This course will help participants understand the four quadrants of Emotional Intelligence. Self-Awareness, Self-Management, Social Awareness & Relationship Management. Studies show that only 15% of people are self-aware. Without self-awareness, leaders cannot successfully lead others or manage relationships. Participants will discover their Emotional Intelligence score in each of the four quadrants and will receive tools to increase their (EQ) scores. We will also explore how to use Emotional Intelligence in managing conflict and building effective relationships. It has been said, "IQ will get you hired, but EQ will get you promoted." We will also explore why Daniel Goleman said, "Emotional Intelligence is four times more important in determining the success of an individual than Intellectual Intelligence.
This course focuses on the process of creating an open space for open dialogue and building rapport with team members and colleagues. Participants will explore the three components of human communication and how to create an environment that involves effective and impactful communication. Participants will learn the five levels of listening and the importance of knowing when to use each level. We will practice the art of active listening and being comfortable in silence. Communicating with impact involves more than just talking it consists of a comfort level of active listening. Participants will learn the formula for successful and impactful communication that builds relationships and increases productivity
Participants learn the dialogue skills—as demonstrated by top performers—that empower them to talk with anyone about anything, helping reach alignment and agreement on important matters. These skills turn into behaviors that improve decision-making, commitment to action, productivity, and relationships. As these behaviors become consistent, they empower organizations, teams, and individuals to develop high-performance cultures based on trust and respect.
This course establishes individual and team commitment to align with the organization’s mission, vision, and values. Participants discover their definition of accountability and how it aligns with the organization’s description. This course explores what competencies and strategies are needed to hold oneself accountable and create an environment of accountability amongst their team members. Participants will discover the skills and attitude that are necessary for creating a responsible organization. They will learn the language of being a victim or being accountable and how to empower themselves to choose accountability intentionally.
Some teams jokingly refer to themselves as “dysfunctional work families.” This course is designed to give teams the tools and skillset to shift from disjointed teams that work in silos to a cohesive team. This will be accomplish with the use of an activity, video review, and discussion. The group is lead through the powerful Five Behaviors of a Cohesive Team™ model, learning and practicing the behaviors that will make the team more cohesive and improve its performance. This workshop improves participants' abilities to apply The Five Fundamentals, which build on one another to create a strong team: building trust, mastering conflict, achieving commitment, embracing accountability, and focusing on results.
There is a certain level of stress that can heighten our performance and cause us to become equal to the immediate challenge. However, when our bodies continue to function in levels of high stress it can be physically harmful, decrease performance and employee engagement. In this course, participants will learn how stress works, understand the source of their stress and, understand the effects of stress, develop coping strategies, and create an action plan to contribute to stress reduction and improve productivity.
The Gold Standard in Coach Development - is a practical, highly-experiential workshop designed to help managers and leaders excel at coaching others for high performance. Leaders will learn how to have a coach like conversations in the moment. They explore the value of knowing when to shift from the role of mentor/teacher to a coach that will help their direct reports build confidence, discover their strengths and increase performance.
As an executive leadership coach, you will assist your clients with goal setting, team building, workplace obstacles, employee morale and productivity, decision making, organizational issues, time management, motivation, and leadership skills. You will help your clients understand the underlying challenges in the workplace and create an action plan to build solidarity and satisfaction. Top-level managers have a huge workload and must be skilled in connecting with others, from their employees and vendors to their bosses and board members. It can also be a stressful position, as responsibilities are vast. They may want to find solutions to a long-term issue, or they may need help with a transitional period or new challenge. As a coach, you’ll help them learn techniques to do their job more efficiently and with better results. You’ll provide valuable feedback, which is often lacking in their position. Your role isn’t to coddle them, but to provide the sounding board and insight, they’re missing at the workplace.
Change management coaching will help your company or team gather the necessary input and perspectives on the relevant areas of the change effort in the organization such as employee satisfaction, understanding of the strategy, faith in leadership and company loyalty. In collaboration with business leaders, a change management coach will make critical recommendations to forward the change effort. A change management coach understands that careful consideration must be defining action planning based on the feedback gathered.
Change management coaching ensures that essential questions are being asked at the outset. Is there a willingness to take action? Is there a willingness to change by the right people? What are the organizational priorities? A common pitfall is to try to do too much. Most importantly, there must be buy-in from the necessary people who need to be involved in the change effort. Cross-functional and executive support is critical to the success of change management coaching.
Everything DiSC is a personal development learning experience that measures an individual’s preferences and tendencies based on the DiSC® model. Participants receive personalized insights that deepen their understanding of self and others, making workplace interactions more enjoyable and useful. The result is more effective and productive working relationships that can spark meaningful culture improvement in your organization.
Leaders will be knowledgeable in concepts that create a safety-supportive culture, supporting an open reporting environment while holding employees accountable for their choices. The focus will be on the skills necessary to coach and mentor the principal tools in managing at-risk behavior. In the model, coaching is a supportive discussion with an employee about a choice that was made; providing positive feedback for safe behavioral decisions and increasing awareness of the risk involved in the decision by examining the consequences. This course is recommended for all who are tasked with influencing his/her team’s perceptions of risk.
Coaching for Individuals, Managers, and Teams on a coaching style with innovative strategies, new techniques and tools, and thought-provoking experiences. Help Managers apply their greatest talents and strengths to enhance their relationships and improve their teams as they incorporate strengths-based principles for greater engagement and performance.
Helping Leaders to move to a new place of personal power and productivity. We will examine what is getting in the way of your satisfaction and success and determine what needs to change. We will establish realistic, tangible, and rewarding goals that are in aligned with what is important to you and what you want. Having this training will help you move to a place of action and revival.
Coaching Leaders to see failures as temporary because of maintaining a positive attitude and a strong sense of opportunity to recover quickly during periods of turbulence. When faced with ambiguity, a resilient leader finds ways to move forward and avoids getting stuck.
It is essential for our clients to achieve work/life balance because the “life” part of the equation is the support environment for the “work” part. Our clients need to enhance the environment they are coming from to cope with the stress they will face at work. Getting this right reduces stress leave, sick leave, turnover and the costs associated with individuals leaving their jobs.
There are different kinds of stress—some are good, some are neutral, and some are bad for us if experienced in the long term. When focusing on work/life balance, coaches also need to keep in mind that stress might be arising from life at home or work.
Leadership will be able to select an appropriate leadership style for different situations and set objectives, motivate, monitor performance, coach and mentor. They will have the ability to work with people from a range of cultures and backgrounds. Coaching and mentoring planning, organizing prioritize, time management and the appropriate use of project and time management tools.
The Individual Directions Inventory explores hidden drivers and untapped sources of energy, connecting motivation and behavior in innovative new ways to empower individuals and organizations to make unprecedented progress toward their goals.
A leadership model consisting of an administrative leader and a clinician leader (MD) who are closely partnered together in a shared and joint/complementary decision-making relationship with an everyday performance which builds trust and respect.
Leaders focus on reaching a specific diversity representation by hiring diverse employees. They work to maintain an inclusive culture which indicates a climate in which respect, equity, and positive recognition of differences are all cultivated, and the social and institutional response to disability poses no barrier to a positive employment experience.
Objectives and Key Results (OKR) is a popular management strategy for goal setting within organizations. The purpose of OKRs are to connect company, team, and personal goals to measurable results while having all team members and leaders work together in one, unified direction. A large part of OKRs is making sure everyone knows what’s expected of them at work. OKRs are supposed to be public so that everyone moves towards the same goals and are aware of what others are working on.
Highly self-aware leaders are seen as more effective than those who have lower self-awareness. That's why our leadership programs start with self-understanding.
There's a lot of responsibility on each leader's shoulders. They're expected to generate sustained, excellent results, all while building a credible vision, infusing that throughout their teams, getting everyone on the same page, nurturing talent, unifying remote teams, communicating in a way that works for everyone - well, the list is almost endless.
By tackling self-awareness first, we help leaders to see themselves more clearly - where they're excelling, where they're sinking and where they're just treading water.
Once self-understanding is embedded, we help leaders improve their understanding of others - those they lead, their peers and their leaders, too.