PROGRAM FEATURES:
Five, two-day modules in The Leadership Development Process™, and follow-up applications insure development is meaningful and successful:
Each participant receives an hour of individual coaching between each module.
Certain segments of each module may be carried through to the participants’ work teams between modules.
Because of the personal nature of this program, optimal class size is between 8-12 participants.
MAJOR AREAS COVERED INCLUDE:
Leadership - How employees feel about coming to work, i.e. their attitude, is primarily influenced by the climate or culture in which they work. Many managers don’t understand that it is their behavior that creates the climate in which their team members work. And climate, or culture, has a direct impact on business results.
Trust - A senior manager may perceive that being trustworthy means maximizing shareholder value. An employee, on the other hand, sees a trustworthy manager as someone who values them as a person and allows them to use their talents and creativity to improve performance. Both points of view are correct, to a degree, but the senior manager who is so focused on being trustworthy to the board and shareholders that employees do not feel valued or respected will destroy employee trust and their engagement and commitment.
Behavior - Change Takes Time - Only a process of development, a series of events with application and reinforcement, can be expected to achieve lasting change in leadership behavior.
The Leadership Development Process™ helps leaders understand that they are accountable for the environment they create, and whether that environment is based on trust, or a lack of it. The process provides them with the knowledge, skills, and applications that they need to create a work environment based on trust and personal responsibility; a place where people want to be accountable for their performance.
To schedule this session, or to learn more about having us train you to conduct this seminar, please contact us. |
