Instructor-Led Deep Dive
Leaders today realize they need to be investing in their organizations, to build a culture where people can develop their careers and grow both personally and professionally. After all, talent is hard to find, and even harder to keep. Investing in yourself and your people is a good attraction and retention strategy that makes for smarter organizations.
Our deeper-dive workshops focus on developing high emotional intelligence, fostering trust and collaboration amongst teams, and honing advanced leadership skills. We use specific tools and personalized development plans to help you set goals, implement changes, and track your growth. Get ready to discover your full potential.
Not sure which option is right for you? We can help you find the best fit.
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Leadership Strategies 1.0
This four session foundational leadership training program helps managers and emerging leaders develop the skills to lead and motivate their team, department, or company (whatever the case). Whether in person or remotely, this program will help improve their skills in training, communicating, leading, and mentoring other workers, team members, subordinates, and even supervisors.
Leadership Strategies 2.0
This four session advanced leadership development training program is for leaders who already have mastered the fundamentals and are ready to elevate their leadership skills. Participants will have a full understanding of how to apply these enhanced skills to their specific organizations.
Today more than ever we need smart and healthy organizations to survive and thrive in the “next normal.” Developing resilient newly appointed managers and emerging leaders who can effectively lead, coach, motivate and supervise hybrid or remote teams is the most important way for organizations to adapt, adjust and innovate.
EQ – A Key Leadership Tool©
This five session group workshop uses the key model Emotional Intelligence 2.0 and combines insights from Emotional Intelligence models. Learners will discover what emotional intelligence is; plus how to develop their emotional intelligence using the four EQ skills: self-awareness, self-management, social awareness, and relationship management, to exceed their goals and reach their potential.
EQ competencies have a significant impact on personal and organizational outcomes, from relational to financial. Developing an emotionally intelligent culture supports agility and higher performance at all levels in the organization, while shaping the employee experience. Learners will create a personalized development plan.
Emerging Leaders – Leadership Starting Line©
This six session training for emerging leaders begins with developing a mastery of personal effectiveness. The more demands an emerging leader faces, the more important personal mastery is to their success.
This series covers foundational topics such as:
- Clearing Unresolved Matters
- Restoring Your Integrity
- Getting All of Your Needs Met
- Extending Your Boundaries
- Raising Your Personal Standards
- Eliminating What You are Tolerating
- Coming from Positives
- Resolving Key Relationships
- Developing a Supportive Community
- Reorienting Around Your True Values
Each participant will develop their own personal action plan for each of these key foundational areas.
Unleash the Power of Teamwork©
This nine session training course uses the key model The Five Behaviors® and is designed to help team members understand their role and what they can do to build a culture and level of teamwork that drives success within the organization. Each module provides opportunities for personal growth and team development. Each training session is two hours in length, delivered in-person or virtually.
Introduction: A productive, high-functioning team is critical to an organization’s success. They perform faster, make better decisions, tap into the skills and opinions of all members and avoid wasting time on things that tear them apart. This session provides an overview of The Five Behaviors® and where the team’s strengths are based on their assessment.
The Importance of Trust: Members of great teams trust one another on a fundamental, emotional level, and they are comfortable being vulnerable with each other about their weaknesses, mistakes, fears, and behaviours. They get to a point at which they can be completely open with one another, without filters. Using The Five Behaviors® model, participants will learn how their different behavioural styles affect their ability to trust one another and what they can do to develop a deeper sense of trust.
Removing Barriers to Trust: Since trust is foundational to a team’s performance, identifying and removing barriers to trust is essential. This session explores classic trust inhibitors on teams and ways to overcome them. Participants will be encouraged to explore these barriers and identify where they are present in their current team environment.
Driving Results: Team members who trust one another, engage in conflict around ideas, gain commitment to decisions, and hold one another accountable are more likely to set aside their individual needs and agendas and focus on achieving collective results. They do not give in to the temptations to place their departments, career aspirations, or ego-driven status ahead of the collective results that define team success. Participants will learn to apply the principles they have learned so far to improve their overall performance.
Mastering Conflict: Members of teams who trust one another are not afraid to engage in conflict around ideas that are key to the organization’s success. They do not hesitate to disagree with, challenge, and question each other—all in the spirit of finding the best answers, discovering the truth, and making great decisions. Using The Five Behaviors® model, participants will explore how well they function in this behaviour and learn principles for handling conflict better.
Productive Conflict: This session builds on the previous one. It is designed to increase self-awareness around conflict behaviours and helps participants effectively respond to the uncomfortable and unavoidable challenges of workplace conflict. Rather than focus on a step-by-step process for conflict resolution, this session combines the personalized insights of personality models with the proven science of cognitive-behavioural theory to help participants recognize and transform their destructive habits into more productive responses. The result is improved workplace relationships that drive results.
Deepening Commitment: As Patrick Lencioni says, “If team members don’t weigh in, they won’t buy in.” Teams that engage in conflict around ideas are able to gain commitment to decisions, even when various members of the team initially disagree. That is because when all opinions and ideas are put on the table and considered, team members feel that no stone has been left unturned. This session explores the issue of commitment and provides participants with principles they can deploy right away to help their team perform better.
Building Accountability: Teams that gain commitment to decisions and standards of performance do not hesitate to hold one another accountable for adhering to those decisions and standards. What’s more, they don’t rely on the team leader as the primary source of accountability. This session explores the fundamentals of team accountability and offers guidelines for participants to help them raise the standard on their team.