In the first step of the leadership journey, Emerge Leadership Group offers newly promoted and first-line leaders the tools necessary to overcome the obstacles within the transition process. Our results-driven programs help improve productivity, enhance employee motivation and retention, and further develop employees’ work habits and future potential.

QuickStart Leadership Workshop

A program specifically designed for newly promoted first-line supervisors and managers (leaders of others) with key topics that include discussions on the changing organizational expectations from “Leading Self” to “Leading Others.” Other topics include valuing contribution and impact and not just performance, understanding transition obstacles, and fully grasping the need to shift one’s approach to their work.

Delivery Options:

QuickStart Learning Objectives

    • Understand the psychological shift that takes place when becoming a leader of others
    • Become familiar with the changing expectations from the Leading Self role to the Leading Others Role
    • Gain and awareness of the 5 key accountabilities of effective first-line leadership
    • Let go of the individual contributor approach and focus on a more strategic approach to the work

The Leadership Transition Workshop

Transitioning into a leadership position can be a daunting task. Responsibilities include managing others, in addition to oneself, to create and maintain a cohesive unit employed to complete business objectives. Many first time leaders find this transition process not only physically taxing but also mentally taxing, stressing over long transition periods as well as costs associated with the process. The Leadership Transition Workshop is a one-day workshop that takes a unique approach in helping participants solve the problems associated with transitioning into leadership roles.

Delivery Options:

The Leadership Transition Learning Objectives

    • How to comprehend leadership responsibilities to make quick, effective transitions into the leadership role
    • Gain a deeper understanding regarding the psychological shift that takes place when becoming a leader of others
    • Develop a personalized Transition Action Plan, utilizing feedback from attendees direct manager to formulate a forward thinking plan of development
    • Understand the 5 key accountabilities of effective leadership
    • Understand the process involved in tracking progress of the transition as well as learning the tools necessary to track progress of their direct reports

The Leadership Transition Outline

Module 1: High Impact Leaders
  1.         1. Discuss the Impact of Effective and Ineffective Leaders
  2.         2. Review the Agenda, Objectives, and Expectations
Module 2: Contribution
  1. 1. Contribution Expectations & the Stages of Impact
  2. 2. Role Differences, Requirements, and Expectations
  3. 3. Building Personal and Team Engagement
  4. 4. Review the Transition Track Assessment™
Module 3: The Transition
  1. 1. What Transitions Are
  2. 2. Letting Go
  3. 3. Transition Obstacles
  4. 4. The Working Manager Dilemma
Module 4: The Work
  1. 1. Changing the Approach to the Work
  2. 2. Utilizing Leadership Opportunities and Assignments
Module 5: Applying the 5 Key Accountabilities
  1. 1. Make Sense of Work
  2. 2. Organize Work
  3. 3. Build Strategic Relationships
  4. 4. Continuous Improvement
  5. 5. Develop Capabilities
Module 6: Conclusion
  1. 1. Building the Transition Action Plan
  2. 2. Rapid-Fire Peer Feedback
  3. 3. 100-Day Actions


Core Leadership Skills Workshops

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:

The Core Leadership Skills Learning Objectives

    • An understanding of the most effective and ineffective approaches to coaching for performance and development
    • Providing the context for individual growth and impact
    • Delegate, instruct, and provide forward-looking growth targets
    • Establish how to create an environment of trust and positive relationships among employees
    • Master effective listening and the ability to provide constructive feedback to employees
    • Discover the steps necessary to successfully develop a team of consistently performing employees

The Core Leadership Skills Outline

Each online training course offers tangible and implementable skills that will impact the strength of the manager and the productivity of the team. Each course runs 1.5 to 2 hours while allowing participants to develop these management skills conveniently and remotely, around busy schedules.


Coaching for Impact Workshop

Leadership coaching is a critical process for driving organizational change. Change is required for organizations to grow and adapt to today’s rapidly shifting marketplace, yet people and organizations are naturally resistant to change. Our one-day Coaching for Impact Workshop provides effective leadership coaching skills targeting new first-line leaders.

Delivery Options:

The 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

The 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

Leadership coaching is a critical process for driving organizational change. Employee development is a must for organizations to successfully grow and compete in today’s marketplace. Emerge Leadership coaches can facilitate productive change in individuals, teams, and systems by enabling new first-line leaders to uncover potential that might otherwise go untapped.

Individual and Team Coaching Outcomes

    • Define the keys to becoming an effective leader
    • Develop methods to successfully convey ideas to co-workers and direct reports
    • Learn how to prioritize tasks to allow time to provide timely feedback to direct reports