Leadership Development

(Self Awareness + Priorities) (Intentional Action) = New Possibilities

Leadership Basics

Who am I as a leader?

Who would benefit?

Emerging leaders that want to learn more about leadership skills and principals.
Business professionals that want to enhance self-awareness and lead more intentionally.
Managers who want greater clarity and awareness of the impact they have on team members.
Organizations that want to impact engagement by aligning meaning and purpose at work in their leadership development programs.

What are the participant outcomes?

Develop a personalized definition of leadership.
Understand leadership characteristics and identify the ones that are core to each individual’s success.
Distinguish between leadership skills and style.
Evaluate one’s default leadership style and common leadership pitfalls.
Identify individual’s core values and the impact it has on one’s leadership brand.
Practice a critical thinking process for leadership decision making.
Develop a personal action plan to enhance personal effectiveness.

What participants are saying

Engaging & interesting training style, variety of exercises to keep the material interesting & effective.

I will be more receptive to the styles and values of those I work with and can better tailor my approach toward them.

I learned a lot more about my values & leadership style & will be able to apply those concepts at work & beyond.

The leadership style and conflict behaviors were really helpful in understanding how our co-workers express themselves. Thank You!

Feel as though I have a path forward to improve my work performance.

Deb was fantastic at engaging the group and she has a dynamic teaching style that will help me relate the topics effectively in my experience here on out.

What participants are saying

“Thoroughly enjoyed this training, even though it was out of my comfort zone. Best training I’ve ever attended!”

“The compilation of all the topics really built on each other – strengths w/MBTI with conflict, leadership and political style – these are huge in how I can be more effective with the tools I already have.”

“The Strength Finder and Emotional Intelligence topics were very enlightening.”

“It was a challenging experience, but was very rewarding.”

“I enjoyed Deb’s leadership and mastery of the topics. The workshop was intense {but} was not drawn out.”

Leadership Lab

Have a bigger impact

Who would benefit?

Emerging leaders
Managers who want to effectively drive results through others
Organizations who value a transformational and collaborative approach to leadership

What are the participant outcomes?

Develop Executive Presence & Find Your Voice
Enhance Communication Skills
Effective Feedback
Improved Emotional Intelligence
Allies and Coalition Building
Ethics & Political Savvy
Presentation Skills
Conflict Competency
Negotiation Skills

The Virtual Leader

Connecting across space and time

Who would benefit?

Leaders with remote teams
Leaders who have teams struggling with communication and misalignment
Leaders who don’t know how to build relationships from a distance

What are the participant outcomes?

Enhanced presence
Deeper listening and connection
Research based tips on being a transformational leader across space and time.

EQi @ Work

Who will benefit?

Individuals and teams who want to learn more about themselves and emotional intelligence.
Organizations who know the significant impact of emotional intelligence on team performance.
Teams who want to build genuine relationships as a means to improve performance.
Anyone who wants to have greater awareness and intention of their emotional impact.

What are the participant outcomes?

Understand emotional intelligence and its impact on self and others.
Identify how to develop and improve emotional effectiveness.
Develop a focus and tactics to improve the climate at work.
Gain awareness of how to build stronger relationships with team members and customers.

Leadership Development Program Features

Leadership Basics:

Virtual Facilitation:

4, modular sessions
90 minutes per session
6-8 participants

In-Person:

one-day session
15-20 participants

Assessments:

Leadership style
assessment & report

We tailor:

The leadership skills or competencies
The leadership development case studies that fit your industry and culture

Our methodology:

Links concepts to personal awareness
Are interactive “learn by doing”
Empower individualized change
Transfer insight into action
Utilize transformational leadership philosophy

Leadership Labs:

Virtual Facilitation:

Modular sessions
90-120 minutes in length
Tailored, as needed
6-8 participants

In-Person:

Dynamic, 120-day cohort
5 day intensive start
2-3 months on a hand-picked leadership team project
5 day intensive finish
15-20 participants

Assessments:

Emotional intelligence
Personality
Talent
Conflict

1-2-1 Coaching:

We deepen self-awareness and integrate leadership concepts with 1-2-1 coaching. Our approach is:

To recommend the number of coaching sessions based on the modules selected and the cadence of the virtual delivery.
The in-person program includes two coaching sessions. The first at the end of week one, and again at the start of week two.

The virtual leader:

Virtual Facilitation:

4-hour session
6-8 participants

Resource Tool:

Virtual do’s and don’ts
Engaging 1-2-1
Engaging the team
Virtual meeting planner

Following the session:

Each group member is observed delivering a virtual team meeting and receives feedback & coaching

EQi @ Work

Virtual Facilitation:

3-hour session
6-8 participants

In-Person:

Half-day
15-20 participants

Assessments:

EQi^2.0self-assessment
EQi^2.0self-assessment & 360^o

Optional - 360^oAssessment

The half-day program is for participants who have completed a self-assessment.

Organizations have the option to add on a 360^oassessment with report that includes a 1-2-1 debrief and coaching session.

Time to leader-up!

Transfer of Learning

In this recorded interview, Deb discusses the challenges of transferring learning back at the job. She offers insight on how leaders and managers can reinforce change initiatives by using a coaching style.