Leaders who develop coaching skills can significantly increase employee engagement, productivity and bottom-line results. The document describes a workshop called "The Extraordinary Coach" that teaches essential coaching skills to help leaders inspire and maximize the performance of their employees. Research shows that strong coaching from leaders can increase employee commitment, satisfaction, and retention while decreasing thoughts of quitting.
Whether you want to increase employee engagement or boost profitability, great leadership in an organization matters. Leaders are the primary factor behind employee commitment and productivity. Further, these factors impact a company's bottom-line, meaning leadership, good or bad, can drastically affect the success of an organization.
The next stages of your journey to agile performance managementDavid Perks
In a transition from traditional performance management to agile performance management, there are people capabilities that need to be strengthened. This is because everybody leads in an agile environment, and usually leadership development training has not been available wholesale throughout the organisation. You don't need the capabilities in order to begin, but you do need the capabilities in order to master an agile culture and foster an agile performance management mindset among your people.
In almost all organizations, some leaders pave the way for their employees to do their best work, and others inadvertently make things much harder than they should be. Where do you fall on this continuum? Do you help or do you hinder? In all probability, it’s the latter. According to our research, your employees are more likely to view you as an obstacle to their effectiveness than as an enabler of it—and that holds true whether your organization is successful or stumbling.
The new workplace is collaborative, social and fast moving. Traditional approaches to performance management don't work in this new world of work. Yet skills, ongoing development and a purpose are needed now more than ever.
This Slideshare looks at why Agile Performance Management is needed, how we got here and how it works.
Further information about Agile Performance Management can be found at http://www.cognology.com.au/agile-performance-management/
Whether you want to increase employee engagement or boost profitability, great leadership in an organization matters. Leaders are the primary factor behind employee commitment and productivity. Further, these factors impact a company's bottom-line, meaning leadership, good or bad, can drastically affect the success of an organization.
The next stages of your journey to agile performance managementDavid Perks
In a transition from traditional performance management to agile performance management, there are people capabilities that need to be strengthened. This is because everybody leads in an agile environment, and usually leadership development training has not been available wholesale throughout the organisation. You don't need the capabilities in order to begin, but you do need the capabilities in order to master an agile culture and foster an agile performance management mindset among your people.
In almost all organizations, some leaders pave the way for their employees to do their best work, and others inadvertently make things much harder than they should be. Where do you fall on this continuum? Do you help or do you hinder? In all probability, it’s the latter. According to our research, your employees are more likely to view you as an obstacle to their effectiveness than as an enabler of it—and that holds true whether your organization is successful or stumbling.
The new workplace is collaborative, social and fast moving. Traditional approaches to performance management don't work in this new world of work. Yet skills, ongoing development and a purpose are needed now more than ever.
This Slideshare looks at why Agile Performance Management is needed, how we got here and how it works.
Further information about Agile Performance Management can be found at http://www.cognology.com.au/agile-performance-management/
The need for someone to 'do the job' can be your greatest enemy. In many organizations that have grown beyond owning a single outlet, one of the biggest challenges operators face is finding good managers.
Building a successful leadership development program requires that you first identify common mistakes that can impede your program's success. Here are four particular missteps to look out for.
Four Elements of Effective Performance ManagementShelly Myers
When you hear the word performance, do you immediately think of paperwork and stress? An extensive study from Adobe found that 72% of office workers and 88% of managers found preparing for performance reviews too time-consuming.
Join Cassie Whitlock of BambooHR and Jack Altman of Lattice and discover how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
Strengths-based leadership development is the biggest revolution in the leadership development field in the last 50 years. We didn't pick up pitch forks or arms, but we have joined the revolution.
This presentation discusses; what is people management, what are the key components of people management and what skills are require to be a good people manager.
Wanted: a leader who can take risks but keep expenses under budget; be emotionally supportive to colleagues but maintain professional boundaries; and come up with creative new ideas but stay true to the organizational vision.
Sound familiar? Over the past 40 years, organizations’ expectations for leaders have expanded dramatically. While the list of ideal leadership qualities continues to grow, very few organizations pause to examine whether it’s reasonable – or even possible – for one individual to bring such a breadth of skills to the job. To meet the demands of an increasingly complex business environment, HR leaders are left with a near-impossible task: develop super-human leaders who can do it all.
The latest research illustrates just how complex leadership has become, and how few leaders possess the skills to single-handedly master both relationships and results. When organizations ask for leaders who can do it all, they all but ensure there will be leadership gaps, and they run the risk of burning out their top talent. The solution? Develop a culture of shared leadership.
In this presentation, attendees will:
- Explore new research that proves just rarely leaders excel at both relationships and results
- Learn how HR leaders play a key role in ending the harmful myth of the heroic, do-it-all leader
- Discover how HR can support the establishment of a more collaborative, more effective model of leadership
- See how a strategic shift toward a culture of shared leadership can help you retain top talent and yield better outcomes for your organization
Public and in-house workshop led by Jim Clemmer. Next public session in Toronto January 15, 2019. Full details and registration http://www.clemmergroup.com/events/leadership-coaching-workshops/
Give employees renewed meaning in their work, strengthen team/organizational culture, increase teamwork, boost workplace health, heighten creativity, improve risk taking, and increase ownership.
The need for someone to 'do the job' can be your greatest enemy. In many organizations that have grown beyond owning a single outlet, one of the biggest challenges operators face is finding good managers.
Building a successful leadership development program requires that you first identify common mistakes that can impede your program's success. Here are four particular missteps to look out for.
Four Elements of Effective Performance ManagementShelly Myers
When you hear the word performance, do you immediately think of paperwork and stress? An extensive study from Adobe found that 72% of office workers and 88% of managers found preparing for performance reviews too time-consuming.
Join Cassie Whitlock of BambooHR and Jack Altman of Lattice and discover how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
Strengths-based leadership development is the biggest revolution in the leadership development field in the last 50 years. We didn't pick up pitch forks or arms, but we have joined the revolution.
This presentation discusses; what is people management, what are the key components of people management and what skills are require to be a good people manager.
Wanted: a leader who can take risks but keep expenses under budget; be emotionally supportive to colleagues but maintain professional boundaries; and come up with creative new ideas but stay true to the organizational vision.
Sound familiar? Over the past 40 years, organizations’ expectations for leaders have expanded dramatically. While the list of ideal leadership qualities continues to grow, very few organizations pause to examine whether it’s reasonable – or even possible – for one individual to bring such a breadth of skills to the job. To meet the demands of an increasingly complex business environment, HR leaders are left with a near-impossible task: develop super-human leaders who can do it all.
The latest research illustrates just how complex leadership has become, and how few leaders possess the skills to single-handedly master both relationships and results. When organizations ask for leaders who can do it all, they all but ensure there will be leadership gaps, and they run the risk of burning out their top talent. The solution? Develop a culture of shared leadership.
In this presentation, attendees will:
- Explore new research that proves just rarely leaders excel at both relationships and results
- Learn how HR leaders play a key role in ending the harmful myth of the heroic, do-it-all leader
- Discover how HR can support the establishment of a more collaborative, more effective model of leadership
- See how a strategic shift toward a culture of shared leadership can help you retain top talent and yield better outcomes for your organization
Public and in-house workshop led by Jim Clemmer. Next public session in Toronto January 15, 2019. Full details and registration http://www.clemmergroup.com/events/leadership-coaching-workshops/
Give employees renewed meaning in their work, strengthen team/organizational culture, increase teamwork, boost workplace health, heighten creativity, improve risk taking, and increase ownership.
Public and in-house workshop led by Jim Clemmer. Next public session in Toronto January 14, 2019. Full details and registration http://www.clemmergroup.com/events/leadership-coaching-workshops/
Certificate in Leadership Effectiveness for ManagersIIR Middle East
This course will help you to adopt stratagies to create and maintain high performance teams, manage performance, embrace change and manage conflict effectively
“People will have the greatest influence on productivity, excellence, and quality, but only if leaders can empower employees and give them more autonomy while maintaining effective accountability.”
~ The Coach: Creating Partnerships for a Competitive Edge
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
Have you ever had to coach a struggling employee only to find yourself struggling to provide them with meaningful feedback? You're not alone. While most nonprofit leaders recognize the importance of effective performance management, many are uncertain about how best to provide support. Consistent coaching and feedback is essential to maintaining a high performing culture and ensures that employee development remains firmly aligned with an organization's mission and culture.
Join the Cornerstone OnDemand Foundation and Gayle Loving, Practice Leader of Business Consulting, for this special presentation on Coaching and Performance Feedback for Nonprofit Leaders.
Viewers will learn:
• How to effectively integrate coaching and feedback into your performance evaluation process
• Best practices for providing meaningful and useful feedback and coaching to address performance issues
• How to work with your management team to ensure coaching is included in the performance evaluation process
Watch the recording at http://www.cornerstoneondemand.org/resources?type=2.
Mentoring programs have become mainstream. About 70% of Fortune 500 companies have one. A Harvard Business Review study of 30 professional firms found that, in a hypercompetitive world, it is easy for mentoring programs to become stale and bureaucratic. Mentoring can have positive impacts in terms of job satisfaction, organisational commitment, and even career progression. In this presentation, I explain how mentoring mentoring influences both career progression and salary. Of course many of these findings depend on the specific type of mentoring and institution, but positive effects are clear. Kindly contact me (WA: +233550157572 ) if need support to design a mentoring initiative in your workplace.
EXECUTIVE COACHING PROGRAMS: BEST PRACTICES, KEY ISSUES, AND TRENDS FOR DRIVI...Human Capital Media
Executive Coaching is a holistic development process that takes leaders out of their comfort zones so they can be more self-aware and reflect on their leadership capability and effectiveness. Senior leaders and executives are commonly faced with navigating complex change, leading people and processes and managing the business to achieve objectives. Some of these leaders are in a succession plan and preparing to transition into a new role, while others need overall refinement of leadership skills to lead at the right level. In today’s business landscape, coaching is most effective when aligned with business objectives and the talent management strategy and not used reactively for remedial performance improvement. In this webinar, you will learn how organizations are using executive coaching for leadership development. The discussion will also review common leadership assessment tools and compare the value of internal vs. external coaching programs.
Session takeaways include:
Executive coaching strategy, purpose, and outcomes — how it is used in organizations.
Structure and process for a successful coaching outcome.
Building the coaching bench — skills, standards, and rigor.
Measuring the effectiveness of coaching.
Trends in executive coaching.
Your organization's greatest assets are the human capital. Are you investing in them wisely?
An insurance company I conducted sales leadership training for saw new sales go up by 20% as a result of the training.
Another company I conducted employee motivation training for, saw absences and “call in sicks” reduce by a whopping 37.67%.
Do you want to supercharge your organization’s performance?
Do you feel like there’s more that your business could be accomplishing?
Are you ready to take your employees or members to another level?
Looking for a keynote speaker at your next event?
I offer customized lectures, seminars and workshops for small, medium and large organizations with the desire of equipping their employees with the skills and knowledge they need for increased productivity and results.
Some popular courses I offer are:
Overcoming Obstacles & Challenges
Customer Service
Leadership & Influence
Employee Motivation
Leading Innovation and Change
Digital Marketing Basics
Workplace Stress Management
Effective Communications
Building Passionate Teams
Performance Management
Business Ethics
Business Writing
Emotional Intelligence
Consultative Selling
Strategic Planning
Facilitation Skills
Coaching & Mentoring
Most managers don't know how to Coach people, but they can learnAlex Clapson
Summary. Are you successful at Coaching your employees? Many executives are unable to correctly answer this question because they think they’re coaching when they’re just telling their employees what to do. This behaviour is often reinforced by their peers & is hardly an effective way to motivate people & help them grow. Instead, research suggests, Coaching leaders in how to be Coaches can pay dividends, but only if you start by defining “Coaching” & give ample room for self-reflection & feedback.
How Extraordinary Leaders Double ProfitJim Clemmer
We've spent years decoding leadership trends, and we've discovered a pattern that's likely to pique your interest: extraordinary leaders can double profits.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
2. The Coaching Skills Gap
Organizational surveys show that most managers
believe they are providing coaching to employees
and score themselves high. However, most
employees state they receive little coaching from
their leaders and score their leaders low.
Leaders often fall into these common coaching traps:
• Trapped by reactive problem solving that puts
out short-term fires and doesn’t build long-term
personal, team, or organization capabilities.
• Jumping into coaching discussions with little
planning and no framework to guide the
conversation.
• Confusing giving advice/feedback with coaching.
• Perpetuating the Manager-Employee Dependence
Cycle: Employee complains about what’s not
working, hopes for solutions and advice from the
manager, and expects him or her to own the issue.
The manager listens to the problem, gives advice,
and expects results from the employee.
• Climbing The Ladder of Inference way too quickly;
rapidly stepping up from data/observations, to
adding meaning, making assumptions, jumping to
conclusions, adopting beliefs, and taking actions
that often damages relationships and doesn’t deal
with the root issue.
• Spending 85 - 90% of conversations with
employees on project or status updates and very
little time on coaching and developing. Employees
want a 50/50 ratio.
• Confusing performance appraisal/management
with performance coaching.
The research and approaches used in this powerful
coaching process are outlined in The Extraordinary
Coach: How the Best Leaders Help Others Grow. This
powerful hands-on coaching development system is
built around the practical and proven four step FUEL
framework for highly effective coaching conversations.
Give employees renewed meaning in their work,
strengthen team/organizational culture, increase
teamwork, boost workplace health, heighten creativi-
ty, improve risk taking, and increase ownership.
Learn how you are currently perceived as a coach and
gain a clear understanding of the positive impact you
can have by developing your coaching skills.
An Individual Development Plan customized to your
situation and objectives is one of the powerful tools
you are given to use in your ongoing development ef-
forts.
What’s Really Creating the Gap?
When asked why they aren’t providing more coaching
managers will typically say I am overwhelmed and don’t
have enough time, my boss doesn’t coach me, or my
employees don’t need coaching. Our research shows
these are excuses coming from low performing leaders
without coaching mindsets on wobbly foundations of
weak coaching skills. Within the very same organization
conditions and culture, working for the same senior
leaders, with the same set of employees exceptional
leaders provide extraordinary coaching - and deliver
dramatically higher performance results than their lesser
skilled peers.
Here are four of the main reasons many managers don’t
develop their coaching skills:
1. Avoiding potentially uncomfortable discussions.
2. Insecure about the true value of his or her
coaching.
3. Misunderstanding the true nature of good
coaching.
4. Direct reports seldom ask for it.
Only 11% of employees listed their supervisors
when asked, “Whom do you turn to for advice
on problems at work?”
— Study on the need for improved
coaching skills development
Toronto — June 2
The Extraordinary Coach Skills Development using our FUEL process
3. Key Learnings
• Boost on-the-job coaching skills for maximum
impact on employee attraction/retention,
engagement/commitment, productivity, and
customer service.
• Learn the key attributes of great coaches, what
they do that makes them so effective, and how
they do it.
• Learn the key coaching skills that expand
awareness, discover superior solutions, and make
and implement better decisions.
• Learn how to probe below the surface problems,
events, and issues for the meaning, emotion,
and energy that form a bigger picture or pattern
coming from even deeper underlying beliefs and
assumptions.
• Observe highly effective coaching, practice, and
get immediate feedback on the key elements of
catalytic coaching conversations leading to peak
performance.
• Understand the crucial differences between
training, mentoring, and coaching.
• Find the right balance on the continuum of
Laissez-Faire, Collaborative, and Autocratic
leadership.
• Complete an on-line self-survey that measures
coaching behavioral preferences to determine
how well you currently engage in conversations
with individuals you coach and support.
• Harness the power of coaching questions and a
problem solving process leading to an effective
action plan that’s highly supported and followed
through with clear milestones and accountabilities.
Workshop Audience
The Extraordinary Coach is designed for anyone who
seeks increased employee engagement, improved
productivity, and the insightful application of a best-
in-class coaching framework. The Extraordinary
Coach is being used extensively for individual leaders
at all levels of an organization from senior executives
to first-line supervisors, who coach others as part of
their job responsibilities.
In-House Customized Workshop
Customized in-house sessions are delivered to
executive or management teams, other intact or cross-
functional work teams, or to individuals gathered from
different parts of an organization, with customized
links to the organization’s other leadership and culture
development efforts.
Two-Day In-House Customized Workshop
• Includes a multi-rater 360 assessment and
personal feedback report built around Zenger
Folkman’s research on the 14 Differentiating
Competencies of extraordinary coaches.
• Facilitating and guiding participants to build on
and leverage from their coaching strengths.
• An additional module on giving and receiving
feedback.
• Customized links to the organization’s other
leadership and culture development efforts.
Toronto — June 2
This workshop is a one-day interactive, skills-building experience,
led by Jim Clemmer. It utilizes fun and engaging videos with
practice and feedback activities.
TORONTO, ON - JUNE 2
YOU WILL FIND THE REGISTRATION FORM ON THE FINAL PAGE OR REGISTER ONLINE AT
www.clemmergroup.com
4. Participant Materials
• The Extraordinary Coach Participant
Manual—a reference, workbook, and
toolset to empower effective coaching
• The Extraordinary Coach Attributes
and Perspectives Assessment—a
self-survey that measures coaching
behavioral preferences
• The Coaching Conversation Guide—a
useful reference tool
Client Reviews
“A strong, empirically-based approach to cut right to the heart
of the (coaching) issue to provide something both situation-
ally-relevant and contextually profound…threads the needle
between theory and anecdotal practice and provide perspec-
tive and tools that can benefit everyone from CEOs bent on
changing culture to frontline managers plying their skills on the
factory floor.”
- Courtney Rogers, Executive Director,
Human Resources and Talent, Amgen
“This critical leadership skill begins with a context of research,
moves to the realities of the workplace, and then settles into a
series of practical guidelines and examples.”
– Ronald E. Galbraith, Chairman/Chief Consulting Officer,
onFocus|Healthcare
“A powerful, yet digestible, framework to help leaders
become the coaches they aspire to be: relationship-based,
collaboration-oriented, change-focused, and FUEL-ed for
success! Leaders in all types of organizations, and at all levels,
will benefit from this insightful work.”
– P. Artell Smith, Vice President, Human Resources, Hewitt
Associates
“The concepts are profound and practical… provides the FUEL
for our approach to creating a coaching culture at Associated
Food Stores.”
– Steve Jones, Manager, AFS University,
Associated Food Stores
Canadian Strategic Partnership
The CLEMMER Group is Zenger Folkman’s
Canadian strategic partner. Zenger
Folkman is pioneering groundbreaking
new strengths-based leadership
research, assessment, development,
and sustainable implementation systems.
They’ve built unique evidence-driven
approaches for developing extraordinary
leaders and empirically showing their
performance impact on sales, profits,
employee engagement, health and safety,
turnover, and customer satisfaction. Jim
Clemmer and Jack Zenger’s training and
consulting firms first partnered when they
led The Achieve Group and Zenger Miller.
It’s a well developed and highly proven
system that produces extraordinary results.
Jim Clemmer will be personally delivering
this powerful workshop in Toronto.
Toronto — June 2
5. Name ___________________________________________
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Phone ___________________________________________
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Street Address ____________________________________
City ______________________ Prov/State _____________
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Promo or Group Code ____________
Payment Details:
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(Please make cheque payable to The CLEMMER Group.)
Please send me an invoice, to the address entered above.
Please charge this to my credit card:
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Cancellation Policy
Registrants who provide written notice of cancellation at least 30
days in advance of the session start date will receive a full refund.
Cancellations received at least 14 days in advance of the session
start date will receive a full refund, less a $300 administration fee.
Cancellations less than 14 days prior to the session will not receive a
refund, but may send a substitute participant in their place. Non-at-
tendance will incur full session fee. The CLEMMER Group’s liability is
limited to reimbursement of paid workshop fees.
Register on-line at: www.clemmergroup.com
or fax this form to: (519) 748-5813
or mail this form to the address below:
The CLEMMER Group
10 Pioneer Drive, Suite 105
Kitchener, ON N2P 2A4
Please contact us with any questions you may have
Phone: (519) 748-1044 Fax: (519) 748-5813 E-mail: service@clemmergroup.com
Workshop
Register NOW for
R E G I S T R A T I O N F O R M
Register to attend this powerful leadership development workshop today!
YES! REGISTER ME FOR:
THE EXTRAORDINARY
COACH
How the Best Leaders Help Others Grow
REGISTRATION FEE
The fee for this 1-day workshop is $895.00 plus applicable tax
Attend both this workshop and The Extraordinary Leader
workshop (2 days total) for $1,295.00 plus applicable tax
Workshops begin at 8:30am and run until 5:00pm
This includes all workshop materials, lunches, refreshments, but not accommodations.
TORONTO
The Extraordinary Coach - June 2 (1day)
The Extraordinary Leader + The Extraordinary Coach - June 1 & 2 (2 days)