First-Line Leaders

• 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

• 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

Module 1: High Impact Leaders

1. Discuss the Impact of Effective and Ineffective Leaders
2. Review the Agenda, Objectives, and Expectations

Module 2: Contribution

1. Contribution Expectations & the Stages of Impact
2. Role Differences, Requirements, and Expectations
3. Building Personal and Team Engagement
4. Review the Transition Track Assessment™

Module 3: The Transition

1. What Transitions Are
2. Letting Go
3. Transition Obstacles
4. The Working Manager Dilemma

Module 4: The Work

1. Changing the Approach to the Work
2. Utilizing Leadership Opportunities and Assignments

Module 5: Applying the 5 Key Accountabilities

1. Make Sense of Work
2. Organize Work
3. Build Strategic Relationships
4. Continuous Improvement
5. Develop Capabilities

Module 6: Conclusion

1. Building the Transition Action Plan
2. Rapid-Fire Peer Feedback
3. 100-Day Actions

• 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

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.

•       Essential Skills Leadership
•       Essential Skills of Communicating
•       Coaching Job Skills
•       Communicating Up
•       Delegating
•       Developing Performance Goals and Standards
•       Effective Discipline
•       Improving Work Habits
•       Managing Complaints
•       Providing Performance Feedback
•       Resolving Conflicts
•       Supporting Change

• 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

Module 1: Introduction and Overview

1. Importance of Coaching?

a. Boost employee performance, productivity, and impact
b. Leadership growth and development
c. Address workplace problems
d. Drive employee engagement

2. What Coaching Is and What Coaching Is Not
3. Reflecting on Past Coaches
4. Coaching for Impact Framework
5. Results of Coaching Self- Assessment

Module 2: Coaching Foundations

1. Establish a Climate for Learning and Trust

a. Why Trust is so Foundational to Coaching
b. Trust Builders and Breakers

2. Provide a Context for Growth and Contribution

a. The Stages of Impact Model

i. Key Leadership Accountabilities for Each Stage
ii. Stages of Impact Assessment
iii. Leaders: Born or Developed?

b. Increasing leadership effectiveness:

i. Awareness and Willingness
ii. Letting Go and Focusing on Appropriate Leadership Behaviors
iii. Overcoming Obstacles to Meeting Expectations
iv. Sustaining the Change in Expected Behavior

Module 3: The Power of Asking Questions

1. Ask vs. Tell

a. Consider the Benefits and Drawbacks of Asking vs. Telling
b. Types of Questions (Open, Closed, Factual, Probing, Leading)
c. Designing Open-Ended Questions

2. Review the Three Levels of Listening

a. Listening for Verbal and Nonverbal Communication

Module 4: Situational Coaching

1. Promote Discovery and Independence

a. Coaching Styles: Directive vs. Supportive
b. Commitment vs. Compliance
c. When to Use Each Style

Module 5: Structuring Coaching Conversations

1. ARISE Coaching Process

a. Review ARISE Process and Questions
b. Complete Coach Preparation Guide
c. ARISE Coaching Process Skill Practice
d. Debrief and Discuss What You Learned

Module 6: Delegation and Feedback

1. Delegate, Instruct, and Provide Feedback

a. Reasons Leaders Don’t Delegate
b. The Importance of Stretch, Challenging Job Assignments
c. Types of Assignments by Stage of Impact
d. Six Delegation Checkpoints
e. Delegation Preparation Guide
f. Holding a Delegation Conversation
g. Evaluating Feedback and Elements of Effective Feedback
h. Providing Feedback for Performance and Impact

Module 7: Peer Feedback, Action Planning and Closing

1. Forward – Looking Feedback

a. Feed Forward Exercise

i. Record High Impact 100-Day Actions
ii. Review and Summarize Expected Outcomes and Next Steps

2. Feedback and Course Evaluation

• 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

• 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

Each online training course runs 1.5 to 2 hours.

•         Developing and Coaching Others
•         Motivating Team Members

• 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.”

Module 1: The Role of the Manager

1. Leadership Role Expectations
2. The Stage 3 Role
3. Leadership Opportunities
4. Engaging Your Team
5. A Matter of Approach
6. My Leadership Z.O.N.E.

Module 2: The Leadership Approach

1. The Life of a Group Leader: Case Study
2. Stage 3 Defined
3. My “Letting Go” and “Developing” Plan

Module 3: Delegation

1. Role Appropriate Activities
2. Delegation Criteria
3. Key Delegation Skills
4. My Z.O.N.E. Delegation Plan

Module 4:  Building Strategic Relationships

1. Evaluating Your Existing Network
2. Tactical and Strategic Relationships
3. Strategically Building Your Network
4. My Strategic Relationship Plan

Module 5:  Coaching and Development

1. Strategic Coaching
2. The Emerge Coaching Model
3. Key Coaching Skills
4. The Value of Ongoing Coaching Discussions
5. ZONE Coaching Practice
6. My Coaching Plan

Module 6:  Z.O.N.E. Team Coaching

1. Stage Expectation Review
2. Understanding Stages 3 Expectations
3. Keeping Teams “In the Z.O.N.E.”
4. Putting it Together: My Leadership Plan