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).

Objectives:

• 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

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.

Objectives:

• 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

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.

Objectives:

• 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

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.

Objectives:

• 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

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.

Objectives:

• 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