Leadership Development makes it easier at the top.

We have the tools and the experience to bring out your best leadership qualities.

Professional Coaching

Leadership Development Workshops

We offer powerful, interactive workshops that actively engage participants in the learning process. The workshops are developed with the most recent industry research and thought leadership. They are facilitated based on the realities, goals and key business objectives of your organization.

Our workshops are designed to benefit specific groups and to educate participants in a way that promotes immediate application of concepts, skills, or thinking within the organization. Additionally, our programs motivate participants to reflect upon the integration of new ideas into their behaviors, decision-making and problem solving. Through learning, we are promoting ongoing development to help individuals, teams, and organizations achieve their full potential.

The majority of the workshops are designed in a half-day format for up to 24 participants; however, we are able to tailor the content to meet your specific time and learning needs.

Leadership Development Series

The Self-Aware Leader – Part 1 and Part 2

These two workshops are designed to challenge you as a leader to reflect and gain greater awareness of your current leadership capability. Self-aware leaders recognize their strengths and weaknesses and understand their tendencies toward stress and conflict. The better leaders understand themselves, the more able they are to adjust their leadership attributes. Self-awareness is a critical prerequisite to effective leadership.

Participants learn to:

Explain difference between each dichotomy of the Myers-Briggs Type Indicator (MBTI®)
Explain their behavior facets
Connect their MBTI temperament to their leadership behaviors and practices
Exercise “other awareness” that enables leaders to better build trust
Recognize the impact of certain temperament filters upon behavior in the workplace

Managing Conflict

This workshop addresses one of the most frustrating and complicated aspects of leadership – managing conflict. Despite the fact that conflict is a natural disagreement resulting from individuals or groups that differ in attitudes, beliefs, values or needs, it is often the foundation for many of today’s workplace woes.

Participants learn to:

Identify the common ingredients of conflict
Connect their MBTI® temperaments to how they handle conflict and confrontation
Describe five conflict resolution modes
Demonstrate the four-step assertion process
Deal more effectively with difficult or challenging people

Critical Thinking

Leaders must be able to effectively recognize and assess complex situations. They must be able to make the optimal decisions based on their own situation assessment capabilities. Critical thinking is a necessary competency for all individual leaders and for all successful organizations.

Participants learn to:

Connect their MBTI® temperaments to how they make decisions
Explain the stages of the critical thinking model
Apply the “zig zag” problem solving model
Demonstrate how to use the models in making sound business decisions

Managing Performance

As leaders strive to effectively navigate the challenging demands of today’s workplaces, it is of particular importance that organizations utilize best practices that will attract and retain the most talented and diverse employees. Effectively managing the performance of an employee is essential to the on-going success of the individual and the organization.

Participants learn to:

Connect their MBTI® temperaments to how they manage associate performance
Create strategies to address different levels of associate performance
Set performance expectations with associates
Identify leadership biases that influence effective performance management
Identify behavioral assumptions that influence coaching

Building Effective Teams

A shared sense of purpose and commitment to that purpose are necessary cornerstones for effective teams. This workshop provides leaders with insight into the stages of team development and tools to generate genuine commitment and accountability within their organizations.

Participants learn to:

Recognize the stages of team development
Evaluate their team’s current stage of team development
Connect their MBTI® temperament to their approach to building relationships within the team
Utilize tools to generate robust dialogue and constructive conflict to achieve commitment

Changivity™

This interactive workshop focuses on the emotional effects of change on individuals, teams, and organizations. It is designed to teach leaders how to effectively lead others as well as themselves through the change process. Leaders learn key strategies for dealing with unproductive reactions to change and how to develop their employees’ resilience.

Participants learn to:

Connect their style and MBTI® temperament to how they lead themselves and others through change
Identify the stages of personal change
Recognize three types of responses to change and how to manage each of them
Develop action plans for improving employees’ resilience

Working Together Workshops

Gender’s Role in the Workplace

This workshop explores the differences and benefits offered through the characteristics of the various gender attributes expressed in the workplace. Certain leadership traits are often linked to masculine form, while others are determined to be of feminine character.

Participants learn to:

Identify leadership traits/characteristics that are considered masculine and those considered feminine
Understand the impact of masculine or feminine leadership upon an organization’s or team’s culture
Leverage the gender differences to create an environment complimentary to both genders’ expression

Generational Diversity

Through this workshop you will gain a greater appreciation for the value each generation brings to the workplace and how to leverage that for the success of the organization. Despite the obvious differences that age brings, there are other generational factors that have an impact on how things are perceived and interpreted. Each generation has been impacted by their own set experiences, which forms how they view and react to the world.

Participants learn to:

Identify the four generations active in today’s workplace
Describe the values, assets, and characteristic differences between the generations
Create strategies to leverage generational diversity
Interact with each generation most effectively