Leadership development programs to build high-performing teams and drive exponential growth

Psychological Safety & Emotional Attractiveness

Psychological Safety is the No. 1 predictor of team success and is the primary requirement for high performance and innovation.

You’ll learn how to:

• How to recognize and support team members experiencing T/trauma
• Simple ways to monitor and measure your team’s Psychological Saftey
• How to increase and improve your team’s Psychological Safety, even if you’ve scored low
• Gather important information that impedes performance and productivity
• Experiment with ‘emotional attractiveness’ and how you show up as a leader is key

Compassion, Emotional Fluency & Burnout

When team members bring you problems, complaints or challenges, they really want compassion. Emotional acumen is the ability to respond quickly to the 4 emotions that can impede team performance.

• Prioritize compassion when leading
  
• Recognize and address the 4 emotions that impede team performance
  
• Monitor and reduce team burnout

Building, Maintaining & Repairing Trust

Trust is critical for speed, effectiveness, and financial performance. This skill is even more important today because 82% of of employees don’t trust their managers to tell the truth.

Participants rave about this workshop over and over again – finding it powerful, productive and part of the toolkit they can use in both at work and in their lives. We’ll:

• Define and breakdown what “trust” really means
• Understand the macro and meta cost of low trust cultures
• Examine and explore how to use the 8 Dimensions of Trust (and why this is critical to you and your team’s success)
• Explore the Team Trust Index – this tool will help you gauge where your team is now so you’ll know exactly what dimension of trust needs to be addressed
• Learn to identify and solve trust issues quickly

Cultivating & Maintaining Alignment

97% of executives and employees believe a lack of alignment can negatively impact a project or outcome.

This skill is even more critical with remote work today, yet 47% of leaders have no clear understanding of what building alignment means

In this training we break down and dig into:

• What alignment actually IS – so many leaders believe they’ve achieved alignment when they’ve barely achieved agreement
• The difference between agreement and alignment (this is critical for reducing rework, expediting projects and increasing reliability)
• The impact of misalignment
• The importance of re-aligning frequently
• The Cycle of Alignment
• How you can diagnose and resolve alignment issues

NeuroEfficiencies, Attention Spans & Information Needs

There are four main ways of processing information in the brain. When you know how to provide the right information to each of the four brain types, you can dramatically speed up your team’s ability to be productive.

When Cellares President Omar Kurdi attended this module, he said, “This is the most important information every manager and leader should learn!” 

And we tend to agree – it will make your life a lot easier when you start tailoring your communication to people’s attention spans and information needs.

This workshop will arm you with:

• A way to understand ‘the brains’ around you (Aka: Individual Neuroefficiencies) so you can tailor your communication to help get people into action and make decisions and progress faster!
  
• An understanding of your own Neuroefficiencies, thinking styles, triggers and information needs
  
• How to leverage attention spans when presenting or communicating to groups

Feedforward, Performance Conversations & Development

Most leaders avoid these conversations – and for good reason — because these converstions create the most damage between managers and employees.

But avoidance is allowing under-performers to continue to struggle and robs your other employees of the opportunity to learn, grow and own their responsibilities fully.

You’ll learn how to:

• Convert your reaction to employees’ work from feedback to feedFORWARD
  
• Conduct performance conversations
• Co-create inspiring development plans

Defining Problems & Prioritizing Problems to Solve

Every role in every organization was hired to solve problems. It’s more critical than ever to use a method for identifying the root cause of problems and defining problems properly so your team can actually do what you hired them to do.

• Utilize the Problem Definition process to identify the root cause of problems
• Prioritize which problems are worth solving

Humble Leadership & Sharing Leadership

Staying humble leads to higher performance, lower turnover, reduces absenteeism, higher quality work, and stronger teamwork. Humble leaders identify and share more leadership opportunities with their teams.

In this week’s discussion and coaching session you’ll:

• Experiment with humility in leadership
• Delegate leadership opportunities to your team members
• Create more time for strategic thinking and planning
• Determine when to Step Up, Step Back, & Step Aside

Final cohort discussion and group coaching time.

You’ll have an opportunity to get any questions answered and leave with clear next steps for you and your team.

We’ll close with a celebration – adult beverages, pets and costumes encouraged.