The document summarizes four training programs offered by VitalSmarts to improve individual, team, and organizational performance:
1. Crucial Accountability teaches a process for holding others accountable to expectations in a way that solves problems and improves performance.
2. Change Anything teaches skills for recognizing personal influences and designing effective individual change strategies.
3. Crucial Conversations teaches skills for open dialogue and creating agreement around difficult topics to make high-quality decisions.
4. Influencer teaches strategies for driving rapid organizational change by countering forces of resistance and motivating change through influence rather than authority.
Dr. Cobus Pienaar of the Arbinger Institute South Africa helps organizations change their mindset. Those with an inward mindset focus on their own objectives, sabotaging organizational results, while an outward mindset focuses on collective objectives and impact on others. An outward mindset leads to more innovation, collaboration, and breakthrough results without the costs of an inward mindset. Mindset change starts with changing the mindsets of individual leaders and team members.
An inward mindset, where employees focus on themselves rather than organizational goals, undermines company performance and leads to issues like weak teamwork and conflict. Traditional training often fails because it cannot overcome this self-focused mindset. However, organizations can dramatically improve results by helping employees shift to an outward mindset focused on serving the company's objectives. This approach, developed by Arbinger, transforms cultures by teaching a new way for people to relate to each other that minimizes self-focused behaviors and patterns that drain productivity.
The document discusses how changing mindsets is key to organizational transformation and success. It introduces Arbinger, a firm that specializes in changing mindsets through training, tools, consulting and coaching. Arbinger helps individuals, teams and organizations shift from an inward mindset focused on self-interest to an outward mindset focused on enabling others. This mindset shift drives behavioural and cultural changes that result in improved collaboration, engagement, accountability and business results for clients.
GiANT Worldwide is a global company that provides leadership development and transformation through apprenticeship and skills multiplication. Their methodology uses tools and language to help leaders understand themselves and connect with others, have difficult conversations, and multiply leadership throughout organizations. Their proven 100X system includes discovery, team performance analysis, leadership intensives, and establishing organizational clarity through developing mission, vision, values, strategy and structure. They aim to grow humble, secure leaders who can lead themselves and others effectively.
Team building events have numerous benefits for organizations, such as improving leadership skills, uniting staff networks, and increasing staff retention. They help employees feel more engaged and valued, which improves productivity and creativity. Team building also allows organizations to clarify goals and objectives, identify strengths and weaknesses, and improve teamwork, communication, problem solving abilities, and overall company culture.
The document discusses leadership development and employee engagement services provided by BlessingWhite, a global consulting firm. Some key services include executive coaching, leadership assessments, team dynamics consulting, and employee engagement programs. BlessingWhite has worked with thousands of organizations globally across various industries to help clients develop strong leadership and engage employees to improve business performance.
Tackling the Tough Stuff: Consulting, Training & Coaching for Startup Perform...Alora Chistiakoff
This document discusses services provided by Firebird Summit to help organizations build scalable cultures that attract and retain talent. Firebird Summit offers consulting, training, and coaching services tailored to each client's unique needs and goals. Consulting involves assessing an organization's culture, values, structures and processes. Training provides tools and best practices. Coaching provides accountability and support for individuals to develop new skills. The document emphasizes that Firebird Summit's approach is customized for each client. It also outlines the company's values of community, meaningful work, fairness, humor, and playing to strengths.
"Motivation: A different perspective" is written based on various literature review on sustainability of performance - organisational culture/behaviour/creativity/ people processes, motivation etc. It brings two specific perspectives: "SPLITS & CARE". My recent interaction with Balaji Prof C who has developed an interesting process known as "Causing Incredible Performance" with remarkable impact on people and organisations - mainly focusing on rewiring their internal voices has further validated my perspectives. Kindly provide your insights on it.
Dr. Cobus Pienaar of the Arbinger Institute South Africa helps organizations change their mindset. Those with an inward mindset focus on their own objectives, sabotaging organizational results, while an outward mindset focuses on collective objectives and impact on others. An outward mindset leads to more innovation, collaboration, and breakthrough results without the costs of an inward mindset. Mindset change starts with changing the mindsets of individual leaders and team members.
An inward mindset, where employees focus on themselves rather than organizational goals, undermines company performance and leads to issues like weak teamwork and conflict. Traditional training often fails because it cannot overcome this self-focused mindset. However, organizations can dramatically improve results by helping employees shift to an outward mindset focused on serving the company's objectives. This approach, developed by Arbinger, transforms cultures by teaching a new way for people to relate to each other that minimizes self-focused behaviors and patterns that drain productivity.
The document discusses how changing mindsets is key to organizational transformation and success. It introduces Arbinger, a firm that specializes in changing mindsets through training, tools, consulting and coaching. Arbinger helps individuals, teams and organizations shift from an inward mindset focused on self-interest to an outward mindset focused on enabling others. This mindset shift drives behavioural and cultural changes that result in improved collaboration, engagement, accountability and business results for clients.
GiANT Worldwide is a global company that provides leadership development and transformation through apprenticeship and skills multiplication. Their methodology uses tools and language to help leaders understand themselves and connect with others, have difficult conversations, and multiply leadership throughout organizations. Their proven 100X system includes discovery, team performance analysis, leadership intensives, and establishing organizational clarity through developing mission, vision, values, strategy and structure. They aim to grow humble, secure leaders who can lead themselves and others effectively.
Team building events have numerous benefits for organizations, such as improving leadership skills, uniting staff networks, and increasing staff retention. They help employees feel more engaged and valued, which improves productivity and creativity. Team building also allows organizations to clarify goals and objectives, identify strengths and weaknesses, and improve teamwork, communication, problem solving abilities, and overall company culture.
The document discusses leadership development and employee engagement services provided by BlessingWhite, a global consulting firm. Some key services include executive coaching, leadership assessments, team dynamics consulting, and employee engagement programs. BlessingWhite has worked with thousands of organizations globally across various industries to help clients develop strong leadership and engage employees to improve business performance.
Tackling the Tough Stuff: Consulting, Training & Coaching for Startup Perform...Alora Chistiakoff
This document discusses services provided by Firebird Summit to help organizations build scalable cultures that attract and retain talent. Firebird Summit offers consulting, training, and coaching services tailored to each client's unique needs and goals. Consulting involves assessing an organization's culture, values, structures and processes. Training provides tools and best practices. Coaching provides accountability and support for individuals to develop new skills. The document emphasizes that Firebird Summit's approach is customized for each client. It also outlines the company's values of community, meaningful work, fairness, humor, and playing to strengths.
"Motivation: A different perspective" is written based on various literature review on sustainability of performance - organisational culture/behaviour/creativity/ people processes, motivation etc. It brings two specific perspectives: "SPLITS & CARE". My recent interaction with Balaji Prof C who has developed an interesting process known as "Causing Incredible Performance" with remarkable impact on people and organisations - mainly focusing on rewiring their internal voices has further validated my perspectives. Kindly provide your insights on it.
Employe Engagement Research Update by BlessingWhiteElizabeth Lupfer
This document provides a summary of research on employee engagement conducted in 2012. Some key findings include:
1) Engagement levels were stable or rising in most regions of the world compared to 2011 data.
2) "Intent to stay," an important predictor of turnover, remained stable globally. However, the specific dynamics of retention varied significantly between regions.
3) As in previous research, factors like tenure, level in the organization, and age were still correlated with higher engagement as people grew more experienced and senior.
4) Gender gaps in engagement emerged in some regions like India, the Middle East, and South America, where women reported lower engagement than men.
5) The top drivers of engagement
1. Effective leadership requires defining one's team in terms of their characteristics, strengths, and weaknesses to determine the best leadership approach. There are three main approaches: firepower (task-focused but low people-focused), relaxing-slacker (low task and people focus), and alternating-influencer (balanced task and people focus).
2. An alternating-influencer approach strives for balance in getting work done while also creating happiness and fulfillment for team members. This approach is most desirable for businesses.
3. Effective leaders monitor and evaluate progress using the chosen approach, making corrections if needed by redefining teams, tasks, or adopting a new leadership style to best achieve results.
This document summarizes the services provided by Tavistock Consulting, which include organizational consultancy, executive coaching, leadership development, and helping clients with effective leadership, high-performing teams, mergers and integrations, and issues that arise when work goes wrong. The consulting firm works with clients using an experiential approach and focuses on addressing the emotional dimensions of organizational life to facilitate change and increase flexibility.
Here’s a new book by the noted consultant and professor – Mr. Ram Charan. It’s a great book on how leaders and companies need to develop a new mindset in the face of relentless change and structural uncertainities.
Building the High Performance Workforce (Part 1)G&A Partners
This two part series examines the HR trends driving today’s most engaged employees and the successful companies where they work. Follow the building process from talent selection, career development to employee engagement. Learn the strategies that high performing companies are implementing to win the talent revolution.
This webinar was posted on April 26, 2012 and presented by Jose Laurel, Director Client Advisory at G&A Partners.
1. The document discusses key ideas from General Stanley McChrystal's book "Team of Teams" and agile practices for scaling teams. It emphasizes that teams outperform individuals, and entire systems must learn to cooperate like teams.
2. Building trust across teams is difficult, but can be achieved by having at least one person from each team with positive relationships on other teams. Shared purpose and allowing autonomy are also important.
3. A "Team of Teams" shifts leadership from commanding to building shared understanding. It empowers decision making by those with the most information and closest to the work.
Developing your organisational development strategyRoffey Park
This document discusses developing an organization development (OD) strategy and poses questions to consider. It begins by asking questions about what OD means and why it is relevant now for organizations. It then outlines first, second, and third order questions to consider when developing an OD strategy, including questions about purpose, stakeholders, structure, content and results. The document emphasizes that the process is as valuable as the outcomes and encourages paying attention to energy within the system. It concludes by providing information about Roffey Park's support for OD professionals.
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/
This Powerpoint presentation discusses employee empowerment. It covers topics like the definition of employee empowerment, 10 principles of empowerment, examples of empowerment fails, and case studies of companies that successfully empowered employees. The presentation provides information on how empowering employees can improve morale, innovation, productivity and team cohesion. It also lists specific strategies for empowering employees, such as not micromanaging, focusing on strengths, open communication and providing training.
Employees face friction all the time - structurally, socially, mentally. Companies can increase performance by removing those unwanted friction points - and behavioral science can help.
People management is one of the most difficult areas of management. Good managers must anticipate issues that could affect their employees' motivation and performance in order to keep their teams aligned with organizational goals. There are two main theories on managing people - Theory X assumes people are lazy and need close supervision, while Theory Y assumes people are self-motivated and seek responsibility. Effective managers balance concern for results with concern for their employees' needs and interests. Regular self-evaluation using a development wheel can help managers improve their coaching, delegation, communication, and other leadership skills.
This interesting and engaging workshop is an excellent way to begin a discussion about company culture, why it is important, and how it can be improved for lasting results. A great topic executive retreats, leadership conferences, and executive teams. Past reviews and ratings have been outstanding. Based on my book, LEADERSHIP IN HIGH-PERFORMANCE ORGANIZATIONAL CULTURES, 2ND EDITION.
A roadmap to understanding the fundamental concepts of corporate governance based on theory, empirical research, and data. This guide takes an in-depth look at CEO succession planning.
ICAWC 2013 - Creating a Happy & Productive Workplace - Henry Stewart Dogs Trust
The document discusses key factors for creating a happy workplace based on Maslow's hierarchy of needs and the pyramid of management needs. It emphasizes that people work best when they feel good about themselves and lists behaviors of great managers such as being a good coach, empowering teams, and having a clear vision. The document also discusses recruiting for attitude over skills, celebrating mistakes, and selecting managers who are good at supporting, challenging, and nurturing others.
Improve likelihood of change success by 10%? Sounds good!
I’m a big fan of the work done by Grenny, Maxfield, and Shimberg on what makes change initiatives successful. According to their research, initiatives are ten times more likely to succeed when the change strategy includes at least four of six approaches.
Stuart Friedman is an international business consultant, executive advisor, speaker, and author. He is the founder of Progressive Management Associates, a management consulting firm focused on aligning employees to strategic goals. As a consultant, Friedman helps organizations improve performance through leadership coaching, team assessments and off-sites. He takes a direct approach to communication and guides clients to achieve results beyond what they think is possible.
Employee development specialist communication skills pdfdavidroy947
This document provides 13 tips for improving communication skills. The tips include listening actively, over-communicating key points, avoiding overreliance on visual aids, putting oneself in others' shoes, engaging humility, soliciting honest feedback, engaging audiences, speaking directly with people rather than writing, accepting fears of public speaking, starting and ending with key points, using the PIP (purpose, importance, preview) structure, focusing on earning respect rather than laughs, and getting to know the audience. The document is aimed at employee development specialists to help improve their communication skills.
Team Building (Comprehensive) PowerPoint Presentation 150 slides with 4 diagr...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of team building
• Etymology – team (4 points)
• Etymology – build (2 points)
• Basic team concepts (3 points)
• Characteristics of a team (5 points)
• Why teamwork? (3 points)
• Why teams work graphic
• Conceptions of teams (15 points)
• Intrinsic team elements (19 points)
• Team development stages (5 points +2 charts)
• Team development stages Diagram
• Why teams work (25 points)
• Structuring your team (19 points)
• Leader responsibilities (15 points)
• Team building (12 points)
• What effective teams do (14 points)
• Team development stages (4 points)
• Group building behaviors (27 points)
• Arriving at a consensus (4 points)
• Obstacles faced by teams (14 points)
• Conflict (13 points)
• Conflict avoidance (5 points)
• Constructive criticism (16 points)
• Accepting criticism (8 points)
• Overcoming obstacles (14 points)
• Evaluating performance (17 points)
• Team performance curves (6 points)
• Team performance curve graphic
• Evaluating performance graphic
• Major changes (2 points)
• Remember (6 points)
• Actions steps (16 points)
It is critical for organizations to measure and manage their culture in order to create an engaged and productive workforce that leads to long term success. The Motivational Environment Survey is a tool that gauges a workforce's cultural attitudes through a 360-style confidential survey. Employees in a culture of recognition are more likely to feel valued, stay with their employer, and remain committed to their work. Recognition PRO is a solution that trains managers to better recognize and motivate employees through tailored recognition ideas and tracking their recognition activities.
Organizational design refers to the way in which a company functions. Good organizational design aligns the company’s processes and management functions with its overall goals.
The document describes an Influencer Training course from VitalSmarts that teaches proven strategies for leading change initiatives and influencing others. The 15-hour course uses videos, tools, and practice to help participants diagnose problems, identify high-leverage behaviors to change, rely less on authority and more on motivation, and develop influence strategies. Participants learn VitalSmarts' Influencer Model and Six Sources of Influence to overcome problems through multiple personal, social, and structural approaches. Ongoing online resources provide post-training support to strengthen skills.
Employe Engagement Research Update by BlessingWhiteElizabeth Lupfer
This document provides a summary of research on employee engagement conducted in 2012. Some key findings include:
1) Engagement levels were stable or rising in most regions of the world compared to 2011 data.
2) "Intent to stay," an important predictor of turnover, remained stable globally. However, the specific dynamics of retention varied significantly between regions.
3) As in previous research, factors like tenure, level in the organization, and age were still correlated with higher engagement as people grew more experienced and senior.
4) Gender gaps in engagement emerged in some regions like India, the Middle East, and South America, where women reported lower engagement than men.
5) The top drivers of engagement
1. Effective leadership requires defining one's team in terms of their characteristics, strengths, and weaknesses to determine the best leadership approach. There are three main approaches: firepower (task-focused but low people-focused), relaxing-slacker (low task and people focus), and alternating-influencer (balanced task and people focus).
2. An alternating-influencer approach strives for balance in getting work done while also creating happiness and fulfillment for team members. This approach is most desirable for businesses.
3. Effective leaders monitor and evaluate progress using the chosen approach, making corrections if needed by redefining teams, tasks, or adopting a new leadership style to best achieve results.
This document summarizes the services provided by Tavistock Consulting, which include organizational consultancy, executive coaching, leadership development, and helping clients with effective leadership, high-performing teams, mergers and integrations, and issues that arise when work goes wrong. The consulting firm works with clients using an experiential approach and focuses on addressing the emotional dimensions of organizational life to facilitate change and increase flexibility.
Here’s a new book by the noted consultant and professor – Mr. Ram Charan. It’s a great book on how leaders and companies need to develop a new mindset in the face of relentless change and structural uncertainities.
Building the High Performance Workforce (Part 1)G&A Partners
This two part series examines the HR trends driving today’s most engaged employees and the successful companies where they work. Follow the building process from talent selection, career development to employee engagement. Learn the strategies that high performing companies are implementing to win the talent revolution.
This webinar was posted on April 26, 2012 and presented by Jose Laurel, Director Client Advisory at G&A Partners.
1. The document discusses key ideas from General Stanley McChrystal's book "Team of Teams" and agile practices for scaling teams. It emphasizes that teams outperform individuals, and entire systems must learn to cooperate like teams.
2. Building trust across teams is difficult, but can be achieved by having at least one person from each team with positive relationships on other teams. Shared purpose and allowing autonomy are also important.
3. A "Team of Teams" shifts leadership from commanding to building shared understanding. It empowers decision making by those with the most information and closest to the work.
Developing your organisational development strategyRoffey Park
This document discusses developing an organization development (OD) strategy and poses questions to consider. It begins by asking questions about what OD means and why it is relevant now for organizations. It then outlines first, second, and third order questions to consider when developing an OD strategy, including questions about purpose, stakeholders, structure, content and results. The document emphasizes that the process is as valuable as the outcomes and encourages paying attention to energy within the system. It concludes by providing information about Roffey Park's support for OD professionals.
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/
This Powerpoint presentation discusses employee empowerment. It covers topics like the definition of employee empowerment, 10 principles of empowerment, examples of empowerment fails, and case studies of companies that successfully empowered employees. The presentation provides information on how empowering employees can improve morale, innovation, productivity and team cohesion. It also lists specific strategies for empowering employees, such as not micromanaging, focusing on strengths, open communication and providing training.
Employees face friction all the time - structurally, socially, mentally. Companies can increase performance by removing those unwanted friction points - and behavioral science can help.
People management is one of the most difficult areas of management. Good managers must anticipate issues that could affect their employees' motivation and performance in order to keep their teams aligned with organizational goals. There are two main theories on managing people - Theory X assumes people are lazy and need close supervision, while Theory Y assumes people are self-motivated and seek responsibility. Effective managers balance concern for results with concern for their employees' needs and interests. Regular self-evaluation using a development wheel can help managers improve their coaching, delegation, communication, and other leadership skills.
This interesting and engaging workshop is an excellent way to begin a discussion about company culture, why it is important, and how it can be improved for lasting results. A great topic executive retreats, leadership conferences, and executive teams. Past reviews and ratings have been outstanding. Based on my book, LEADERSHIP IN HIGH-PERFORMANCE ORGANIZATIONAL CULTURES, 2ND EDITION.
A roadmap to understanding the fundamental concepts of corporate governance based on theory, empirical research, and data. This guide takes an in-depth look at CEO succession planning.
ICAWC 2013 - Creating a Happy & Productive Workplace - Henry Stewart Dogs Trust
The document discusses key factors for creating a happy workplace based on Maslow's hierarchy of needs and the pyramid of management needs. It emphasizes that people work best when they feel good about themselves and lists behaviors of great managers such as being a good coach, empowering teams, and having a clear vision. The document also discusses recruiting for attitude over skills, celebrating mistakes, and selecting managers who are good at supporting, challenging, and nurturing others.
Improve likelihood of change success by 10%? Sounds good!
I’m a big fan of the work done by Grenny, Maxfield, and Shimberg on what makes change initiatives successful. According to their research, initiatives are ten times more likely to succeed when the change strategy includes at least four of six approaches.
Stuart Friedman is an international business consultant, executive advisor, speaker, and author. He is the founder of Progressive Management Associates, a management consulting firm focused on aligning employees to strategic goals. As a consultant, Friedman helps organizations improve performance through leadership coaching, team assessments and off-sites. He takes a direct approach to communication and guides clients to achieve results beyond what they think is possible.
Employee development specialist communication skills pdfdavidroy947
This document provides 13 tips for improving communication skills. The tips include listening actively, over-communicating key points, avoiding overreliance on visual aids, putting oneself in others' shoes, engaging humility, soliciting honest feedback, engaging audiences, speaking directly with people rather than writing, accepting fears of public speaking, starting and ending with key points, using the PIP (purpose, importance, preview) structure, focusing on earning respect rather than laughs, and getting to know the audience. The document is aimed at employee development specialists to help improve their communication skills.
Team Building (Comprehensive) PowerPoint Presentation 150 slides with 4 diagr...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of team building
• Etymology – team (4 points)
• Etymology – build (2 points)
• Basic team concepts (3 points)
• Characteristics of a team (5 points)
• Why teamwork? (3 points)
• Why teams work graphic
• Conceptions of teams (15 points)
• Intrinsic team elements (19 points)
• Team development stages (5 points +2 charts)
• Team development stages Diagram
• Why teams work (25 points)
• Structuring your team (19 points)
• Leader responsibilities (15 points)
• Team building (12 points)
• What effective teams do (14 points)
• Team development stages (4 points)
• Group building behaviors (27 points)
• Arriving at a consensus (4 points)
• Obstacles faced by teams (14 points)
• Conflict (13 points)
• Conflict avoidance (5 points)
• Constructive criticism (16 points)
• Accepting criticism (8 points)
• Overcoming obstacles (14 points)
• Evaluating performance (17 points)
• Team performance curves (6 points)
• Team performance curve graphic
• Evaluating performance graphic
• Major changes (2 points)
• Remember (6 points)
• Actions steps (16 points)
It is critical for organizations to measure and manage their culture in order to create an engaged and productive workforce that leads to long term success. The Motivational Environment Survey is a tool that gauges a workforce's cultural attitudes through a 360-style confidential survey. Employees in a culture of recognition are more likely to feel valued, stay with their employer, and remain committed to their work. Recognition PRO is a solution that trains managers to better recognize and motivate employees through tailored recognition ideas and tracking their recognition activities.
Organizational design refers to the way in which a company functions. Good organizational design aligns the company’s processes and management functions with its overall goals.
The document describes an Influencer Training course from VitalSmarts that teaches proven strategies for leading change initiatives and influencing others. The 15-hour course uses videos, tools, and practice to help participants diagnose problems, identify high-leverage behaviors to change, rely less on authority and more on motivation, and develop influence strategies. Participants learn VitalSmarts' Influencer Model and Six Sources of Influence to overcome problems through multiple personal, social, and structural approaches. Ongoing online resources provide post-training support to strengthen skills.
Chapter 6 - Managing Change: Innovation and Diversitydpd
The document discusses managing change and diversity in organizations. It identifies different types of change, sources of resistance to change, and ways to overcome resistance. It also discusses diversity, innovation, and organizational development interventions like team building, process consultation, forcefield analysis, and survey feedback that are used to implement change.
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
This document discusses keys to success and reasons for failure in organizational design. The five keys to success are: 1) Build on your strengths by identifying your unique role. 2) Go beyond lines and boxes by empowering decision making. 3) Know your roles by clearly defining impact and skills needed. 4) Rock your roles through ongoing development. 5) Support a culture of learning by making it a priority. The five reasons for failure are: 1) Poor planning leads to a false start. 2) Lack of leadership support and involvement. 3) Lack of adequate resources for implementation. 4) Focusing more on systems than people. 5) Leaders lacking change management skills.
High Stakes Holistic and Integral Coaching for a Meaningful and a Sustainable...Svetlana Dimovski
In fast-changing, ambiguous, interdependent and digitally-empowered world, leadership is pressured to look at the growth from a fresh perspective. This is where we can best help. Our approach to growth strategy is integral and holistic. When stakes are high, we focus on facilitating deep insights and actions that promote sustainable results with a restored sense of wholeness for our clients.
The integral and holistic approach is multifaceted, and as such, it is very effective in complex, ambiguous and fuzzy situations (e.g. organizational or personal reinvention, leading across an ecosystem without authority or governance, discovering new growth path or a new growth field, etc.).
Integral approach potentiates deeper awareness, better understanding, and easier integration of insights accessed through different ways of knowing and doing. When we come from more parts of our being, we live, move, and grow more congruently, so that our actions produce desired meaningful outcomes rather than false starts.
Schedule your discovery call at: https://calendly.com/dimovski/discoverycall
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 document provides an overview of a book titled "Choosing Change" which discusses how to successfully lead change both personally and organizationally. It introduces the Five Ds model for change: Disruption, Desire, Discipline, Determination, and Development. The first part focuses on applying these concepts to yourself, including understanding how your brain responds to change and developing the motivation and discipline to change behaviors. The second part discusses how to integrate change into an organization through leadership and ongoing learning. The goal is to adapt to constant change in order to survive and thrive in today's business world.
Trigger Strategies - How to Develop an Effective Training Program, That Produ...Neil Thornton HBA, MA
A report based on over 20 years of training experience; what works and what is a complete waste of time when it comes to training in the business world
The document describes a Core Strengths Accountability Workshop that teaches how to build a culture of accountability in teams. The workshop helps participants unlock the power of accountability, take personal responsibility for outcomes, deploy their strengths, adopt an ownership mentality, and navigate difficult conflict situations. It uses online assessments before and personalized tools during to reveal each participant's strengths and how they prioritize people, performance, and process. Participants leave with an Accountability Action Planner to apply the skills to a specific high-stakes work situation.
(May 2014) max peopleperform trainin gessentials catalogueMaxPeoplePerform_
This document provides an overview of training programs offered by MaxPeoplePerform. It discusses their vision of challenging and inspiring leaders, their values of integrity and trust, and their three core services of training, HR support, and hiring assistance. A variety of training methods are described, including webinars, coaching, classroom sessions, and keynotes. Tools used in training include personality assessments and feedback instruments. The document provides a table of contents of specific training programs in areas like communication, leadership, personal effectiveness, and team building.
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/
Continuity Consulting provides organizational health and effectiveness solutions to empower leaders to transform their organizations. They work with leaders who want to build healthy, high-performing teams and organizations but face challenges like lack of time and access to accurate information. Continuity Consulting addresses these challenges through assessments of organizational health and culture, recommendations and reports, and training programs to develop teams and implement roadmaps for organizational transformation. They offer three service options that vary in scope from assessments for small teams to comprehensive programs to transform entire organizations.
Dr. David Gruder offers consulting services to help leaders, entrepreneurs, and businesses with strategic planning, high performance culture development, and master planning. As a clinical psychologist and faculty member of CEO Space International, he provides step-by-step processes and trainings. His services include developing vision/mission, viability assessment, resource planning, culture building, marketing/sales, and succession planning. Sessions are tailored to clients' needs and range in price from $500 to over $25,000 depending on scope.
The Team Management Profile is a management tool that provides personalized feedback to individuals and teams based on a validated questionnaire. It analyzes preferences for different work roles and team behaviors. The resulting 4,500 word report helps maximize individual and team performance to achieve business goals.
Unlocking the collective wisdom of the executive team is a major step toward competitive advantage. When communication, collaboration and creativity are given room to breathe, the impact on both workplace behavior and strategic outcomes produces measurable profitability.
Tapping into this collective wisdom remains a challenge for many organizations. Alignment is not automatic and needs to be cultivated. Instilling collaboration within the executive team by driving deep understanding of each individual team member fosters reassurance that executives can rely upon each to engage mutual accountability.
This document describes three engagement and workshop packages offered by Emergenetics to help organizations improve team performance. The first is a three-quarter day workshop that uses assessments to help participants understand their individual strengths and how they can contribute to a more collaborative team. The second involves ongoing leadership coaching over 9-12 months to help leaders enhance their skills and performance. The third is a four module "Leadership Launch Kit" designed to quickly develop technologist and young leaders into impactful leaders through assessments and experiential activities.
Have you ever considered what keeps executives up at night? Beyond a generic interview question, the root cause of their insomnia is usually associated with aligning qualified talent with key positions that enable an organization to effectively execute its business strategy. Not only are companies investing in high-impact leadership development programs, they are also allocating funds to hire organizational consultants who can design strategies that breed succession depth among a diverse slate of internal talent. This session is loaded with practical gems that will aid any organization in building a solid bench of exceptional internal talent.
The document discusses various concepts related to leadership including definitions of leadership, transformational leadership, and important leadership concepts. It outlines James MacGregor Burns' concept of transformational leadership where leaders inspire followers to achieve higher levels of performance. The document also discusses the seven habits of highly effective people including being proactive, beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergy, and sharpening the saw. Finally, it discusses the importance of communication in leadership and the types of formal and interactive communication.
1. TEAM
Universal accountability
Crucial
Accountability
Training
Crucial Accountability is a two-day training course that teaches a step-
by-step process for learning how to hold others accountable to violated
expectations in a way that solves problems while improving performance
and execution. By learning how to talk about violated expectations, you’ll
improve individual and team effectiveness.
What Does Crucial Accountability
Training Teach?
Crucial Accountability teaches participants how to:
• Hold anyone accountable, regardless of position or temperament.
• Determine the potential root causes of misaligned or bad behavior.
• Empower others by working together to diagnose and
come up with solutions.
• Agree on a plan, follow up using good reporting
practices, and manage new expectations.
What Kind of Results Can I Expect?
When people can effectively step up to and discuss
gaps in performance or expectations, it can have a
number of positive consequences, including:
• Greater accountability and fewer
missed deadlines
• Better one-on-one performance
discussions
• Increased individual and team
effectiveness
PERSONAL
Self-directed change
Change
Anything
Training
Change Anything Training is a one-day course for solving individual
behavior challenges. Individuals learn to recognize the personal, social,
and environmental forces of influence currently working against them—
and then turn them in their favor. Those equipped with these skills are
four times more effective at starting good habits and stopping bad habits
that lead to better results at work.
What does Change Anything Training teach?
Change Anything teaches participants how to:
• Diagnose what’s keeping them stuck in the status quo.
• Create change plans that lead to desirable and
lasting results.
• Translate performance feedback into action.
• Use six sources of influence to make
individual change inevitable.
What Kind of Results
Can I Expect?
When people obtain the skills to design
an effective individual change strategy,
it can have a number of positive
consequences, including:
• A more engaged workforce
• Innovative problem solving
• Increased employee
productivity
INTERPERSONAL
Open dialogue
Crucial
Conversations
Training
Crucial Conversations is a two-day course that teaches skills for creating
alignment and agreement by fostering open dialogue around high-stakes,
emotional, or risky topics. By learning how to speak and be heard (and
encouraging others to do the same), you’ll surface the best ideas, make
the highest-quality decisions, and then act on your decisions with unity
and commitment.
What Does Crucial Conversations
Training Teach?
Crucial Conversations teaches participants how to:
• Resolve individual and group disagreements.
• Build acceptance and overcome resistance.
• Speak persuasively, not abrasively.
• Foster teamwork and better decision making.
What Kind of Results Can I Expect?
When people can discuss difficult workplace issues
and make the best decisions, it can have a number of
positive consequences, including:
• Greater efficiency
• Improved working
relationships
• Increased employee
satisfaction
ORGANIZATIONAL
Influential leadership
Influencer
Training
Influencer Training is a two-day leadership course that teaches
proven strategies to drive rapid and sustainable behavior change
for teams and organizations. By learning how to discover and
counteract the complex web of forces underlying resistant
organizational problems, you’ll be able to make change inevitable.
What Does Influencer Training Teach?
Influencer teaches participants how to:
• Diagnose the causes behind any team or organizational problem.
• Rely less on formal authority to effectively motivate and
enable others.
• Identify high-leverage behaviors that, if changed, will lead
to desired results.
• Use six sources of influence to make organizational
change inevitable.
What Kind of Results Can I Expect?
Building an effective organizational influence strategy can
have a number of positive consequences, including:
• Successful team and organizational
change initiatives
• Transformed corporate culture
• Reduction in errors and
project failures