Do you or your team members ever feel overwhelmed with the amount of work that needs to be done? Are tasks slipping through the cracks? This session is a tactical course in the basics of task management, contribution habits, and knowledge work tools. Derived from gurus like David Allen and Peter Drucker, this workshop helps you and your team tame the whirlwind so you can better focus on the important goals that move you forward.
A John C. Maxwell staple. Leadership is influence, nothing more nothing less. Every member of a collective has some degree of influence with every other person in that collective. That means each team member has the opportunity to influence (lead) down, up, or sideways. Is your team aware of the influential power they have in every work interaction? By exploring all directions of influence, contributors are more strategically prepared to engage the people they serve, their peers, and those they work for.
Another John C. Maxwell foundational work, the 21 Irrefutable Laws detail human relationship realities every influencer wrestles with. A warning: these aren't tools to use or wield, they are laws (think gravity, not speed limit) that impact your interactions and influence with others. Familiarizing yourself with these realities provides you the building blocks for a life of leadership.
Have you ever been told you come across a little strong? Or do you sometimes feel like you can't quite say everything that needs to be said in a conversation? When tough topics arise, leaders must be trained and prepared to navigate conversations with a balance of grace and strength.
Leading others begins with leading yourself. The self-aware leader knows how to utilize common personality and behavioral assessments to identify the strengths, weaknesses, and preferences at play within themselves and the teams they are on.
How to grow in leadership so people don't follow you simply because they have to, but because they truly respect you.
Since birth we've been taught - either directly or passively - right/wrong, good/bad, do/don't. Do we ever reflect on those beliefs and commitments? The "agreements" we've embraced profoundly affect our interactions with people. Longterm, impactful leadership hinges on proactively examining these powerful drive acrs s our behavior that often operate without our full awareness.
Why do all these training session descriptions start with questions? How do our brains process questions differently from statements? Your ability to manage, lead, and direct your team is directly related to your understanding of the power of questions. Collaboration, content creation, problem solving, personal growth in every human interaction (workplace or otherwise), the person asking the most questions is making the biggest impact.
How do some people remain calm under pressure while others lash out? Why do even high-power contributors get derailed by petty disagreements? Understanding how the brain functions under stress gives you the power to choose habits that recalibrate and leverage the power of joy.
Accountability starts with you! or is it me? Funny how that works. None of us like it when a team member drops the ball and doesn't humbly own up to the mistake, but how diligently do you (do I) take personal responsibility for the work that needs to be done? We can help your team develop a lifestyle of personal accountability by learning to ask the right questions, owning what's yours and stopping the blame game.
Declined due to insufficient funds. Progress (like purchases) come to a screeching halt when you don't have the resources available to execute. Leaders are all too familiar with limits of funds, time, and materials. But what about relational collateral? Is it possible to have an insufficient amount of relational funds stored up with a colleague? How do you make deposits to ensure you never run low?
Hard conversations are just part of leadership... and many of us consider it the scariest part! But leaders who learn to master the art of tough talks can engage without fear, multiply their influence, and build great teams.
Do you want to make people feel seen, valued, and significant? Do you want your influence to stem from deep relationships and not just a title? The most effective and inspiring leaders have a deep appreciation for the art and science of connecting with people.
We all want to be better than "that one terrible boss we once had." Learning from others' mistakes is a brilliant strategy, but it's not passive. New leaders inevitably lead the way they were led unless they invest, reflect, and plan.
Frontline leaders are responsible for 80% of the work force. With so much entrusted to our least equipped leaders, we leave a lot to chance. The good news: you don't have to fall victim to the same missteps that trip up many companies. Even better, you can learn from their mistakes!
You have the word "manager" in your title. What does that mean? Does that make you a leader? What is the difference between the two? If you want your team or company to accomplish great things, defining expectations for leadership must be a top priority. This session is ideal for new leaders or leadership teams looking for a refresher on how to serve their people well.
I work with my people everyday. Why do I need to set aside time for One-on-Ones? Working with your team on projects and tasks is not the same as working with them on their growth and development. It's the difference between cleaning your house a little each day and carving out the time and money for a remodel. If you want your people to grow you will need to make time for it. This session explores how to maximize that designated time.
"Culture Eats Strategy for Breakfast." If this is true, why are so many companies so bad at intentionally creating a culture they are proud to call their own? Building a culture others will wish they had can be done and lucky for everyone, it's not rocket science.
What makes a party a great party? Plenty of food? The right venue? An ideal start time and a clear understanding of when it's time to go? All of these factors boil down to the host's competency as a host and how considerate they are in crafting the experience. In any (*read every) situation, leaders have the ability to function as a host or function as a guest. Leaders that understand the connection between their hosting ability and the influence they have in the collective tap into a team's potential and make contributing a whole lot more fun.
Vulnerability used to be taboo in professional settings. In recent years, research has proven that joy, safety, and vulnerability fuel the most powerful regions of our brains. The implication: your best work comes after learning to be vulnerable.
How well do you know yourself? Would you be able to accurately explain to a colleague how you view the world and how you prefer to process your observations? Self-awareness is a cornerstone of personal contribution and leadership. Developing a working knowledge of personality preferences allows you to function at your best and at deeper levels of understanding to lead others more effectively.
Why do successful companies invest in strong hiring and onboarding strategies? Increased access to top talent, reduced turnover costs, and it feels great to hear you did it WAY better than their last company!
What are the most powerful words in the universe? Angela Duckworth proposes, "Not yet." "Not yet" holds the power of human potential. Do you know how to build that? "Not yet." Are you capable of making that happen? "Not yet." Can your team develop a process to reach that goal? "Not yet." But I can. But we will. But I will learn. "Not yet" is a commitment to a growth mindset. It's a recognition of and fierce commitment to a human's infinite capacity for development. A leader with a growth mindset builds a powerful team. A team with a growth mindset builds amazing realities.