Understanding Ourselves:  MBTI and Personality Preference

Overview:

This topic provides a solid introduction to the Myers-Briggs Type Indicator® and its applications in work and personal settings. Before the program, individuals take the MBTI as pre-work. Each participant receives a detailed report on individual Type preferences and implications.

Day One Course Objectives:

• The concepts of preferences and their impact on our work and personal lives.
• Discover how Type preferences influence behavior and communication.
• Gain insight into your personal and professional interpersonal preferences.
• Engage in several exercises to apply Type concepts to team situations.

Building Resilience

Overview:

Conflict, change, and stress are a regular part of everyday organizational life. The key to leadership survival is resilience, the ability to bounce back after adversity. Being resilient doesn’t prevent tough challenges from happening, but it does provide individuals with the strength and wherewithal to recover and move on time and time again.

Developing resilience is a lot like engineering a building to withstand an earthquake. It requires a solid foundation and a flexible structure that won’t crack or crumble under pressure. In human terms, it translates into self-esteem, connections with others, mental agility, and effective coping strategies.

 Day Two Course Objectives:

• Learn how to rebound from adversity
• Build self-esteem as a foundation for resilience
• Establish connections to create a support network
• Develop the ability to accept and embrace change
• Learn how to overcome obstacles using flexible thinking
• Implement stress management and relaxation strategies to maintain resilience

Building Your Strengths (Strengthsfinder)

Overview:

Research shows that leaders and members of high performance teams rely on their strengths 75% of the time. The general population reports show people rely on their strengths less than 20% of the time. Too often people focus on what they don’t do well instead of what they do.  This topic creates an opportunity to understand our personal strengths and how they relate to others on the team.  Top leadership needs to better understand how to maximize strengths.

Day Three Course Objective:

• Articulate the learners top five strengths
• Understand the dominate traits and how they relate to others
• Put talents to use in the workplace and at home
• Appreciate and leverage the strengths of others
• Recognize a team’s assets and deficits

Emotional Intelligence

Overview:

Emotional Intelligence (EQ) is the ability to comprehend your emotions and manage them effectively. Research shows that people who show high levels of emotional intelligence skills are stronger leaders, better decision makers, foster better relationships, and increase team efficiency in the workplace. It also suggests that EQ is a more accurate predictor of success at work and in life than the more traditional IQ test.

When bright people fail in the workplace, it’s usually caused by a lack of Emotional Intelligence (EQ). The good news is that emotional intelligence skills can be developed and improved. When you’re ready to implement an emotional intelligence assessment program in your organization, participants tap into the best tools available.

Day Four Course Objective:

• Participants take the emotional intelligence assessment to determine your emotional preference
• Grow in specific emotional areas to be a stronger manager
• Understand the emotional intelligence of others to achieve win-win outcome
• Develop sound managerial EQ strategies to create business success

See additional course outlines:

Senior Leadership Series Week Two

Senior Leadership Series Week Three

The post Senior Leadership Series Week One appeared first on InCompass Learning Solutions.

Overview:

If you’re faced with the challenge of building a team from the ground up, or helping a team work better together, managers will get the team building exercises they need. The best learning comes from hands-on team building exercises. The Team Adventure Series is an experiential and fun way to demonstrate the concept of team synergy – the phenomenon that occurs when a team achieves greater results than the sum of its parts.

This topic includes team building training that will require team members to think critically, modify behavior, and share constructive feedback. Leadership is polished and developed through team building activities. Managers will learn how to surface, diagnose, and work through the issues that impede effective teamwork

Day One Course Objectives:

• Building legacy teams is a requirement of leadership
• Specific team building techniques are practiced that enhance employee performance
• A team is only as good as its leader – Leadership is challenged and improved when building high performance teams
• The important stages of team development are understood as well as specific leader actions needed to progress the team

Delegation as a Manager

Overview:

Delegating as a manager is designed to show managers how to get work done through other people. These important guidelines to delegating lets the participants address leadership development and employee engagement together. Participants receive solid instruction in a key leadership competency and they commit to giving employees increased opportunity to take on new assignments.  What does this mean for them? Tasks will be delegated more often and with greater clarity – leading to better results, improved productivity and higher job satisfaction overall.

This leader’s guide to delegating provides a plan for successful delegation in just 5 steps. Effective delegation accomplishes more than just the task at hand. It also builds trust for future delegations, helps employees develop new skills, reduces managerial stress and improves organizational productivity.

Day Two Course Objectives:

• Understand the five important steps to delegating.
• Diagnose your individual delegation style.
• Develop a plan for follow up and follow through when delegating.
• Create a customized delegation plan the employee can best understand.
• Provide the necessary assistance and support when delegating without “taking it back”.

Leader as Influencer 

Overview:

As people at all levels become more responsible for taking initiatives to advance organizational goals, the concept of “follower” and “leader” is certainly redefined. Today, we’re all responsible for helping shape and advance our team’s goals and our organization’s vision. If management abides by this concept, followers can no longer be passive conformists and leaders can no longer expect their directions to be “the last word, right or wrong.” This adds a new set of sensitive dynamics to work relationships, requiring followers to pioneer new levels of courage rarely used before.

Influencing as a leader is critical to the organization’s success.

Day Three Course Objectives:

• Understand how savvy influencers can impact and organization.
• Create an influence map to solve a challenging situation.
• Help employees through the maze of human interaction to get their new ideas through the organization.
• Understand how managerial courage and the art and science of influence gets things done.

Conflict Resolution

Overview:

Participants will learn crucial conflict management skills. These skills include successfully dealing with anger and various types of emotional behavior.  Dealing with conflict is important for every organization, no matter what the size. If it is left unchecked – or not resolved – it can lead to lost production, absences, attrition, and even law suits.

Participants observe role plays that will change the way they see and respond to conflict and difficult situations. Participants are given opportunities to practice these learned skills in a variety of contexts so that the skills can become second nature.

Day Four Course Objectives:

• Understand how to uncover the root of conflict in a work environment.
• Practice the five conflict management strategies.
• Create real-life solutions for conflict issues using the targeted conflict resolution tools.
• Apply the basic principles of anger management in real-life situations.
• Develop techniques for managing your emotions and holding difficult conversations.
• Build a workable action plan to reduce future conflict at work.

See additional course outlines:

Senior Leadership Series Week One

Senior Leadership Series Week Three

The post Senior Leadership Series Week Two appeared first on InCompass Learning Solutions.

Overview:

There’s no doubt that coaching is one of the most effective ways to develop employee potential. But once managers have been given the responsibility of coaching, they need a fitness regimen of their own.  This topic shows managers how to delegate with skill, implement development plans, and improve employee performance with this selection of assessments, activities, and programs.

Business coaching is about helping employees become more effective — and supporting and involving your employees in the process. Coaching influences employee adaptability, productivity, and retention.

Day One Course Objectives:

• Through an assessment determine your coaching style and personality
• Understand and practice using the GROW model for coaching
• Solve managerial challenges through the coaching process
• Improve employee performance through a specific coaching process
• Grow and develop employees for success

Managing Change

Overview:

Managers are often just as stressed as employees by the rigors of change and don’t always have the time or the skills necessary to anticipate all of their employees’ emotional and professional needs. So, too often, employees feel resentful, confused, fearful, or resistant – and the change effort stalls.

Dealing with Change offers a proactive, five-step plan for coping with the challenges of personal and organizational change. This business simulation takes a focused, personal, and proactive approach to managing the emotional side of change, helping employees learn how to regain a sense of control and turn negative emotions into positive actions.

Day Two Course Objectives:

• Understand that change is a continuous process and how to manage it in the world of work.
• Create your personal change profile to benefit the movement through a change experience.
• Develop a strategy for managing change in your team and in the company.
• Follow the change curve and learn the necessary steps to help others through.

Succession Planning

Overview:

A lack of succession planning is like driving your car in the dark without headlights. Effective succession planning is like having halogen headlights that shine father and brighter than any other kind of headlight.

This topic shows you how to conduct a gap analysis to identify current and future needs, how to create a pipeline of potential top leadership and how to bring selection systems, reward systems and management development into alignment with the process of leadership renewal.

Day Three Course Objectives:

• Identify high-potential employees
• Conduct a gap analysis to identify current and future needs
• Develop a cadre of successors at several levels
• Use employee development plans (EDPs) as a tool for leadership development
• Consider individual results and adherence to values in your assessment of high-potential employees
• Identify pitfalls of poor planning or no planning
• Measure, evaluate and refine your succession management program

Generations in the Workforce

Overview:

Today’s American workforce is unique and singular.  Never before has there been a workforce and workplace—so diverse in so many ways.  The mix of race, gender, ethnicity, and generation in today’s workplace is stunning.  There is a growing realization that the gulf of misunderstanding and resentment between older, not so old, and younger employees in the workplace is growing and problematic.  Workshop participants will learn these key concepts:

Day Four Course Objectives:

• Better understanding of millennials in the workforce
• Motivate and mentor a multi-generational workforce
• Confidently manage people on your team that are older or younger than you
• Improve job satisfaction and employee engagement through a better understanding of the different generations

See additional course outlines:

Senior Leadership Series Week One

Senior Leadership Series Week Two

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