ECQ 2: Leading People

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Courses Overview


We have aligned our courses with the Office of Personnel Management’s, Executive Core Qualifications to ensure our topics increase the interpersonal competencies of the learners. All of the Learning Everywhere® courses can be delivered as ½ day or full day modules and linked with other courses to offer a multidimensional training program.

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Learning to Work Together

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This is an opportunity for team members to build healthier and stronger relationships with one another, to affirm their collective purpose, and to plan steps to improve team effectiveness. This will raise participant’s awareness of two critical characteristics of a highly effective teams which are: (1) coordinated actions, and (2) agreement that each member of the team is a respected individual who adds value to the whole.

Learning Objectives:

  • Reaffirm commitment to a shared vision of the team’s work.
  • Appreciate and respect the individuals on the team and their collective role.
  • Develop agreements about how team members will conduct themselves in working with others.
  • Increase the awareness and understanding of the teams work in achieving its mission.

Dealing with Conflict

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This will develop or enhance conflict and dispute resolution skills. Predicated on the Fisher/Urey Model of “Getting to Yes” through Interest Based Negotiations. Participants will be able to assess individual conflict resolution styles and develop strategies to effectively work every one.

Learning Objectives:

  • State concerns and request change in a respectful and motivating manner.
  • Apply cooperative forms of alternative dispute resolution and mediation.

Collaboration

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This session is designed to explore the question, “Are leaders born or made?,” and offer a practical theory of situational leadership that can be effectively applied in any organization. There will be opportunities to explore the use of power and the ability to lead others in the accomplishment of organizational goals while building a positive and productive work culture.

Learning Objectives:

  • Analyze a situation and choose an appropriate leadership style.
  • Use task and maintenance leadership actions.
  • Serve as a role model to develop team spirit and leadership behaviors in their sphere of influence.
  • Trust their own ability to effectively influence and inspire employees to accomplish organizational goals.
  • Distinguish between personal and positional power, and the appropriate use of each to best motivate and lead employees.

Self-Assessment

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Employees and managers will understand how the proper writing of SMART objectives can have a motivating effect and increase overall performance. Participants will understand how to plan for the performance management cycle so that it is in aligned with the organizational goals, and related tasks are accomplished in an efficient and effective manner.

Learning Objectives:

  • Develop motivating SMART goals.
  • Apply effective performance management techniques to inspire great performance.
  • Write concise and accurate performance appraisals and self assessments that clearly articulate the performance and recognize contributions.

Leadership Coaching

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This four phase process will include The Coaching Set Up (Phase I); Pre Coaching Clarification and Agreements, Intro meeting with Coach and Client, Approach setting meeting with Individual, Manager and HR Representative (if appropriate), Data Gathering, Feedback and Planning (Phase II) Assessment; using MBTI, 360 Feedback Evaluations and Disc Classic Personal Profile System, Interviews (360 Feedback), Analysis of Data, Feedback given to individual, and setting goals, Coaching Sessions (Phase III); Ten (10) to twelve (12) coaching sessions (one every three –four weeks) based on established development goals, utilizing a variety of methods such as relationship analysis, discussion, role play, on the job observation, problem solving, etc. and Reinforcement Action Planning; Assessment of individual’s progress through interview, Conduct review meeting with individual, manager and HR Representative if appropriate, follow up meeting (2 months later)

Successful Supervisory Skills

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The biggest transition that people make in their career, and often the most difficult, is going from being led to leading. Leaders need to be forward thinkers and innovators in their pursuit of success. They should be expected to take responsibility for their jobs and anticipate that they will be held accountable for their performance and their staff. Core competencies include flexibility and adaptability, creative thinking, problem solving, and maintaining a high level of expertise.

Learning Objectives:

  • Adopt the broader perspective and consciousness of a manager.
  • Use tools to breakdown projects and make assignments based on appropriate skill sets of staff and resources.
  • Develop team-building skills needed for the group to stay on course.* Create an environment of open communication where staff is encouraged to share opinions, values, and beliefs.

Leadership: Creating a Positive Work Culture

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The effectiveness of organizations begins with its’ leaders having a clear understanding of the goals and objectives. Are leaders born or made? Strong leaders bring a wealth of life experience with them to manage relationships effectively and possess the skill sets to achieve goals. Including but not limited to authentic decision-making, the ability to pick up on non-verbal cues, listening to what is being said as well as what is not, and providing clear and direct performance feedback.

They must have the ability to use knowledge, methods, and techniques to perform specific tasks whether or not it is their direct responsibility. They must use sound judgment in working with people, including an understanding of motivation and the application of effective leadership. Finally, they must have the ability to understand the complexities of the organization and where people fit to ensure they are acting in accordance with the organization’s mission, values, and goals.

This class will explore this question and offer a practical theory of situational leadership that can be effectively applied in any organization. There will be opportunities to explore the use of power and the ability to lead others in the accomplishment of organizational goals while building a positive and productive work culture.

Learning Objectives:

  • Analyze a situation and choose an appropriate leadership style.
  • Use task and maintenance leadership actions.
  • Serve as a role model to develop team spirit and leadership behaviors in their sphere of influence.
  • Trust their own ability to effectively influence and inspire employees to accomplish organizational goals.
  • Distinguish between personal and positional power, and the appropriate use of each to best motivate and lead employees.

Capturing Performance Expectations

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Understanding the importance of being well prepared for a performance appraisal is an essential management task. Specifically, how the proper writing of SMART objectives can have a motivating effect on employees and increase overall performance. This class teaches participants how to plan for the performance management cycle so that it is in alignment with organizational goals, motivates employees, and is accomplished in an efficient and effective manner.

Learning Objectives:

  • How to implement a Performance Management Cycle.
  • Develop motivating SMART goals with employees.
  • Apply effective performance management techniques to inspire great performance.
  • Write concise and accurate performance appraisals that clearly articulate the employee’s performance and recognize employee contributions.

Motivating Performance

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Giving constructive feedback is the duty of all managers, and if done well, can have a powerful motivational effect on the employees. This class covers the cycle of the performance appraisal, how to set individual goals that align with organizational strategy, the link between performance management and motivation, and why it is necessary to continually document and evaluative information for use in performance management.

Learning Objectives:

  • Create a motivating work environment.
  • Examine how management styles may affect motivation.
  • Identify and overcome errors in perception.
  • Give constructive feedback in a way that motivates employees to reach increasingly difficult and changing goals.

Succession Planning

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Generating a plan by which employees will be able to fill key leadership roles in the future is essential to maintaining organizations and building a legacy. Through a strategic developmental succession plan linked to critical organizational missions and goals, employee’s knowledge, skills, and attitudes will be developed beyond current organizational needs preparing them for advancement or promotion into more challenging management roles that ensure the ongoing success of the organization.

Learning Objectives:

  • Define core competencies for future leaders.
  • Assess current skill sets and opportunities for professional development.
  • Develop a plan for the successful transfer of leadership roles.
  • Serve as a role model and resource for support.

Customer Service

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A successful organization understands the value of its customers. It strives to continue to provide unsurpassed customer service to its most important asset. Participants will be provided with the necessary tools to become more effective in dealing with both internal and external customers. They will also be able to recognize when different behaviors should be used for dealing with difficult customers.

Learning Objectives:

Understand the value of your customer Identify different types of customers Proactive customer service Responding to the needs of your customer