This course is designed to ensure leaders and managers are successful coaches in the workplace, without crossing over into becoming a therapist. Leaders and managers will understand the definition of coaching versus mentorship or professional counseling. They will acquire the basic skills and tools to conduct good one-on-one coaching sessions and become great referral agents when coaching extends beyond their scope of expertise. This course is beneficial for seasoned and junior leaders
This course offers a brief overview of basic, intermediate and advance leadership principles. Leaders and managers will discover a model for excellent leadership skills and practices versus toxic leadership practices. They will examine and discuss case studies on the impact of ineffective leadership on an organization’s bottom line, recruiting and retention, and loss in productivity. This course serves to highlight best practices and reduce ineffectiveness. Great course to improve and refine leader development.
This course provides a basic overview on defining resilience, dispels what resilience is not, and identifies four essential components associated with resilience. A brief discussion on maintaining a healthy work-life balance. Learners will identify and discover key characteristics associated with resilience and how to integrate it in life and in work. This is a good initial and refresher course for managing resilience in the workplace.
This course shares key insights on establishing and building high-performing teams. Leaders and managers will take a deep-dive into the makeup of a successful team. This course provides a review on each team member’s unique value, strengths and opportunities for growth e.g., weaknesses. Leaders will gain the knowledge on how to harness a team member’s strength and advance peer-to-peer growth opportunities (healthy completion versus negative competition). This course serves a foundation for more advanced team-building activities, games, and mastermind group sessions.
This course illustrates the various schools of thought on self-motivation and motivating employees in the workplace. It emphasizes the difference between intrinsic and extrinsic motivation, de-motivating work environments, and the impact of employee recognition and awards. Learners will examine different organizations’ employee engagement scores, company cultures, and employee rewards programs. This course is a great course for aligning or enhancing organizational employee engagement and employee retention efforts.
The DiSC assessment is a non-judgmental behavioral tool used for the assessment of people's behavioral differences, preferences and how they interact with their environment. The DiSC Model of Behavior was first proposed by William Moulton Marston, a physiological psychologist with a Ph.D. from Harvard. His 1928 book, Emotions of Normal People, explains his theory on how normal human emotions lead to behavioral differences among groups of people, and how a person's behavior might change over time. When one participates in a DiSC assessment, the goal is to “increase the learning curve” of understanding how the individual perceives and personally interacts with people and tasks. Participants will be asked to complete a series of word-based, prioritization questions that produce a detailed report about their personality and behaviors. The benefit of this tool is that the assessment is not static – you are not one thing and that’s it – the end. Because we live on a planet full of humans, this assessment tools allow you to understand what your natural superpowers are and how your behaviors adapt when “on stage” or stressed. Moreover, in the coaching, a host strategies, tactics and tools are provided to ensure individuals leave with heightened self -awareness as well as the ability to interact, work and team effectively with people of other styles.
360º feedback gathers the opinions of a leader’s supervisors, peers, direct reports, and other significant stakeholders (such as customers, board of directors, etc.) to gather a complete picture of the leader and give a person feedback on their leadership skills. The leader also rates themselves to provide a self/other comparison that builds insight and self-awareness. TalentsSmart’s 360o survey underwent decades of research in its design and validation. The items were developed, validated, and tested over a decade in a host of organizations of various sizes. When a leadership team participates in a 360o survey, they receive constructive feedback on their current skill level on 22 core and adaptive leadership skills. Participants are asked to complete a series of questions that from start to finish should take less than 20-minutes. Unlike other 360o survey tools, the benefit of this leadership assessment is that leaders receive additional developmental resources e.g., e-learning and a cutting-edge goal-tracking system. With these tools, leaders can establish a self-directed leadership improvement plan or a formal professional development leadership improvement plan. Notwithstanding, the initial feedback response does not have to define a leader’s end state, participants can set goals, share their goals from an accountability perspective with others, and monitor/track their progress. Moreover, in coaching/training, this tool provides leaders with a powerful way to bridge the gap between learning and doing.
This course is designed for individuals, new leaders, and organizations. It emphasizes an essential skill and practice for becoming a great leader starts with self-leadership. Areas covered are behavioral and cognitive strategies, natural reward strategies, and constructive thought patterns. This course can be instrumental for organizations trying to fill their management pipeline with highly talented, emotionally intelligent, knowledgeable, and strong leaders.