Building Your Leadership Effectiveness
6-part virtual leadership training with Gary Walljasper
Updated and optimized for virtual delivery, this 6-part leadership series is a valuable opportunity to take an objective look at yourself as a leader so you can help grow the people around you—you’ll discover crucial skills for leaders, from self-awareness and influence, to delegation and driving performance.
With a tighter focus on the bottom line and streamlining organizations, it’s easy to forget about the people-part of the business, but as a leader, a big chunk of your job description is managing performance, developing your team and staff, and helping them grow, as employees and as people.
Divided into six sections that get at key pieces of leadership, this series leaves room to grow and reflect between courses to get the most out of your time, money, and learning. Experience the series next to other leaders like you—get coaching insight from them, share your successes, and get advice on challenges from leadership expert Gary Walljasper.
- Create opportunities for on-going reflection of how you are demonstrating your leadership through actions and behaviors, and use this reflection to create/show your authentic self.
- Build and apply self-awareness in a manner that moves others to follow you because they want to, not because they have to (i.e., out of commitment, not compliance).
- Develop a mindset of reflective leadership to help you incorporate a “responsive” vs. “reactive” approach to managing and leading others.
About the sessions
1. Developing and Applying Self-Awareness
This session will focus on creating a stronger understanding of self-awareness and its importance in the initial development and application of leadership effectiveness. Understanding your behaviors, emotions, and natural tendencies is the key to being effective when interacting with others. Whether your role is that of an individual contributor or one that leads others, using in-the-moment self-awareness to positively direct your behavior creates the opportunity to build credibility and authenticity.
Through small-and larger-group discussion, application activities, completion of the BestWorkDATA assessment, and reflection, this session provides participants the opportunity to understand the impact of emotional self-awareness (perceiving your emotions and staying aware of them as they happen) and apply this concept through relational self-awareness (acknowledging emotions in other people and using this awareness to manage the situation/relationship).
- Introduce and begin completion of a leadership profile to identify natural tendencies, challenged areas, blind spots, and emotional triggers
- Introduce BestWorkData Assessment results
- Define (effective) leadership
- Build confidence when leading others
2. Coaching In Relationships
Building on the concepts from the Developing and Applying Self-Awareness (Session 1), you’ll learn the approaches to effective coaching and build confidence in how you prepare for interactions with others. Using the Coaching for Success model as a framework, the session will focus specifically on developing your ability to approach and facilitate coaching conversations with other individuals on your team or across the organization. The first half of this session will focus on building and enhancing core interaction and coaching skills. The second half will incorporate a team-based application activity centered on using these concepts in specific and reality-based scenarios.
- Continue work on completion of a leadership profile using the BestWorkDATA assessment data and a focus on coaching style
- Build and enhance core interaction and coaching skills
- Practice having productive conversations when the topic is focused on success
- Apply what you learned to prepare for and manage through difficult conversations
- Practice picking up on emotions in other people and understanding what’s really going on
3. Giving and Receiving Feedback
Giving feedback in a manner that is helpful, not hurtful, can create hesitation and anxiety. This is particularly true when the feedback is part of a difficult or tension-filled dialogue. Building upon the Coaching for Success model, and introducing the WHEN model, participants will learn tips and techniques in how to effectively reflect, prepare, start, manage, and end a conversation when you are giving positive as well as constructive feedback. Participants will also complete a simple assessment for reflection to explore ways to be in-the-moment when receiving feedback, and how you can build a mindset of reflection to help you understand the intent, gain clarity on actions/behaviors being discussed, and use the feedback to help you be successful.
- Continue work on completion of a leadership profile using the BestWorkDATA assessment data and a focus on giving/receiving feedback
- Learn to use the fundamentals of feedback as a framework for how you approach sharing thoughts, observations, ideas, recommendations, and perspectives
- Leverage the WHEN model to help in your approach effectively work through the “feedback cycle” (reflection, preparation, starting, managing, and ending a dialogue when giving feedback)
- Learn tips to establish purpose and intent during the first 20-seconds of an interaction when giving feedback
- Learn tips and techniques to listen to understand the other’s intent when receiving feedback
4. Driving Performance
Collaboratively discussing and establishing aligned goals/objectives with your employees is critical to their individual success and your success as an organization or team. Once you set those goals, how do you deliver meaningful feedback to help your employees learn and be successful? Using the concept of “managing the right performance cycle,” you’ll learn tips, techniques and approaches to build credibility and effectiveness in how to prepare for and manage key processes within the performance management cycle. You’ll explore how to drive performance in those around you through small- and large-group dialogue, team-based simulations and activities, and individual reflection.
- Learn to set and focus on the “right” goals
- Focus on documenting the “right” information, including the 6 key components to effective documentation and how to use them in conversation
- Practice collecting and sharing the “right” feedback and holding great appraisal discussions
- Learn to make the “right” updates/adjustments and how to be proactive and fair when updating goals
5. Delegating Effectively
Learning when and how-to delegate can be challenging. Good delegation can save you time, develop your people, groom a successor, and create an environment of motivated employees. Poor delegation, on the other hand, will cause you frustration, demotivate and confuse the other person, and will fail to achieve the task or purpose itself. In this session, participants will work independently and collectively to build their delegation skills. With the Effective Delegation model as the framework, participants will use small- and large-group discussion, application, and reflection, to hone skills and techniques. This class will help you build your confidence and capability to delegate in a manner that empowers and engages others.
- Gain a better understanding of the levels of delegation and where they are appropriate
- Discover common barriers to effective delegation and how to avoid them
- Examine the Effective Delegation model and learn steps to ensure you are delegating to empower
- Apply the delegation concepts to build confidence
6. Developing People
Developing your employees and leaders not only advances their personal growth but also contributes to your organization’s success. When development is done right, you create buy-in from your workforce and prepare your organization for future opportunities and challenges. Using the Developing Others model and a strategic mindset as the framework, along with small- and large-group discussion, application, and reflection, you’ll learn how to coach, guide, inspire, and hold others accountable in their aspirations through an intentional approach to development discussions, development planning, and appropriate follow-up.
- Discover the keys to preparing for and holding great development planning discussions for others, and for you.
- Identify appropriate development assignments
- Create clear and effective developmental assignment plans
- Develop a mindset of intentional leadership
Reports you'll receive
This series includes completion of the BestWorkDATA assessment that provides additional insights to help build greater awareness of natural tendencies, challenged tendencies, emotional triggers, and blind spots. As a participant you will receive a full portfolio of the following reports to aid you in becoming the best leader you can be.
The BestWorkDATA assessment provides data that measures how an individual performs any type of job behavior. More specifically, it is a tool that highlights a participant’s natural tendencies, and how those tendencies relate to the job or the team in question. Equally effective at both the individual and team levels, data from the assessment can be used to help organizations hire the right candidates, understand performance issues, develop talent, resolve communication problems, and/or build and develop effective teams.
BestWorkDATA assessments measure personality traits and cognitive abilities. Six traits considered foundational make up this section. They are:
- People: The need to work with others, communication of enthusiasm, and the ability to talk and listen
- Rules: Consistency, ability to deal with change, need for structure, ability to follow rules and policies
- Assertiveness: Decision-making, selling and closing ability, ability to handle confrontation, willingness to take direction from others
- Team: Teamwork, collaboration with others, competitiveness
- Details: Planning, spontaneity, time management attitudes, ability to handle details
- Sensitivity: Emotional stability, handling of criticism and feedback, dealing with stress
Within the context of cognitive abilities (i.e., general reasoning), the assessment is not a measure of intelligence, rather it is a measure of one’s ability to handle and process information (i.e., learning speed).
Advantages of BestWorkDATA Assessments
- Completion time of 25 minutes or less
- A fully Internet-based process, meaning no administrative work required by you
- An evaluation of both the participant’s cognitive skills (learning speed), and personal/interpersonal competencies
- Easily readable, narrative reports that can be readily understood for action-planning purposes
- An assessment that is considered, through research and testing, reliable and valid
Working With Me Narrative
This narrative provides data on an employee to help co-workers gain an understanding of how to communicate more effectively and how best to work with that employee
Manager’s Self-Coaching Report
This narrative looks at specific behaviors that are related to working with others so that an employee can gain an understanding of how to be more effective in working relationships
This narrative provides data on an employee’s natural tendencies in how he/she communicates to others and is specifically focused on talking and listening
This narrative looks at specific tasks that are related to managing others that an individual may want to explore in greater depth (and as a potential development opportunity to enhance their leadership effectiveness)
This narrative looks at an employee regarding how he/she works in a team environment
This narrative provides data on an employee to help a coach gain an understanding of how to communicate more effectively and assist that employee
Management Job Report
This narrative looks at specific tasks that are related to managing others so an employee can gain an understanding of how he/she is most likely to perform those tasks
Team Leader Strengths
This narrative provides data on an individual’s strengths as it relates to various leadership approaches
What others had to say about Building Your Leadership Effectiveness
Gary Walljasper is an expert leadership coach and trainer. He brings more than 25 years of strategic human resources consulting experience to Your Clear Next Step. His professional career has included multiple management and leadership roles involving extensive advisory work and partnership with middle and senior management.
"Worth the investment in time and attention"
"A great way to reflect on your own idea of leadership, gauge where you are and then apply lessons learned in the classes immediately"
"Eye-opening and refreshing"
"Would definitely recommend this to others"
"Fascinating way to reflect on how you are influenced as well as how you influence"
"Be ready to think outside the box as you will learn new things about yourself to help you grow"
Successfully delivered to more than 1800 leaders
Frequently Asked Questions
The rest of my team took something like this with Gary in person, is this the same course?
It is similar, so this is a great way to get caught up with the rest of your team!
What if I'm unable to attend one of the sessions?
Part of the value of the program is the face-to-face engagement participants get during each of the virtual sessions. For that reason we encourage participants to attend as many sessions as they can.
That being said, we know business travel and other obligations might get in the way sometimes. If you aren’t able to attend a session we can record it and make it available to you offline after the fact.
Will this be offered again?
We regularly refresh our content and make different offerings available, so if you’re interested in this program, now is a great time to take it!
What tools or technology do I need to participate?
The virtual coaching sessions will be conducted via Zoom. To get the most out of the sessions, we recommend using a device that has camera and microphone access.
You don’t need to have access to Zoom before making your purchase. After you reserve your spot in the program we will send you instructions for accessing Zoom.