Leadership Development Curricula
Discover our comprehensive Leadership Development Curricula designed to nurture leadership skills at every level within your organization. From emerging leaders to seasoned senior executives, our practical approach blends cutting-edge tools and personalized one-on-one support to enhance skill development. Equip your leaders with the expertise and confidence needed to navigate today's dynamic business landscape, drive innovation, and foster a culture of continuous growth and excellence. Unlock the full potential of your leadership team and watch your organization flourish.
Leadership Development Curriculum for Emerging Leaders
Why We Need It?
Training equips new leaders with the mindset and the tools required to succeed in their new role and get sustainable results from their teams
- 44 % of fist time people managers are unprepared for their role. (Grovo, 2016)
- 60% of all new managers fail within the first 24 months of their new position. And the main reason they fail is that they were not trained properly on how to manage other people and be an effective leader in the first place. (CEB, 2020)
- 87 % of people managers wished they'd had more training before becoming a manager. (Grovo, 2016)
What It Is
Workshop series designed to give participants a high-level overview of great leadership in action by exploring critical leadership behaviors and identifying practical ways to put them into practice.
Workshop Overviews
LEADING WITH SELF-AWARENESS:
Using the Myers Briggs Type Indicator (MBTI) psychometric assessment, participants increase self-awareness of style and preferences, awareness of preferences in others, tips and tools for improved interactions
Self-leadership:
Performance at organizations is often stalled because employees don’t know how to ask for what they need when they need it. The Self Leadership program teaches Emerging Leaders the mindset and skillset to proactively take the reins, achieve their goals, and accelerate their development.
Learning Outcomes:
- Use the mindset and skillset to achieve professional goals
- Use the mindset and skillset needed to accept responsibility
- Know how to challenge assumed constraints
- Know how to set SMART Goals
- Explore and activate personal points of power
- Practice being proactive when asking for direction and support in conversations with their manager
- Better communicate with their managers by adopting the same leadership language and methodology
Elevating Feedback:
Elevating Feedback teaches a simple, powerful, and effective feedback model that enables your employees to give and receive focused, productive feedback. When employees improve their ability to be this specific and direct, the person receiving that feedback will be more motivated to take actions that improve performance.
Learning Outcomes:
- Understand the need for providing feedback in the workplace
- Provide effective feedback using Situation-Behavior-Impact (SBI) language
- Practice delivering and receiving feedback using the SBI feedback model
- Review common mistakes in delivering feedback
- Create a plan of action for delivering more effective feedback to others
Delegating for Development:
Developing delegation skills among employees is essential for organizations as it empowers teams to work more efficiently and collaboratively. Effective delegation helps distribute tasks according to individual strengths, fostering professional growth and motivation. Ultimately, it allows leaders to focus on strategic priorities, enabling the organization to adapt, innovate, and thrive in a dynamic business environment.
Learning Outcomes:
Essential skills for effective delegation, fostering professional growth within their teams. Attendees will learn how to identify delegation opportunities, match tasks with team members' abilities, and provide guidance and feedback to encourage skill enhancement. By mastering these delegation techniques, leaders can create a culture of continuous learning, empowerment, and individual development within their organization
Managing Conflict:
Conflict occurs wherever people’s concerns appear incompatible, making it a common and inevitable part of life. The TKI (Thomas-Kilmann Conflict Mode Instrument) is fast and accessible, delivering insight, empowerment and resolution to anyone involved in conflict. By identifying alternative conflict styles, it helps people reframe and defuse conflict, creating more productive results.
Learning Outcomes:
- Appreciation of their own and others’ approach to conflict
- Develop skills for assessing conflict situations and selecting appropriate strategies to handle them.
- Practice using different conflict-handling modes
- Create an action plan for developing more effective conflict resolution skills.
Leadership Development for People Leaders
Why We Need It?
Training equips new leaders with the mindset and the tools required to succeed in their new role and get sustainable results from their teams
- 94% of employees would stay longer in companies that are willing to invest in their professional development. (LinkedIn’s 2018 Workplace Learning Trends)
- Leadership and management take the highest priority in skill training this year at 57%. (LinkedIN Learning, 2020)
- 87 % of people managers wished they'd had more training before becoming a manager. (Grovo, 2016)
- 60% of all new managers fail within the first 24 months of their new position. And the main reason they fail is that they were not trained properly on how to manage other people and be an effective leader in the first place. (CEB, 2020)
- Most managers don’t receive formal training until they are ten years into their career. (Zenger Folkman, 2019)
- 39% of employees in the U.S. consider the potential for growth as a contributor to employee satisfaction (Levanon et al., 2019).
- A Gallup poll found out that managers account for “at least 70% of the variance in employee engagement scores across business units.” This means employee motivation is often made or broken through their managers.
NB: Each module is available in half-day and full day formats
What It Is
Lunch and learn webinar/ workshop series designed to give participants a high-level overview of great leadership in action by exploring critical leadership behaviors and identifying practical ways to put them into practice.
Leadership Development Curriculum for Senior Leaders
Why We Need It?
An effective leader must be able to set a context where people can excel – this requires balancing organizational and individual needs, strategy and operations. Great leaders have a remarkable mix of vision and practical skill; they have unique insight, but perhaps even more important: They facilitate others to be effective at something worthwhile.
What It Is
Aligned with the LVS 360 assessment, this workshop series is designed to give participants a deeper understanding of the key drivers of effective leadership. These modules focus on leadership, the role of leader, and the vision of growing as a leader of people. Over the course of the program, participants will leverage their 360 assessment to identify individual areas of focus and create development goals. These goals will be the foundation for each of the 30 min one on one coaching sessions.
Workshop Overviews
PROGRAM KICK-OFF: EQ on the Dashboard
Emotions drive people, and people drive performance. This module introduces people leaders to key ideas for working WITH people by understanding a little about emotional intelligence as a key driver of performance.
Building Trust
Trust is a barometer to measure the strength of a relationship. When people don’t trust a leader, the leader loses influence and efficacy because people cease to believe him or her. On the other hand, when trust is high, credibility goes up, and teams become more functional. This module explores the causes and feelings related to trust and the leadership behaviors that can build, break, and rebuild this essential “glue” for organizational health.
Learning Outcomes:
- Direction on how to build trust in the workplace and how to repair it when it’s been broken.
- A TRUST framework that provides a common language and focused on the specific behaviors that build trust.
- Participants able to understand how behaviors build or erode trust and identify actions required to build and maintain trusting relationships.
Accelerating Execution
The climate the leader creates within the team/organization supports or undermines the ability to generate results. High performance grows when managers create the conditions for execution by increasing focus, creating accountability, and increasing the quality of feedback. In this module, managers learn a framework of the keys to execution and how they can leverage and develop their own capabilities to best support their teams to achieve quality results.
Learning Outcomes:
- Apply an effective approach to enhance leadership outcomes — Direction, Alignment, Commitment
- Assess how well leadership is happening in their group.
- Identify actions they can take to improve execution of the team.
- Create an action plan for improving leadership effectiveness and improved execution for self and others.
Enhancing Teamwork
This module supports performance by helping Leaders understand the meaning of “team” and the key drivers of team performance. Topics include fostering a climate where divergent viewpoints contribute to innovation – while also building collaboration and harmony.
Learning Outcomes:
- Understand the characteristics of high-performing teams.
- Benchmark your team against high-performing team criteria.
- Learn the elements and create a team charter for optimum performance.
- Match leadership behaviors to a team’s development needs.
- Use appropriate tools for team development.
Igniting Motivation
Employees perform optimally when leaders inspire and engage by providing meaning, freedom to innovate and building trust. This module helps leaders see that different kinds of motivators drive different kinds of performance with different people and explores how to create an environment that is optimally motivating to maximize engagement and effectiveness.
Learning Outcomes:
- Understand what motivates and de-motivates others.
- Demonstrate creative thinking in dealing with others.
- Identify how to best influence the environment.
- Recognize signs of motivation.
Change That Works
It is estimated that over 70% of change initiatives in organizations do not yield the results that are needed. There are many reasons for these failures; one key reason is the lack of preparation for and skill with the human-side of change. Great strategies fail when people don’t buy-in and execute them. This module helps those leading change to consider the emotional dynamics of change. It introduces them to a powerful roadmap for considering the people-side of change and helps them identify the key skills they need to develop and leverage in order to follow that map.
Learning Outcomes:
- Learn and understand why change agents and efforts typically fail or get derailed.
- Identify and develop the characteristics and/or behaviors of change-adaptive organizations and successful change agents.
- Explore ways to increase involvement and influence in leading change.
- Learn strategies for addressing organization concerns and leading change.
Prioritize Organizational Growth
Improved interaction and collaboration lead to enhanced team performance and business results. This provides context for personal and organizational growth, bridging the gap between individual contributions and collective success.