In the next step of the journey, Emerge Leadership Group offers seasoned first-line leaders the skills they need to acquire before becoming a leader of leaders. These workshops focus more on the process of how one goes about developing and motivating others, as well as the approaches to ensure direct reports are engaged.

Advanced Skills Workshops

Emerge Leadership Group offers advanced skills-based courses for experienced first-line leaders. Participants will further develop management tactics specifically geared towards developing and motivating others. Each course offers tangible and implementable skills that will impact the strength of the leader and the productivity of the team.

Delivery Options:

Advanced Skills Learning Objectives

  • Establish tools and tactics that can be used to motivate cohorts
  • Understand the process involved with coaching other individuals
  • Shift priorities from learning skills to develop self, to skills to develop others

Advanced Skills Outline

Each online training course runs 1.5 to 2 hours.

 

Zone for Leaders Workshop

There is a strong correlation between high levels of employee engagement and improved individual, group and corporate performance. Performance improvements can materialize in areas such as retention, productivity, customer service and loyalty.

This workshop takes a unique approach to employee engagement and contribution by helping leaders understand how to create a high performing and engaging environment for their direct reports. The ZONE for Leaders™ Workshop includes a benchmark ZONE Assessment™ feedback process, development of a ZONE for Leaders Action Plan™ and follow-up actions to create accountability and measure progress.

Delivery Options:

Zone for Leaders Learning Objectives

  • Help leaders to understand the key components of Engaged Experiences
  • Understand the impact of having engaged employees at work
  • Learn components of the Z.O.N.E. Model of Engagement™
  • Developing Key Leadership and Engagement Skills
  • Develop a Personal Action Plan grow, develop and keep your team “In the Z.O.N.E.”

Zone for Leaders Outline

Module 1: The Role of the Manager
  1.       1. Leadership Role Expectations
  2.       2. The Stage 3 Role
  3.       3. Leadership Opportunities
  4.       4. Engaging Your Team
  5.       5. A Matter of Approach
  6.       6. My Leadership Z.O.N.E.
Module 2: The Leadership Approach
  1.       1. The Life of a Group Leader: Case Study
  2.       2. Stage 3 Defined
  3.       3. My “Letting Go” and “Developing” Plan
Module 3: Delegation
  1.       1. Role Appropriate Activities
  2.       2. Delegation Criteria
  3.       3. Key Delegation Skills
  4.       4. My Z.O.N.E. Delegation Plan
Module 4:  Building Strategic Relationships
  1.       1. Evaluating Your Existing Network
  2.       2. Tactical and Strategic Relationships
  3.       3. Strategically Building Your Network
  4.       4. My Strategic Relationship Plan
Module 5:  Coaching and Development
  1.       1. Strategic Coaching
  2.       2. The Emerge Coaching Model
  3.       3. Key Coaching Skills
  4.       4. The Value of Ongoing Coaching Discussions
  5.       5. ZONE Coaching Practice
  6.       6. My Coaching Plan
Module 6:  Z.O.N.E. Team Coaching
  1.       1. Stage Expectation Review
  2.       2. Understanding Stages 3 Expectations
  3.       3. Keeping Teams “In the Z.O.N.E.”
  4.       4. Putting it Together: My Leadership Plan

 

Coaching for Impact Workshop

High performing employees don’t always translate into all-star first-line leaders. Learning how to lead a team can be a difficult task, especially if a leader does not posses core leadership skills. Emerge Leadership Group offers targeted workshops to help organizations improve the relationships between management and their team members. Our results-driven programs help improve productivity, enhance employee motivation and retention, and develop employees’ work habits and potential.

Delivery Options:

Coaching for Impact Learning Objectives

  • Establish skills to build a climate for learning and trust within a team
  • Comprehend practices in providing direct reports with context for outlining individual growth and impact
  • An understanding of the most effective and ineffective approaches to coaching for performance and development
  • Skills for establishing a climate for learning and trust
  • Promote discovery and independence
  • Delegate, instruct, and provide forward-looking feedback

Coaching for Impact Outline

Module 1: Introduction and Overview
  1.        1.  Importance of Coaching?
  2.                   a.  Boost employee performance, productivity, and impact
  3.                   b.  Leadership growth and development
  4.                   c.  Address workplace problems
  5.                   d.  Drive employee engagement
  6.        2.  What Coaching Is and What Coaching Is Not
  7.        3.  Reflecting on Past Coaches
  8.        4.  Coaching for Impact Framework
  9.        5.  Results of Coaching Self- Assessment
 Module 2: Coaching Foundations
  1.       1.  Establish a Climate for Learning and Trust
  2.                    a.  Why Trust is so Foundational to Coaching
  3.                    b.  Trust Builders and Breakers
  4.       2.  Provide a Context for Growth and Contribution
  5.                    a.  The Stages of Impact Model
  6.                             i.  Key Leadership Accountabilities for Each Stage
  7.                            ii.  Stages of Impact Assessment
  8.                           iii.  Leaders: Born or Developed?
  9.                    b.  Increasing leadership effectiveness:
  10.                             i.  Awareness and Willingness
  11.                            ii.  Letting Go and Focusing on Appropriate Leadership Behaviors
  12.                           iii.  Overcoming Obstacles to Meeting Expectations
  13.                           iv.  Sustaining the Change in Expected Behavior
Module 3: The Power of Asking Questions
  1.        1.  Ask vs. Tell
  2.                    a.  Consider the Benefits and Drawbacks of Asking vs. Telling
  3.                    b.  Types of Questions (Open, Closed, Factual, Probing, Leading)
  4.                    c.  Designing Open-Ended Questions
  5.        2.  Review the Three Levels of Listening
  6.                    a.  Listening for Verbal and Nonverbal Communication
 Module 4: Situational Coaching
  1.          1.  Promote Discovery and Independence
  2.                  a.  Coaching Styles: Directive vs. Supportive
  3.                  b.  Commitment vs. Compliance
  4.                  c.  When to Use Each Style
 Module 5: Structuring Coaching Conversations
  1.         1.  ARISE Coaching Process
  2.                  a.  Review ARISE Process and Questions
  3.                  b.  Complete Coach Preparation Guide
  4.                  c.  ARISE Coaching Process Skill Practice
  5.                  d.  Debrief and Discuss What You Learned
 Module 6: Delegation and Feedback
  1.         1.  Delegate, Instruct, and Provide Feedback
  2.                  a.  Reasons Leaders Don’t Delegate
  3.                  b.  The Importance of Stretch, Challenging Job Assignments
  4.                  c.  Types of Assignments by Stage of Impact
  5.                  d.  Six Delegation Checkpoints
  6.                  e.  Delegation Preparation Guide
  7.                  f.  Holding a Delegation Conversation
  8.                  g.  Evaluating Feedback and Elements of Effective Feedback
  9.                  h.  Providing Feedback for Performance and Impact
Module 7: Peer Feedback, Action Planning and Closing
  1.          1.  Forward – Looking Feedback
  2.                   a.  Feed Forward Exercise
  3.                              i.  Record High Impact 100-Day Actions
  4.                             ii.  Review and Summarize Expected Outcomes and Next Steps
  5.          2.  Feedback and Course Evaluation