Seminars and Lunch-and-Learns

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Please use our contact form to let us know your interest. We can accommodate participant groups from 2 to 99 online, and we have now resumed in-person training (available in the US and Canada) in venues where it is permitted (subject to COVID-related ordinances and travel restrictions). 

Effective leaders at companies learn how to communicate well, manage their own emotions, motivate people, guide their teams through change, and deal with conflict. They make sure that clients, team-members, and shareholders are all getting what they need. Leaders who develop these interpersonal skills are better equipped to delight their clients, improve employee morale and retention, and create effective teams—all of which improve the company's performance and the bottom line. This presentation will provide an overview of the practical skillset that emerging leaders can choose to develop. These skills can be used for motivating, coaching, and mentoring staff members, building relationships with clients, and creating effective teams. People who choose to develop this skillset early in their careers have a competitive edge as they move up in their organizations. 

Session content:

Foundations of effective leadership

Relationship Awareness Theory and the Motivational Value System

Emotional Intelligence, i.e., "How to keep your head when those around you are losing theirs"

Coaching and mentoring

Strategic planning for your career

A leadership culture creates an environment in which every person can and should be a leader in something at every point in his/her career. People are empowered and inspired to go above and beyond. It requires effective mentoring and communication of a strong vision from the top. 

Session content:

Principles of Leadership Culture

• Every person can and should be a leader in something at every point in his/her career.
• Every person should be learning at every point in his/her career.
• Leadership culture grows out of a culture of mentoring and empowerment.

Benefits of a Leadership Culture 

Developing a Leadership Culture

• Assessing current status
• Developing a vision 
• Implementing changes that “stick”

People are always watching their leaders. They take their cues from what they see, so leaders should ask themselves: “What am I showing them?” 

This course will help leaders be the best role models for their people as they actively live their integrity. Being in charge means that integrity comes down to the leader’s attitude and expectations. Join us and enhance your skills in this critical foundation of leadership! 

Session content:

People always watching (you are always the leader)

No whining/complaining

Have a vision for everything

Give people your expectations

• Performance
• How prefer to interact
• Don't reward extra effort with extra work
• Be both positive and authentic at same time
•  Don't allow underperformers to drag others down

Your integrity builds trust in others

People will follow those who demonstrate integrity

• they see if you don't follow through
• accountability means it might not be your fault but it is still your problem

We always have choices

• open attitude or condescending/arrogant
• follow through on commitments or let them slide
• build your people up or undermine confidence
• play favorites or be fair
• dehire or let nonperformers slide and allow problems to fester

Applying this to the real world

• next steps 
• growing integrity in our staff

A great mentoring relationship can be a game-changer. When mentoring programs are done right, they improve morale, confidence, retention, and help to reveal and grow the next generation of company leaders. Too often, though, mandatory mentoring programs in which people are assigned a mentor fizzle out as ineffective. 

This program will discuss the steps that companies can take to create mentoring programs that get results. 

Session content:

Characteristics of effective mentoring programs

Recruiting and training prospective mentors

Assigning mentors and mentees: strategies that work

What gets measured gets done: mentoring assessments

Rewards and incentives 

Developing structures that continue the success of good mentoring programs

How can we mentor and grow our people while we are practicing “social distancing?” Can we use this time apart to build stronger professional relationships with our people? 

This session will introduce strategies for building and enhancing connections, identifying areas for targeted improvement, and bringing out the best in people while they are going through some of the worst uncertainty of their professional lives. 

Session content:  

Methods of growing people

Delegating

• Empowering
• Coaching
• Mentoring
• Which to use in different contexts

My personal mentoring style

• What I prefer to do
• Where it works
• What else I can do when my style is not a good fit
• Adapting to an online format

Targeting areas for growth and improvement to bring out the best in each person

• Assessment tools

Mentoring programs that work online

• Modifying an existing program
• Developing a program for onboarding new hires while social distancing
• Additional applications

Group dynamics can create roadblocks to effective collaboration, and “social distancing” can make it even harder to get everyone moving in the same direction and collaborating well with other team-members. 

Team-leaders need to know what makes a team function well, how to address issues before they snowball… and these days, leaders need to know how to bring people together to get things done using text, email, phone, and Zoom. 

Session content:

• What makes a functional team?
• What causes dysfunction?
• Identifying issues, problems, and areas for improvement on your team
• Working to build unit cohesion while social distancing: Methods and strategies

Teaching leaders emotional intelligence as a practical skillset creates tangible benefits to companies. Leaders with emotional intelligence are more effective at communication, leading change, client relations, team-building, and conflict resolution. Their employees are highly motivated, self-directed, and more productive. Retention of the best and brightest people in the industry will give their companies a competitive edge in the marketplace and a more robust bottom-line.

Session content:

“Born leaders” vs. “Grown leaders”

Keys to effective leadership

Motivational drives

• How to spot what motivates others
• How to reach people at a motivational level

Practical definition of emotional intelligence 

Giving feedback that makes a difference

• Negative feedback
• Positive feedback

Growing confidence to move people into action

Many Baby Boomers and Gen-Xers describe having issues understanding, communicating with, and motivating their Millennial and “Gen-Z” employees. This course will teach effective strategies that established professionals can use to “bridge the gap” between cohorts to create an effective and fulfilling work environment for members of all generations. 

Session content:

Generational cohort differences

• Perspectives
• Expectations
• Communications
• Motivations and Goals

How to communicate effectively across generations

• Strategies 
• Methods and Mediums

If you don't see the program you need here, please ask for it through our contact form. We have facilitators from a variety of professional backgrounds and with expertise from academia, business, law, non-profits, psychology, and as clergy, entrepreneurs, and authors--so please ask!