Goals of a Typical Leadership Development Project:
The purpose of a Leadership Development training series is to establish a basic standard level of knowledge of and skills for supervisors and leaders across the whole organization.
Participants at the end of the program will be able to:
- view their position as being basically responsible for managing a part of the company’s total investment within their operational unit; have a clear supervisory/leader identity
- understand the factors influencing individual and team performance
- motivate their employees effectively, by facts and data
- identify development tools and coaching methods for maximizing performance within their unit
- analyze and anticipate change and use a proactive approach when communicating about change
- attract and maintain the right talent for their teams
- understand the importance of conscious leadership behavior in assigning and managing tasks
- use the appropriate leadership behavior when assigning and managing tasks
- select and use the most effective leadership behaviors, based on the readiness levels and working styles of employees, in order to supervise, develop and motivate them.
- use effective communication tools to facilitate collaboration among the various units of the organization
The program is highly interactive, organized in a workshop format. During the program we build on the participants’ experience and knowledge, using a practical approach, analyzing real-life situations and everyday management issues.
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Benefits for the participating supervisors/leaders:
- A better understanding of their position; a structured and systematic approach to their own responsibilities and tasks
- More confidence in making decisions and recommendations on employee motivation
- More conscious and confident critical thinking when choosing the proper leadership behavior
- A better usage of their working time by using the appropriate behavior/style
- Less stress due to having a supervisory “toolkit” for everyday situation
- More job satisfaction from developing and leading more successful teams/employees
| Benefits for the organization:
- Supervisors/leaders focus on the company’s interest in their decision-making and activities
- Motivation and performance management is based more on facts and data instead of „gut-level feelings”
- More motivated employees – a possibility for higher level of performance
- A more cost-effective usage of supervisory working power
- More effective internal communication by everyone „speaking the same language” at the supervisory level
- More competent and successful supervisors/leaders; promoting a great company image
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Some of the Most Popular Leadership Development Modules
The Leadership Role
- Managing or Leading?
- The Supervisor’s/Leader’s Role: Day-to-Day Tasks and Responsibilities
- Working with Other People: Thinking/Working/Problem Solving Styles
- From investment to Results
Communication Skills for Managers
- Communication Tools and Methods
- Face-to-face Communication: Structure and Elements of a Conversation
- Convincing Others: Open and Straightforward Communication
- Handling Common Objections in Open and Straightforward Communication
Motivation – Theories in Practice
- What is Motivation?
- WHY is it My Job to Motivate?
- WHEN and HOW: Some Well-Known Theories – What Are These Good For?
- Motivation by Facts and Data
Managing Tasks – Using Leadership Behavior
- Assigning Tasks
- Step-by-step task management
- Accountability That Works
- Inter-departmental Collaboration
- How do successful managers use leadership behavior?
- Everyday situations as Development Opportunities
- Recognizing and leveraging Thinking/Working/Problem Solving styles
Developing Individuals and Teams
- Coaching and Mentoring: Definitions
- Coaching: WHY, WHAT, WHEN and HOW
- Mentoring DOs and DON’Ts
- Recruitment as a Team Development Tool
- Building High Performing Teams
Change Management
- The “Problem” With Change
- Attitudes Towards Change
- The Supervisor’s Role in Managing Change
- Communicating About Change – Generating Buy-In
Conflict Management
- Recognizing problematic (manipulative) Behaviors
- Neutralizing problematic Behaviors
Correcting Performance Issues
- Analyzing performance problems – identifying potential reasons
- Addressing organizational “loopholes”
- Counseling Discussions
- Addressing Individual Performance Problems – In Practice
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