Leadership Topics

Presented by:

2015-2017

Discover and Maximize Your Clifton Strengths!

Before coming to this workshop, participants will take the CliftonStrengths assessment online.This measures each participant’s unique talents (their natural patterns of thinking, feeling, and behaving) and categorizes them into 34 themes. During the workshop, a certified Coach wil lprovide leaders with an overview of the 4 Domains (Executing, Influencing, RelationshipBuilding and Strategic Thinking) while walking participants through their personalized results which will help them gain insight into their unique strengths and how to apply them in various aspects of their lives. Through personalized coaching and interactive activities like the Strengths Sorting Game,“Name It, Claim It”, and Strengths “Speed Dating”, leaders in this workshop will develop adeeper understanding of themselves and others, leading to increased confidence, resilience,and personal fulfillment.

Developing Emotional Intelligence (EQ)

Emotional Intelligence (EQ) is the single greatest predictor of workplace and relationshipsuccess. Unlike IQ, which is relatively stable throughout life, EQ can be developed and improved

over time. Emotional Intelligence is not about suppressing emotions. It is about understandinghow to respond to your emotions in a healthy way and how to recognize, understand, andinfluence the emotions of others. A leader’s ability to retain and engage their team is directlytied to their EQ. In this workshop, participants will explore examples of triggers that lead to thoughts, emotions, actions, and consequences. They will then spend time reflecting on people/situations that“push their buttons” and identifying coping strategies.
Leaders will also receive a high-level overview of the 5 Components of Emotional Intelligence and learn strategies for improving within each:

Self-Awareness: Your ability to perceive you own emotions in the moment and understanding our tendencies across situations.
Self-Regulation: Your ability to use awareness of emotions to actively choose what you say or do.
Motivation: Your ability to understand your own motivations and the motivations of others.
Empathy: Your ability to listen, observe, “read the room”, and seek to better understand perspectives.
Social Skill: Using self-awareness, self-regulation, motivation, and empathy to work productively with people over the long haul.

Finally, participants will complete an Emotion Meter exercise designed to increase their abilityto recognize and label emotions, then act accordingly.

2007-2010

A Leader’s Guide to Onboarding, Engaging, and Retaining Your Employees

Follow the story of Alex and Liz, two entry-level employees with the same level of skill and motivation who start working at the same company on the same day. One will thrive intheir role and be presented with an opportunity for growth, and one will leave the organization, blasting their negative experience on social media. The difference? They each work with a different Team Leader and report to a different Supervisor. As the story unfolds, participants learn what employee engagement is and 9 practical thingsthey can do to support team members from day one including: 1) Creating a positive first impression, 2) Introducing team members to leadership, 3) Onboarding, 4) Introducing team members to their colleagues, 5) Providing ongoing training, 6) Showing employees that you care, 7) Effective and engaging communication, 8) Believing in the company mission, and 9) Providing Growth Opportunities.Participants are broken into small groups to discuss what they/their organization is doing well along with opportunities for improvement. A challenge to articulate at least one action each participant will stop doing, start doing, or do differently to impact

Appreciating Differences: Understanding Generations at Work

Understanding the five generations in today's workforce helps improve communication, collaboration, and productivity. Each generation brings unique experiences, attitudes toward work ethic, and expectations into their organization. This workshop focuses on the learning the characteristics, impact, and challenges each generations brings to the workplace along with strategies for effective collaboration

Challenges of a Multi-Generational Workforce

Communication Differences: Varied preferences for in-person, phone, or digital communication
Work Style Conflicts: Traditionalists and Baby Boomers may favor structured environments, while Millennials and Gen Z prefer flexibility.
Technology Gap: Different levels of comfort with digital tools and platforms.
Workplace Expectations: Generations have varying expectations for job security, benefits, and career progression.

Strategies for Effective Collaboration

Leverage Strengths: Assign tasks based on strengths, such as mentoring from Baby Boomers and tech skills from Gen Z.
Foster Open Communication: Encourage feedback, flexibility, and transparency across all generations.
Cross-Generational Mentoring: Pair older employees with younger ones for knowledge sharing and skill development.
Embrace Technology: Provide training for all employees to stay updated on digital tools and platforms.

Leaders will self-reflect on the generational makeup of their team and create an action planfor leveraging all of their strengths.

Effective Workplace Communication: Understanding Communication Styles and

Communicating Through Change

We’ve all experienced the impact of poor communication: loss of trust, frustration, misunderstanding, uncertainty, failure to perform...the list goes on! When teams fail to communicate effectively, it impacts productivity and the organization’s ability to grow and be successful. That’s why most of our leadership programs kick off with communication.

In this session, participants will define effective communication, discuss barriers that get in the way, and explore the 5 levels communication including the ultimate goal of communication which is to change behavior. Participants will learn strategies to become a better listener while engaging in an activity that illustrates the importance of asking open ended questions.

In this season, it is especially important that leaders also understand how to communicate in the face of uncertainty and change. Therefore, as part of this course, participants will explore a time they experienced a significant change in the workplace including what went well and what might have led to a different/better result.

Leaders will walk through the stages of change (Pre-Contemplation, Contemplation, Preparation, Action, Maintenance, and Relapse), discover the psychology behind change, and walk away with strategies they can implement before and during change to help ensure positive results.

Coaching & Motivating Yourself and Others

In this session, participants learn how to set SMART goals and walk through the G.R.O.W.Model of Coaching (Goal, Reality, Options, and Will). Leaders determine their own SMART goal(one personal and one professional) and partner up to coach and be coached by a fellow participant. Participants also receive an overview of the 5 Languages of Appreciation in theWorkplace while learning best practices around creating a culture of celebration.