Leadership and accountability

Building Accountable Leaders for Lasting Impact

For leaders to connect with their team and inspire results, they must be accountable to colleagues and workplace alike. We provide the means for leaders seeking to establish best practices through coaching, consulting, and training.

Click any program below to expand and learn more.

Personify Leadership® Training

This highly interactive two‐day training program provides comprehensive leadership skills development. The eight‐core body‐focused leadership competencies are taught through a variety of learning methods including classroom lessons, video examples and experiential activities – making the skills easy to apply and retain.

The Learning Objectives for Each Competency:

The Heart of a Leader – Be a leader whose intention is to look out for the best interest of others
The Mind of a Leader – Be a leader who is emotionally resilient
The Ears of a Leader – Be a leader who takes time to truly listen to others
The Voice of a Leader – Be a leader who communicates a message that resonates with those who receive it
The Hands of a Leader – Be a leader who provides direction and support
The Feet of a Leader – Be a leader who walks the talk
The Spine of a Leader – Be a leader who is courageous in tough times
The Eyes of a Leader – Be a leader who has a vision for the future

Everything DiSC Work of Leaders® by Wiley

Everything DiSC Work of Leaders® is a classroom (traditional or virtual) training and personalized learning experience that connects unique leadership styles to real‐world demands. This application brings together best practices from 300 experts in over 150 organizations, the important work of prominent scholars, and over four years of additional research and development to provide participants with an actionable path toward more effective leadership. With one unified model of leadership—Vision, Alignment, and Execution—it helps leaders understand their own leadership styles and how their tendencies influence their effectiveness in specific leadership situations.

Everything DiSC Work of Leaders focuses on:

Craft a Vision through exploration, boldness, and testing assumptions
Build Alignment through clarity, dialog, and inspiration
Champion Execution through momentum, structure, and feedback
A simple, compelling model of leadership
Personalized insights to leverage
strengths and overcome challenges
A clear path for improvement

Everything DiSC® Management Training

This one‐day course is a classroom (traditional or virtual) training and personalized learning experience proven to increase the effectiveness of anyone in a management role.

Participants deepen their understanding of themselves, their direct reports, and their own managers using the DiSC® model while learning how their management style influences their approach to decision‐making, time management, and problem solving. Participants walk away with concrete strategies to help them adapt to the styles of their direct reports, enabling them to bring out the best in their people.

Topics Include:

iLoveFeedback®

Learn a simple, easy to use, a five‐step process that will:

Definition of Feedback: Information that is shared with another person to improve or sustain desired results or relationships.

Five Steps:

Find your Zone. First, it is all about you until you are ready.
Get Smart. Get Smart helps you with perspective.
Create the Message. Create the Message. The words you use can make a difference so selecting the appropriate words is critical.
Deliver the Feedback. Deliver the Feedback teaches three skills to use to reduce defensiveness and open receptiveness of the other person.
Encourage, Energize, and End Well. True and effective feedback is not a “hit and run” activity.

The 5 Best Practice Steps are just that, Practice steps. The more you use them, the easier it is to apply them.

The iLoveFeedback© course ends with a 21‐day challenge, on how to use feedback every day.

Critical Thinking and Decision Making

Critical thinking is the art of analyzing and evaluating thinking with a view to improving it. Critical Thinking is the process of evaluating the truthfulness and value of information and opinions in a systematic, purposeful, and efficient manner. Decision-making is a reasoning process based on assumptions of values, preferences, and beliefs of the decision-maker. The decision-making process produces a final choice among alternatives that may or may not cause action.

Topics Include:

Understanding the five conversational blind spots
Establishing a common understanding of what critical thinking is
Providing a four-step process for using critical thinking on the job
Recognizing and avoiding common critical thinking mistakes
How do we decide how we (leaders) make decisions?

Applying the 7-step decision-making process

Clarify & Define the Problem
Establish realistic goals
Brainstorm Potential Solutions
Evaluate and Compare the Solutions
Decide on feasible & appropriate solutions
Implement the solution
Evaluate the Outcome

Critical Thinking and Problem Solving

Critical thinking is the art of analyzing and evaluating thinking with a view to improving it. Critical Thinking is the process of evaluating the truthfulness and value of information and opinions in a systematic, purposeful, and efficient manner. Problem-solving is the process of finding solutions to problems encountered in life. While there are various models of problem-solving, we use the 7-step model. The combination of critical thinking and problem-solving brings together a process for solving problems with the process of questioning and evaluating your thinking about the problem(s) and potential solution(s).

Topics included in this one-day session:

Understanding the five conversational blind spots
Establishing a common understanding of what critical thinking is
Identifying the foundational attitude and skills of critical thinking
Providing a four-step process for using critical thinking on the job
Recognizing and avoiding common critical thinking mistakes
Mastering the 7-Step Problem-Solving Model

7-Step Problem Solving Model

Identify the problem
Analyze the problem
Describe the problem and why we care about it
Look for root causes of the problem
Develop solutions and recommendations
Implement the solution(s)
Measure the results

Conflict Resolution

Wherever two or more people come together, there is the possibility of conflict. This course will give participants a six-step process that they can use to modify and resolve conflicts of any size. Participants will also learn crucial conflict resolution skills, including dealing with anger and using the Agreement Frame.

Workshop Objectives

Research has consistently demonstrated that when clear goals are associated with learning, it occurs more easily and rapidly. The goals for this session are:.

At the end of this workshop, participants should:

Understand what conflict and conflict resolution mean
Understand all six phases of the conflict resolution process
Understand the five main styles of conflict resolution
Be able to adapt the process for all types of conflicts
Be able to break out parts of the process and use those tools to prevent conflict
Be able to use basic communication tools, such as the agreement frame and open questions
Be able to use basic anger and stress management techniques

Creating a culture of accountability in the workplace

Accountability helps to ensure that every employee will take responsibility for their performance and behaviors and continue to manage this responsibility. When we implement goals and communicate with one another, we can achieve powerful results. Building an accountable workplace requires strong teamwork and collaboration. Every team member must have a strong understanding of the values of the company and recognize the importance of their dedication, in order to attain success.

This course will provide you with informative tools and practical strategies that can be used to help empower the team to work towards achieving the benefits of accountability. Accountable employees will fuel performance and productivity and generate an enhanced workplace.

Workshop Objectives:

Define accountability and personal accountability
Differentiate between ownership and accountability
Use feedback as a tool to enhance performance
Understand the barriers of workplace accountability
Focus on building accountability leadership
Effectively set SMART goals
Identify the components of the cycle of accountability
Work towards achieving the benefits of accountability

Developing New Managers

Management must be effective for the success of any business. Unfortunately, it is all too easy to overlook the training and development of new managers. When you provide your managers and employees with the skills and tools they need, you will greatly boost morale and strengthen your organization.

With our Developing New Managers workshop, your participants will understand the value of investing in employees and developing management. By focusing on development opportunities, your participants will establish a culture that retains top talent and improves succession planning.

Workshop Objectives:

Discuss strategies for developing new managers
Understand the importance of defining a clear management track
Determine core roles and competencies for managers
Understand the importance of continuous development for managers
Apply the principles of manager development to your own organization

One-day Agenda
Module One: Getting Started
Module Two: Managers are Made, Not Born
Module Three: Create a Management Track
Module Four: Define and Build Competencies
Module Five: Managers Learn by Being Managed Well
Module Six: Provide Tools
Module Seven: Provide Support
Module Eight: Identify Strong Candidates Early
Module Nine: Clearly Define the Management Track
Module Ten: Empower New Managers
Module Eleven: Provide Growth Opportunities
Module Twelve: Wrapping Up

Middle Manager Workshop

Traditionally, middle managers make up the largest managerial layer in an organization. The Middle Manager is responsible to those above them and those below them. They head a variety of departments and projects. In order for a company to operate smoothly, it is essential that those in middle management be committed to the goals of the organization and understands how to effectively execute these goals.

It is crucial for businesses to focus on these essential managers and provide them with the opportunities to succeed. No matter the organization’s structure or size, it will benefit from employing well-trained middle managers. Having a middle manager understand their role in the organization is very important. They are in communication with a very large percentage of the company, and will have a large impact throughout the organization.

Workshop Objectives:

Define management.
Understand ethics in the workplace.
Manage information and make decisions.
Be familiar with the control process.
Use organizational strategies to facilitate change.
Create structures and processes to manage teams.
Manage as a leader.

One-day Agenda
Module One: Getting Started
Module Two: Introduction to Management
Module Three: Ethics and Social Responsibility
Module Four: Managing Information
Module Five: Decision-Making
Module Six: Control
Module Seven: Organizational Strategy
Module Eight: Innovation and Change
Module Nine: Organizational Structures and Processes
Module Ten: Managing Teams
Module Eleven: Motivation and Leadership
Module Twelve: Wrapping Up

Manager Management Workshop

With the Manager Management workshop, you will be able to provide the skills, guidance, and empowerment to your team of managers. They will then be better suited to leading and motivating their team and thus produce fantastic results. To be a successful manager means having a wide range of skills. Through this workshop you will be able to disperse your knowledge and experience throughout your leadership team.

Manager Management takes a special type of leader. This workshop will expand your participants’ knowledge and provide a way for them to teach and lead new and experienced managers. As every manager knows, learning never stops. This workshop will have something for everyone.

Workshop Objectives:

Welcome and orientate new managers
Learn ways to successfully coach and mentor
Learn ways to measure and evaluate performance
Learn how to handle complications
Communicate between employees and their managers

One-day Agenda
Module One: Getting Started
Module Two: Grooming a New Manager
Module Three: Coaching and Mentoring (I)
Module Four: Coaching and Mentoring (II)
Module Five: Measuring Performance
Module Six: Motivating Managers
Module Seven: Signs of Poor Management
Module Eight: Trust Your Team of Managers
Module Nine: When an Employee Complains About Their Manager
Module Ten: When Do You Step In?
Module Eleven: Remember These Basic Qualities
Module Twelve: Wrapping Up

Fostering Civility in the Workplace

To address the growing problem of incivility in the work setting, this workshop introduces the concept of civility, its importance to an organization, as well as its typical causes and effects. We will also present skills needed to effectively practice civil behavior, as well as different ways organizations can systematize civility in the workplace. The personal benefits of a civil workplace are countless and will pay off immensely in every aspect of your job.

This workshop is organized where it can be taught in one or two days. There are extensive review questions that help reinforce the learning as well as an end-of-chapter case study. The one-day program includes modules 1-5 and 7 while a two-day program covers all modules.

Module 1: Getting Started
Module 2: Introduction
Module 3: Effective Work Etiquette
Module 4: Costs and Rewards
Module 5: Conflict Resolution using the TKI
Module 6: Getting to the Cause
Module 7: Communication
Module 8: Negotiation
Module 9: Identifying Your Need
Module 10: Writing a Civility Policy
Module 11: Implementing the Policy
Module 12: Wrapping Up

Establishing Performance Standards

Management is about getting things done. And in purposeful organizations, it’s increasingly understood, that “what gets measured gets done.” So it’s not surprising leaders today are focusing on what to measure. What’s the bottom line? Performance goals and the management of them is no longer optional. You can develop your strategic plan, manage your funding and fiscal controls and yet fail in reaching the desired results due to failing to manage performance in a proactive manner. In this workshop, we will focus on aligning tasks to strategic initiatives and developing clear expectations of what is expected at the completion of the project.

Topics Covered:

Know your mission and vision
Know your performance management system tools
SMART: Setting goals that work
Establishing performance expectations
Turning goals into standards
Flexibility in standards
It’s not about control but getting results

Coaching and Mentoring Workshop/Coaching for Success

You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month, even after you spoke with them about the importance of meeting goals. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do?

Coaching and Mentoring focuses on how to better coach your employees to higher performance. Coaching is a process of relationship building and Goal setting. How well you coach is related directly to how well you are able to foster a great working relationship with your employees through understanding them, and strategic goal setting.

Workshop Objectives:

Define coaching, mentoring and the GROW model.
Identify and set appropriate goals using the SMART technique of goal setting.
Identify the steps necessary in defining the current state or reality of your employee’s situation.
Identify the steps in developing a finalized plan or wrapping it up and getting your employee motivated to accomplish those plans.
Identify the benefits of building and fostering trust with your employee.
Identify the steps in giving effective feedback while maintaining trust.
Identify and overcoming common obstacles.
Identify when the coaching is at an end, and transition your employee to other growth opportunities.
Identify the difference between mentoring and coaching.

Coaching & Mentoring Workshop 1-day Agenda

Module One: Getting Started
Module Two: Defining Coaching and Mentoring
Module Three: Setting Goals
Module Four: Understanding the Realities
Module Five: Developing Options
Module Six: Wrapping it All Up
Module Seven: The Importance of Trust
Module Eight: Providing Feedback
Module Nine: Overcoming Roadblocks
Module Ten: Reaching the End
Module Eleven: How Mentoring Differs from Coaching
Module Twelve: Wrapping it Up

Leadership & Team Vitality

A course designed to prepare leaders to help their organizations become and remain vital using four specific skills:

Topics Covered:

What are the few significant skills that make a difference between the good and the best leaders?
Why are some leaders able to get results and keep morale and job satisfaction high?
Research shows clearly that the most significant driver of job satisfaction is one’s relationship with his or her immediate supervisor.

Based on years of research, we have developed and tested this course to build leadership skills. Learn how to identify opportunities for helping your organization become more vital by answering:

To learn more about any of our programs contact us, or view our scheduled events for select training program dates.

Leadership and accountability

Building Accountable Leaders for Lasting Impact

Click any program below to expand and learn more.

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