TOPICS

True leadership isn't a matter of having a certain job or title. In fact, being chosen for a position is only the first of the five levels every effective leader strives to achieve. To become more than "the boss" people follow only because they are required to, you have to master the ability to inspire and invest in them. To further grow in your role, you must build a team that produces while helping teammates develop their skills to become leaders in their own right. In this workshop, Derek will show you how to master each level and rise up to become a more influential, respected, and successful leader.

Learning Outcomes

✓ Provide a clear picture of leadership

✓ Define leading as a verb, not a noun

✓ Break down leading into understandable steps

✓ Implement a game plan for leadership development

✓ Extend your influence for the benefit of others

Do you always wait until the annual performance review to give any feedback? In this workshop, you’ll learn that feedback is a tool for appreciating, coaching, developing, and empowering employees all year long. Feedback is NOT punishment, it's a gift. Derek will facilitate conversations and activities on how feedback can be helpful or harmful depending on how it’s delivered. You’ll walk away knowing that frequent informal feedback positively impacts productivity, morale, and results.

Learning Outcomes

✓ Understand why you should give feedback

✓ Prepare for and deliver feedback using the SBI-3 process

✓ Stop avoiding difficult conversations once and for all

✓ Show empathy and make room for the possibility that you might be wrong

✓ Learn how to ask for and receive feedback

✓ Manage up and give feedback to your boss

Delegation is a critical skill to help time-starved managers expand their range of responsibility, empower others, and create higher performing teams. For many leaders, however, it's a difficult transition from doing it yourself to getting the work done through others. Expectations offer direction, create accountability, and unite a team around shared goals. Lack of clarity around expectations is a fatal flaw in management. If people aren’t sure what to work on, you leave success up to chance. During this workshop, you'll learn that assigning work and setting expectations is an ongoing process, not a single event.

Learning Outcomes

✓ Identify roadblocks to delegation

✓ Execute the steps to effectively engage and create buy-in when delegating

✓ Determine what tasks should and should not be delegated

✓ Link delegation tasks to development and people's strengths

✓ Ensure that employees understand what's expected of them at work

✓ Create a culture of accountability when setting expectations

The “A” word can be intimidating. It often prompts feelings of micromanagement. But without accountability, the organization will suffer. If someone is late for work, there are gaps in production. If team members submit poor-quality work, the brand becomes damaged. If a safety issue isn’t raised, it can have devastating consequences for the company. In this workshop, you'll learn how to create a culture in which employees take personal ownership for results. You’ll walk away more comfortable and confident holding employees accountable. Accountability isn’t an "old-school" or a mean-spirited approach to managing. It's a crucial component of success!

Learning Outcomes

✓ Distinguish between responsibility and accountability

✓ Understand why workplace accountability is important

✓ Identify the right ways to drive accountability

✓ Practice with the Accountability Planning Worksheet and DASCIO Method

✓ Boost employee morale and productivity with a culture of accountability

According to Gallup, only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work. Given this statistic, it’s easy to see why so many organizations are evaluating and rethinking their approach. The good news is that reviews don’t have to be a dreaded “check it off the list” process. In this workshop, you’ll learn actionable ideas on how to create an effective performance management system that your people will love. You’ll walk away inspired to make progress and impact results through small steps, rather than a once-a-year conversation. Employees who understand the power and purpose of performance discussions will buy in, approach them with a positive mindset, and embrace them as growth opportunities. Performance management is a critical factor in helping you and your organization succeed.

Learning Outcomes

✓ Understand the qualities and benefits of effective performance management

✓ Recognize the difference between performance and development

✓ Eliminate biases affecting performance reviews

✓ Use the self-reflection worksheet and review templates to prepare for conversations

✓ Apply tips to create a rating scale that works for your organization

✓ Integrate ongoing Quarterly Conversations and Stay Interviews into the employee lifecycle

The role of a manager must be that of a coach. Coaching involves unlocking people's potential to maximize their own performance. An effective manager-as-coach asks questions instead of providing answers, supports employees instead of judging them, and facilitates their development instead of dictating what has to be done. Development opportunities are everywhere. Employee development is a mutual responsibility of the employee and the leader. In this presentation, you'll learn what a development plan is, why they’re important, and how to create one. Development plans clearly outline an employee’s career goals along with the tangible steps the employee can take to achieve their goals. Managers are forgotten quickly. Coaches are remembered forever.

Learning Outcomes

✓ Know that the role of a good manager must be that of a Coach.

✓ Practice the GROW coaching model.

✓ Recognize that performance reviews & development discussions are different.

✓ Learn that development is the mutual responsibility of the employee & leader.

✓ Understand that development plans must be customized for each person.

✓ Apply the 4-step Individual Development Plan (IDP) process.