POTENTIAL PLUS+   The GREAT LEADER   Series   A Strategic, long-term leadership development process   If you intend to develop leaders, don’t plan an event!    Commit yourselves to implementing a STRATEGIC PROCESS that results in real skill development and real, sustained behavior change.  Our Leadership Development Process will help you achieve these results:   Transform high control managers into true leaders   Strengthen your culture by helping leaders build strong relationships and high trust with employees   Learn how to motivate and engage today's workers.  How we do that is totally different than it has been in past!   Allow people to own responsibility and they will choose to be accountable for results   Build the competency of time/priority management to heighten execution   Build leader's awareness of their impact and enhance their people skills Gain competency in emotional intelligence, maintaining a positive attitude, maintaining high energy, and remaining powerfully optimistic Become a skillful, motivational coach   Master the competency of hiring high achievers and teach leaders to give them the environment they need to thrive!                                                                                                                                                                                                                                BUILD THE LEADERSHIP SKILLS YOU AND YOUR COMPANY NEEDS TO SUCCEED IN THE 21ST CENTURY!

THE GREAT LEADER LEADERSHIP DEVELOPMENT PROCESS   HOW GREAT LEADERS BUILD TRUST This is the ONE THING that leaders have to have to LEAD!  We'll study foundational truths about building high-trust organizations and becoming leaders who know how to achieve high-trust relationships    TRUST AT THE ORGANIZATIONAL LEVEL     Are you in a leadership position and still thinking like a technician or a manager"  The mindset of a great leader--the leader, manager, technician model.  The work environment that a great leader creates--The TRUST VS. AUTHORITY model  Great stories of companies who have done it right!  The type of performers that great leaders produce.  Who do you need to succeed?  Do you want self-directed or other-directed people?  The secret to how to get them!  Understanding the benefits of organizational trust--THE SPEED OF TRUST  TRUST AT THE RELATIONSHIP LEVEL  Some imperatives on building trust The "Vital Few" behaviors that build trust  How "met needs" build trust  Valuing people--do you see people at "it" or "thou"?  The skill of validation  How sharing power and collaborating builds trust.  The power of committing to win/win in building trust.  The traps of over-responsibility and how it creates under-responsibility in people and in organizations. The communication that builds trust--win/win dialogue to solve problems and achieve goals, transparency, going "deep" in communication  Setting goals to build organizational and relational trust

HOW GREAT LEADERS MANAGE TIME AND PRIORITIES  The most difficult shift when someone becomes a leader is how they manage their time and priorities.  Many don't learn a new skill set, but just rely on what they used before to accomplish results as an individual performer.  This course helps leaders know how to plan, prioritize, execute, and get others to do the same.   How does time/priority management differ for leaders, managers, and technicians? How do we make execution a part of the organization's culture? Focus, energy, and four managerial behaviors--which describes you? Do you engage in purposeful action or activity? What is your time management level of mastery? (complete the online Time Mastery Profile) Key concepts:  Efficiency vs. Effectiveness, master and slave, the clock and the compass Techniques to maintain high energy, new paradigms about work patterns of high energy leaders  Techniques to manage focus--setting goals collaboratively and getting true power from goals  Techniques to help you and your employees prioritize and schedule  Techniques to achieve more: Delegating effectively, figuring out what to delegate, creating a delegation game plan  Techniques for minimizing time wasters: interruptions, email, voicemail, etc.  Techniques for achieving balance in life: setting boundaries, margin, balanced goals

HOW GREAT LEADERS MOTIVATE AND ENGAGE EMPLOYEES   It's a brand new ballgame!  Today's employees are different!  Expectations are different!  How do you keep educated and ambitious knowledge workers engaged, motivated and performing at their peak?  The answers are very different that they were in the past!  THE POWER OF ENGAGEMENT What the employment picture looks like in the next few years.  Why we'll have to "compete hard" for talent! What will the workplace require of us and what will the workers look like? Gallup research on the level of employee engagement in  U.S. businesses today New maps for employee motivation:  compliance to partnership, extrinsic to intrinsic motivation, authority to trust-based organizations Establishing the goal of responsibility and self-management for each employee NEW WAYS TO MOTIVATE Keys to moving from task-centered to purpose-driven work Four building block of intrinsic motivation:  sense of choice, sense of competence, sense of meaningfulness, sense of progress The leader's role in each of these categories, ideas for implenting them effectively Interesting motivational challenges--keeping four generation groups happy and satisfied in one workplace! Creating individual motivational game plans for the people we lead

HOW GREAT LEADERS MANAGE THEIR EMOTIONS, ENERGY, ATTITUDES, AND LEVEL OF OPTIMISM The real currency of a great leader are things they often don't study or work proactively on at all.  But their emotional state, their energy, their ability to remain calm and positive, their ability to think optimistically and communicate passion are the most contagious and most watched quality of all!   EMOTIONAL INTELLIGENCE--A HALLMARK OF A GREAT LEADER What is emotional intelligence?  What are the components of an emotionally intelligent person? Can emotional intelligence be developed?  What steps can a leader take to become more emotionally intelligent? Where do emotions  come from?  What is the difference between thinking emotionally and thinking logically? How does a leader create resonance throught positive emotions and avoid dissonance created by negative emotions? How can a leader maintain high energy and energize others? THE SECRETS OF ATTITUDE MANAGEMENT AND LEARNED OPTIMISM What are the secrets of maintaining a positive attitude?  Mastering attitude management techniques, new perspectives on managing anger New research on the importance of optimism and its impact on performance How to determine if one has optimistic or pessimistic tendencies Using our knowledge of internal dialogue to understand our explanatory style:  The pessimist's explanatory style, the optimist's explanatory style Learning to change how we process internally to change our style to fit our situation

HOW GREAT LEADERS THINK AND ACT STRATEGICALLY  One of the leaders most important roles is to lead people into a successful future.  To do that, a leader first has to envision the future.  She or he has to think strategically, know that s/he is heading in the right direction, and formulate and communicate a positive vision that people will want to follow.  THINKING STRATEGICALLY--WHAT IS IT?  WHY DO WE NEED IT? Leaders, managers, and technicians--how do they think and act differently? Strategy vs. tactics: its important to know the difference Learning to think globally, learning to think in behalf of the organization, learning to think systemically, learning to think on a longer term horizon Becoming a trend watcher: using the skill of environmental scanning and anticipation Identifying what will help us compete for business and compete for talent THINKING STRATEGICALLY--HOW DO WE DO IT? How to clear "brain space," how to carve out time for thinking strategically Learning to see with "new eyes"--paradigm shifts Learning new ways to think:  lateral thinking, systemic thinking, thinking like an owner Learning to really listen, create open dialogue, use blogs and many sources of informtion, challenge the status quo with strategic questions, synthesize Learn to visualize the future using the skill of anticipation, scenarios, forecasts, wildcards Act strategically on your thinking: synthesize, make strategic decisions, take initiative create an inspiring vision, set strategic goals Learn to think strategically about your career and your life!

HOW GREAT LEADERS MANAGE CHANGE AND INFLUENCE BEHAVIOR Change is happening at breakneck speed these days!  A leader has to know how to lead change initiatives and influence people to "get on board" and make real changes in how they're doing things!  This session will provide invaluable tools and will change forever what you do to influence people! UNDERSTANDING CHANGE The impact of change on productivity:  Two pre-conditions to change What changes to status quo--analyzing the "forces in the field" Incremental vs. transformational change:  which do we need?  Stages of incremental change The four phases of the change process: the leader's role in each phase, and the employee's role in each phase Understanding and dealing with resistance to change The ADKAR model of change: the five bases that must be covered for successful change to happen INFLUENCING AUTHENTIC BEHAVIOR CHANGE Managing the people side of the change process Powerful, leading edge principles of influence How to identify "vital behaviors" that you must see in successful change Why you can't talk people into  changing--a different way to change people's minds Specific TOOLS to change people:   creating experiences, creating vicarious experiences, creating powerful stories, allowing choice, creating a culture of social support, changing the physical environment, changing your culture Creating change game plans using the course information

HOW GREAT LEADERS COACH FOR HIGH PERFORMANCE AND GET RESULTS   Every leader is responsible for working through people to get great results!  How they differentiate themselves in achieving high performance is the focus of this course.  Knowing how to coach employees effectively and consistently, giving powerful feedback, and really making performance improvements is key to a leader's greatness. FUNDAMENTALS OF HIGH PERFORMANCE COACHING Why coaching is essential to achieving high performance A new paradigm around who to coach-the 80/20 rule A new paradigm of when to coach/your goals in coaching The role of practice in high performance TOOLS OF HIGH PERFORMANCE COACHING Establishing the climate--safety, asking permission The power of asking questions--the EQ Gap analysis Giving feedback model/receiving feedback model "More or less" coaching Crucial conversations: surfacing your concerns effectively without alienating Generating collaborative goals that have power Asking the committing questions--generating commitment Putting it all together:  The "COACHING EDGE" MODEL AND THE "COACHING EDGE GAME PLAN

HOW GREAT LEADERS HIRE EMOTIONALLY INTELLIGENT, HIGH ACHIEVERS  Despite all the news about recession, we are coming up on a labor shortage of enormous proportions!  Already, employers are having a hard time finding the skilled employees they need.  Come to this class and learn how to hire the people who are most likely to succeed in today's workplace.  Know what emotinal intelligence competencies to look for.  Learn how to find evidence of the very skills required in the job you're filling. UPGRADE YOUR HIRING SYSTEM A statistical look at the upcoming labor crisis Establishing your hiring philosophy and approach (warm body hiring vs. strategic hiring) Crafting a winning employee value proposition (how to sell your company with power) Identify the competencies you need in open positions: knowledge, behaviors, motivation How to establish the right behavioral competencies needed for success on the job: identifying the competencies of emotional intelligence and high achievers Getting everyone who interview on the same page with a great interview game plan IMPROVE YOUR INTERVIEW PROCESS How to make each interview memorable The basic premise of behavioral interviewing--why it is better than traditional interview questions How to create behavioral questions to find evidence of needed competencies: how to ask follow-up questions to get the information you need How to ask questions to assess emotional intelligence and high achiever questions How to ask questions to determine motivational fit How to build rapport with candidates, opening the interview guidelines Taking notes effectively and using them to make fact-based, objective hiring decisions

WHERE REAL CHANGE HAPPENS Change equals EFFORT OVER TIME   The GREAT LEADER series can be CUSTOMIZED to meet your culture building and leadership objectives.  This growth process typically provides a leadership development initiative over 12--18 months, depending on your need and the courses you choose. Managers are given assignments to carry out with employees between sessions, to practice skills, enhance relationships, strengthen trust, and provide opportunities to create positive change. Additional personalized coaching can be built into this process.  This is what really creates dramatic culture change.  With this approach, learning, application, and REAL CHANGE at the personal level and REAL ORGANIZATIONAL CHANGE is realized! This strategic approach can provide a workable methodology for transforming your managers into true leaders, and can be the basis of a leadership certificate program for your organization.