Influence is about getting results through others, regardless of your position. Participants will self-assess their current level of influence, identify barriers in their own work setting, and understand common reasons that leaders often derail. The Five Steps for Greater Influence will be applied to immediately demonstrate more influence at work with specific stakeholders.

AgileEQ provides a research-validated online assessment and training that teaches leaders to read the emotional and interpersonal needs of a situation and respond accordingly. By combing the personalized insights of DiSC®, leaders will discover their EQ strengths and potential and commit to strategies to build agility.

Conversations at work are stressful and can be risky. When we are in positions of influence, we often feel we have to communicate with a solution, when in reality, our influence increases when we allow others to become more self-reliant problem solvers through our listening skills. This module teaches how to manage our own tone and body language and ask more powerful, engaging questions.

Accountability is a personal choice to rise above one’s circumstances and demonstrate the ownership necessary for achieving desired results. Participants will first learn about personal accountability and how to hold their teams mutually accountable, thereby creating a culture that makes commitments to each other and executes upon not only individual but also team commitments.

The most popular leadership model in the world, SLII Concepts® immediately increase employee engagement, ensuring that a leader does not micromanage or under-supervise. Leaders will learn four levels of development and four leadership styles that when appropriately applied will ensure the right match of leadership style for the employee’s situation. Also includes an online assessment of a leader’s own default style.

One of the greatest determinants of job satisfaction is the quality of immediate and precise feedback from others. Participants will significantly improve the quality and quantity of the one thing that accelerates engagement: appreciative feedback. In addition, participants will learn a five-step model for giving improvement feedback and the more difficult poor performance conversations.

When subordinates are asked what they want less of from their leaders, they often say “less advice.” In this module, participants will learn The GROW model of coaching, designed to help people become self-reliant and tap into their own wisdom to solve problems. This highly effective coaching method builds skills of appreciative inquiry to support and guide others to get results.

Delegation is about trust, and it starts with trusting ourselves to let go. Leaders will understand their own limiting mindsets that inhibit them from delegating and the benefits when they delegate well. They will learn to apply The Six Step Process of Effective Delegation, determining what to delegate and identify the most appropriate candidates, thereby allowing the leader to focus on more critical tasks themselves.

Teams are like families; they all have dysfunctions. Team leaders must assess these dysfunctions and identify how to overcome them. In this module, participants will understand the dynamics of high performing teams, the leader’s role in forming teams, building trust, dealing with conflict, and holding people accountable for delivering on team commitments.

All groups will have conflict, yet some people avoid conflict at all costs. Others seem to be so competitive that they can’t collaborate to mutually discuss issues. In this module, participants will assess how they approach conflict, how to work on themselves first, and when important, have conversations with others to use conflict more productively.

People promoted to positions of leadership are often good at solving problems alone but find it much harder to facilitate problem-solving with groups where the conversations often derail. Leaders will learn a process of parallel thinking that engages groups to define the problem, analyze issues, generate solutions, and get buy-in to execute on their decisions.

Most organizational change efforts fail to achieve their desired objectives. People often resist when they don’t understand the change. In this process, leaders will understand the emotional dynamics of change and transition and help others move forward with commitment. This module assesses one’s own readiness to lead change and provide four key competencies of leading others through organizational transition.