THE PROBLEM -- In the warp speed of today’s world we are easily distracted by the unimportant and urgent tasks while having too many tools that don’t work.  We are unplanned, unorganized, lack ability to change plans and priorities throughout the day, get lost in email, set unreasonable expectations, and don’t stick to our personal action plan commitments.

THE SOLUTION  -- 5 critical areas covered: 1) Adopting time management skills of effective leaders, 2) Time Management Terminology,  3) Elements of a Project Plan, 4) Tips for Managing the Project Schedule, 5) Using Time & Project Management frameworks.

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THE GOAL -- Adopt an effective attitude and approach to time management, focus on most important tasks first, monitor where time is going and make changes as needed, understand the psychology of time, set and meet deadlines, juggle multiple and conflicting priorities, and create a strategy that brings an ease and confidence into the day and an action plan to execute.  

THE PROBLEM -- Meetings lack context, take too long, are non-inclusive, dominated by one or two people, never run on time, have no accountability for action items, and have the wrong people in attendance.

THE SOLUTION  -- This interactive workshop provides the skills for planning, conducting, and participating in meetings effectively, as well as tools for following up on what happens at the meetings.

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THE GOAL -- Plan effective meetings and useful agendas, learn how to facilitate and get participants engaged, hold participants more accountable to what has been agreed to, and promote inclusive communication in these meetings.

THE PROBLEM -- First-line supervision and management are one of the most difficult responsibilities in any organization. For many, this can be a difficult career transition as the expectations, responsibilities, and relationships change dramatically.

THE SOLUTION  -- In this interactive workshop, participants will review the key challenges faced when a person moves into this key leadership position. Topics will include a practical overview of the core knowledge, skills, and behaviors necessary to become effective supervisors and managers. Tools and templates will be provided to help support a structured approach.

THE GOAL -- Participants will be trained on what employees need to perform, managing conflict, delegating effectively, delivering feedback, and building trust.

THE PROBLEM -- Teams lack energy, collaboration, and creativity. If a team doesn’t have a purpose, they may rely on extrinsic motivations.  Without a “why” behind their work, employees lack motivation or deep connection to their work and can become isolated. They may play it safe, resist feedback, experience discord, or become stagnant.

THE SOLUTION  -- A purpose is not invented, but rather discovered through pointed questioning, listening, and reflection. With contributions from all team members, key themes are distilled into a succinct purpose statement. This program covers three key aspects of highly successful teams including:

1) Identifying purpose -- Telling the why as opposed to the what, for ourselves, and our clients. Rallying the group around a cause that is meaningful and emotional.
2) Building our own brand of leadership -- taking time to think about our leadership journey and style, focus on our strengths, and why people follow us.
3) What it takes to develop highly successful teams -- the ability to overcome obstacles and hurdles, set expectations, and appreciate one another.

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THE GOAL -- Enhance collaboration, deepen relationships with each other and clients, have greater motivation and engagement, renew energy and creativity, and form identity with the team. Teams bring their A Team’s not “A” for available team. 

THE PROBLEM -- Unclear expectations, employee dependence on the manager, inconsistency, ineffective listening and questioning, lack of productive feedback, lack of connection, and trust.

THE SOLUTION  -- Coaching is the process of equipping others with the tools, knowledge, and opportunities they need to develop themselves and become more effective. Mentoring is the opportunity to help an individual achieve personal success, peak performance, and ultimate job satisfaction.

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THE GOAL -- Apply the critical phases of the coaching process successfully, use effective methods for providing feedback in both positive and negative situations, ensure conditions that facilitate growth and development of team members, build connections with and among team members.

THE PROBLEM -- Organizations often fail to fully realize their return on investment from major initiatives, such as technology implementations, business process or service delivery changes, leadership or culture changes, or organizational restructuring.

THE SOLUTION  -- The Leading Change workshop is focused on what leaders can do to promote and support a positive response to organizational change.  These complex projects often fail, not because of a lack of task planning and management but because of poor or inconsistent planning and management of the people-related risks inherent in any change effort.

THE GOAL -- Increased ability by leaders to assess, plan, and execute sustainable change.  To have a clear understanding on ways to minimize negative impacts of change, accelerate time to achieve productivity, understand the importance of language, and realize the benefits of the desired change.

THE PROBLEM --  Anything that causes change in life causes stress. It doesn't matter if it is a "positive" change, or a "negative" change, both are stressful. Organizational change is a reality, whether individuals embrace it or not. Today "business as usual" IS change. 

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THE SOLUTION  -- To have a clear understanding of the emotional effects of change along with a process outlining practical tips for anticipating and managing organizational change at a personal level.

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THE GOAL -- Increase understanding around the difference between change and transition and how change typically affects people.  Also better awareness of how past and present thoughts and emotions influence how we respond to change, how we experience transitions and actions we can take to help manage our own transitions.

THE PROBLEM -- The first responsibility of a leadership team is to ensure they are getting the very best out of their workforce, and it is vital that leaders have the proficiencies needed to make this happen.  Unfortunately, there are clear obstacle’s keeping teams from being cohesive and productive. Unclear expectations and roles, ineffective communication, conflict escalation, lack of succession plans, bad decision making, and lack of connection and trust.

THE SOLUTION  -- Recognize the core characteristics a successful leader possesses, gain the support of others using trust, credibility, and ethical behavior, and identify the key to energizing your team on a consistent basis.  Separate management skills from leadership competencies – and learn when each, or a blend of both, is necessary to lead people effectively.

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THE GOAL -- Employees who aren’t just engaged, but inspired, is when organizations see real breakthroughs. Inspired employees are themselves far more productive and, in turn, inspire those around them to strive for greater heights.