Courses Within Leading Change
Learning to Lead Change combines a number of courses, each focusing on a unique set of leadership skills. The courses can be combined into a set of practices, which can spread out over time with action planning assigned between the courses.
Alternatively, they can be divided into separate courses given as a one-off. Note that each course lasts approximately 3 hours.
For further information on any of these courses, please contact me at the phone number above or at firstname.lastname@example.org.
Coaching for Leaders:
Session Purpose: To develop basic coaching skills so that leaders feel ready to coach their direct reports, peers and other leaders.
- Lead employees to resolve their own problems: Provides objectivity, honesty and candid feedback and guidance.
- The coach allows clients to take over their own development: Supports the individual to recognize the value of making self-development a priority.
- The coaching client sets the agenda: Practice in applying the coaching skills and translating insight into action.
- Coaching provides specific action steps: Ties individual efforts to the realities of business and company objectives.
- Encouraging cultural achievements: Supports a culture that encourages individual career development and performance improvement.
The Power of Positive Politics
Session Purpose: To understand that politics is a game that all leaders have to play. The decision not to play politics is itself a political decision - a decision to play it badly.
- Reach across departments: Politics is paying attention to your environment and realizing that success is about more than "doing good work" - it is about good relationships.
- View politics in a positive way: Pay attention to the unwritten rules of how to make sure that you are an insider and thought of as a key player.
- Develop and use your people skills: Political savvy is the practice of sensible and ethical office politics.
- Determine who has reflective power. Build relationships and a network of cooperative contacts and allies and win the support of your boss.
Managing for Performance
Session Purpose: For leaders to manage for purpose, they must have integrity of purpose, a caring attitude and retain the courage of your convictions. With these traits, leaders can effectively attract followers, future leaders and customers.
- Focus: Seeing the future together. Focus is the "where" of change, but that is not enough, leaders must see the "why" and the "how" of the vision.
- Alignment: Channeling the focus. Alignment enables discipline and focus and guides the energy of leaders and followers to follow the same direction.
- Empowering ourselves: Leaders set the conditions for empowerment by encouraging, enabling performance, sharing information, and being clear about responsibilities.
- Trust: Leadership is a trust game. Leaders must earn the respect by demonstrating respect for others and caring about people as individuals, and do what they say they are going to do.
Session Purpose: Create a pattern of winning that attracts employees who want to be aligned with success. Leaders inspire others by searching for opportunities to innovate, change, grow, experiment and take risks, and constantly generating small wins.
- Envision the future: Leaders need to have a vision for the future of their company, but that is not enough how does each leader bring in your team and the organization to share that same vision.
- Collaboratively solve problems: Enhance your ability to listen effectively to employees' issues and concerns and use build trust and manage by agreement.
- Communicate clear direction and goals: Communicate the "what" and "why" of change, listen to questions and concerns, explore the "how", acknowledge "the challenge", recognize the reward early enrollment and progress toward the goal.
- Reward early and often. Leaders need to model for others how they would handle issues, and always thank others for their contributions. Care for your employees as people with real lives and thank them for their actions.
High Performing Teams
Session Purpose: Devote time for team members to appreciate their own skills and the skills of other team members. Trust is critical for the flow of ideas and team members need to share group identity and have confidence in their team effectiveness.
- Emotional intelligence: When teams develop their emotional intelligence, their levels of trust, group identity and effectiveness shoots up. They cooperate more fully and creatively work towards their end goals.
- Surface emotional issues: When teams deal honestly with difficult issues, and the team must feel comfortable in calling bad behavior out. Humor can also be helpful in defusing conflict and tension.
- Celebrate success: Recognize both individual and group achievements. This will strengthen group identity and highlights effectiveness and feeds into a passion for excellence.
- Provide needed training: Even high performing teams need support and training to make progress against their goals. Do provide whatever training is needed to make the overall team more effective at what it does.