The third step in the leadership journey, Leaders of Leaders, now focuses on teaching leaders how to manage multiple teams, how to maximize the capacity of their first-line leaders, and what the necessary skills are to become the leaders of the organization. These leaders, are the backbone of the corporation, and they are looked to as the enablers of talent, culture, and results.

Maximizing Your Impact Workshop

Research shows that at least 70% of all managers and leaders in today’s organizations are not meeting the contribution expectations for their role. The Maximizing Your Impact workshop is designed to teach the leaders of leaders in your organization how to maximize their contribution to the organization in their current role.

This workshop takes a unique approach in helping participants understand the key accountabilities for leadership positions. Participants are taught about how they need to shift their approach to their work, how they must change their behavior, and the tools they need to employ to become more successful leaders-of-leaders.

Delivery Options:

Maximizing Your Impact Learning Objectives

    • A working session designed to help participants make a greater impact in the overall leadership approach to leading managers
    • The ability to understand organizational expectations and why they shift over time
    • Learn the key leadership accountabilities that define highly effective leaders of leaders
    • Insights into the behaviors that are part of the key leadership accountabilities that define highly effective leaders

Maximizing Your Impact Outline

Module 1: High Impact Leaders
  1.      1.  Discuss the impact of effective and ineffective leaders
  2.      2.  Agenda/Objectives/Expectations
Module 2: Contribution
  1.      1.  Contribution expectations & the Stages of Impact
  2.      2.  Role differences, requirements, and expectations
  3.      3.  The working manager dilemma
  4.      4.  Leadership Accountabilities overview
Module 3: Deploying Resources
  1.      1.  Managing, dividing, and reallocating resources
  2.      2.  Money, technology, support staff, personal time
  3.      3.  Challenges, obstacles and assumptions
  4.      4.  Strategies for effective deployment
Module 4: Managing Boundaries
  1.      1.  Communicating and aligning strategies
  2.      2.  Changing from a functional to an egalitarian viewpoint
  3.      3.  The silo mindset and silo busting strategies
Module 5: Selecting First-Line Leaders
  1.      1.  Mistakes, Challenges and Assumptions
  2.      2.  Hiring clones and buddies
  3.      3.  Selection based upon performance only
  4.      4.  Selection Strategies
  5.      5.  Building the leadership pipeline
  6.      6.  Promoting internally/Hiring from the outside
Module 6: Developing First-line Leaders
  1.      1.  Obstacles in Making the Transition
  2.      2.  Holding first-line leaders accountable for leadership work
  3.      3.  The value of stretch job assignments
  4.      4.  Dealing with non-performers
Module 7: Fostering a Strategic Mindset
  1.      1.  Creating a culture of innovation and risk taking
  2.      2.  Strategic improvising
  3.      3.  Helping an initiative succeed
  4.      4.  Putting it all together (rapid-fire peer feedback, 100-day action items)

 

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 leaders 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

 

Individual and Team Coaching

There are critical challenges and obstacles in becoming a leader-of-leaders and individuals are not left to fend for themselves. Emerge Leadership Group provides Leadership Coaches for those senior leaders who are working through this development.

Individual and Team Coaching Outcomes

    • Define the keys to becoming an effective mentor
    • Determine methods to successfully convey ideas onto managers and
      their direct reports
    • Establish the ability to improve individual performance and organizational outcomes