and LEAD® Self instrument help leaders develop effective skills. Workshop topics include:

The primary elements of a high performance work system
The four different leadership styles and how to utilize them appropriately
Behaviors that can inhibit a leader’s ability to use a leadership style that is appropriate for a particular person, workgroup, or situation
Identification of dominant leadership styles, and how to strengthen non-dominant leadership styles

LEAD® Other (optional)

The LEAD® Other is a confidential assessment process that may be used in conjunction with the LEAD Self to reveal leadership’s effectiveness from the point of view of those who are in subordinate positions. Duration:
The LEAD® Self Training Workshop lasts one day. The LEAD® Other option includes the LEAD® Self, an additional two-hour individual feedback session, and may be followed by leadership coaching sessions.

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Understanding Your Individual Leadership Style

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Overview:
Our consultants use instruments such as the FIRO-B^TM (Fundamental Interpersonal Relations Orientation-Behavior) and MBTI (Myers Briggs Type Indicator) to help managers expand their understanding of their individual leadership style, as well as how others might perceive and react to it. These instruments generate reports that help leaders explore key aspects of personality and behavior in areas such as communication, problem solving, conflict resolution, and interpersonal relationships.

Duration:
This organizational development service includes the administration of the instrument, which generally takes one hour and is followed by, at a minimum, a two-hour feedback session.

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Management of Change

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Overview:
In times of change, people are more likely to look to their leaders for guidance and direction. This briefing helps provide managers with basic concepts and tools that will help them lead employees through the change process. In this briefing, participants will learn about models and stages of change, and what they can do to help employees let go of the past, accept the future, and commit to ongoing change. Content will include these topics:

The nature of change
Change is essential to survival
The changes affecting an organization
Change and stress
Establishing empathy - The People Factor
Strategies for managing change
Communication during change
Planning for organizational change

Duration:
This training lasts one-half day.

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Interviewing for Effective Selection

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Overview:
There is great wisdom in tasks the adage, “to be great, surround yourself with great people.” It follows that managers will want to select the best personnel to join their workforce. Yet, one of the most difficult tasks is conducting an effective selection interview, one that goes beyond posturing and impression management and gets at the candidates’ knowledge, skills, and abilities. This briefing covers how to conduct an effective interview, as well as what kinds of interview questions are considered legal and which are deemed illegal and prohibited in a selection setting.

Duration:
This training generally lasts one-half day.

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Why Empowered Employees Achieve

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Overview:
Participants will learn more about empowerment. They will explore the advantages of empowerment and dispel common myths about its disadvantages. Participants will also find out how empowered employees can help managers accomplish more with less and enhance overall organizational performance. Finally, participants will learn to identify the barriers to empowerment and learn the steps to empowering themselves and co-workers.

Duration:
This training is scheduled for one-half day.

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Empowerment Training for Managers

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Overview:
Managers are challenged to get more done with less in today’s work environment. Empowering supervisors and employees is an effective means of gaining time and accomplishing more with reduced resources. This workshop will help participants understand empowerment and the responsibilities that go with it. Participants will improve their ability to be empowered and to empower others.

Duration:
This training is scheduled for two days.

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Management Skills Workshop

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Overview:
This workshop will facilitate an understanding of how a high performing workplace operates, along with the key competencies needed to manage successfully in such a workplace. Attendees participate in a variety of activities including case studies, small group discussions, personal and group assessments, and directed study. Participants will explore how communication affects relationships and impacts a manager’s ability to lead. They will learn techniques for building effective workplace relationships, motivating employees, and supporting employee development. Participants will understand the different leadership styles and how to apply each style appropriately. Finally, participants will explore the change process, gain insights into that process and learn how to help their organization and their staff members manage change.

Duration:
This training is scheduled for three days.

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The Manager as Facilitator

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Overview:
Organizations have evolved from old fashioned, top-down, stove-pipe management into more horizontal, team-based organizations, and managers have had to assume new roles. Today, managers often serve as facilitators, coaches, brokers, and mentors. Leaders must be skilled in team and group facilitation. This training helps managers increase their understanding of the skills necessary to facilitate organizational work groups. Participants will understand the need for different, more collaborative responses to situations that managers face in today’s organizations. They will learn the dynamics of effective teams. Finally, participants will be able to identify “best practices” for the role of facilitator, learn behaviors that interfere with effective facilitation, and gain knowledge of facilitation

Duration:
This briefing lasts one-half day.

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Organizational Coaching: Concepts and Applications

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Overview:
Managers and their staff members can benefit from successful coaching. Coaching is an efficient way to develop staff potential. It is a cost-effective individual training solution that can greatly enhance an employee’s performance without taking the employee away from the workplace. Successful coaching passes on skills needed to do a job, prepares employees to take on new responsibilities, helps avoid future problems, and builds confidence in and with employees. This seminar will help managers learn about the fundamentals of coaching, find out what successful coaching is all about, explore the barriers to coaching, and learn how to best utilize coaching for performance improvement.

Duration:
This training lasts one-half day.

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Leadership Coaching Consultation

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Overview:
Coaching helps managers improve their performance and increases their impact on employees and the whole organization. Our consultants will evaluate leadership abilities, strengths, and challenges, and design individually tailored feedback and action-oriented development programs to assure improved or continued top performance. Our leadership coaches apply the most current methods of organizational and leadership development. Executive development coaching may be particularly useful for supervisors in the following instances:

When newly appointed to a senior position
If struggling with one or more areas of management skills
When experiencing change in their work group or organization
When dealing with retention problems
Preparing for the next career challenge

Our executive coaching services are custom-designed to meet individual needs and may include the following:

360º assessment by survey or interview process
Management style feedback
Leadership development coaching
Interpersonal skills coaching
Team-building skills
Communication and conflict management skills

Duration:
The length of this organizational development service varies depending on the goals and objectives agreed upon by the consultant and the leader. The process can normally be accomplished in four to eight sessions over a one to three month period.

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Enhancing Employee Performance

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Overview:
How do supervisors help their staff move from good results to even better results? What steps can managers take to motivate, develop, and support employees toward the goal of enhanced performance throughout the year? Managers, supervisors, and team leaders who participate in this briefing will learn proven action steps for enhanced performance to real-life work situations. Content of the training will include:

Motivational theories
Delegation as a motivator
Incentives that work
Giving and receiving criticism
Giving and receiving praise

Duration:
This briefing lasts one-half day.

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Emotional Intelligence

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Overview:
In today’s changing workplace, there is an increasing recognition that one’s emotional characteristics affect interpersonal interactions. The growing field of Emotional Intelligence suggests that employees in leadership positions can benefit from understanding the role of emotions and how they affect workplace communication. Participants will find out how otherwise talented individuals with high IQs can suffer emotional setbacks and have strained work relations. Participants will understand how one’s Emotional Intelligence Quotient (EQ) affects individual interpersonal skills, the ability to adapt to change, and ability of cope with stress. They will learn about EQ competencies and how these competencies can help them become more effective leaders, team members, and managers. Content of the training will include the following:

EQ Assessment
Assess individual strengths and weaknesses and create a plan to develop effective behavioral competencies
Analyze work relationships and create a plan to improve relationships

Duration:
This workshop lasts two days.

See our related services under Organizational Planning and Change and Employee Relations.

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