Leadership Development

Full List of Leadership Courses

Emotional Intelligence Awareness

​

Emotional Intelligence (EQ) is the ability to recognize, understand, and manage your emotions (personal competence) and those of others (social competence). This course will equip you to identify emotions, guide thinking and behavior, and adapt to environments to achieve goals. By mastering EQ, you can harness both positive and negative emotions to drive successful outcomes.

​​​

​Unconscious Bias

​

Biases arise from personal experiences, cultural context, and societal stereotypes, often shaping decisions and actions unconsciously. This course examines the development of Unconscious Bias, its influence on perceptions and decision-making, and its impact on diversity and inclusion initiatives.

​

Inclusive Leadership

​

Inclusive leaders embody a leadership approach that appreciates diversity and inclusion while also inviting and welcoming everyone’s individual contribution and encourages full engagement with the processes of decision making. Inclusive leaders who are aware of their own biases and preferences, actively seek out and consider different views and perspectives to inform better the decision-making process.

​

Building a Healthy Culture

A positive team culture relies on six key principles: caring for and supporting colleagues, taking responsibility, avoiding blame, forgiving mistakes, inspiring each other, emphasizing meaningful work, and fostering respect, gratitude, trust, and integrity.

​

Individualized Equity​

Equality in the workplace is making sure people are given equal opportunities, equal pay, and are well accepted for their differences. It is creating an inclusive and conducive work environment where employees feel secure and happy. Equality ensures removing any chances of discrimination in the workplace. Individualized equality allows for leaders to provide opportunities to each team member although each opportunity may look different based on their diversity of knowledge, thought, and experience.

​

Resilient Leadership

Resilience is the ability to withstand, recover, and bounce back amid stress, chaos, and ever-changing circumstances. Resilient leaders do not dwell on failure but rather acknowledge the situation, learn from their mistakes, and move forward. Resiliency is a skill that can be improved with practice allowing for leaders to stay focused, productive, and effective, despite inevitable chaos and change.

​

Measuring Leadership Performance

Leaders thrive on knowing where they meet the standards and expectations of the organization and colleagues. Leaders also have a greater passion for understanding how they could improve and where they excel in their performance to ensure continued success. Measuring leadership performance is a way to recognize the blind spots that can keep one from being the effective leader they strive to be. Measuring leadership performance also allows for the positive traits to be recognized and sustained for continued success.

​

Empowering Others

According to the “21 Laws of Irrefutable Leadership”, only secure leaders give power to others. Empowerment is to give the means, the power or opportunity to perform on their own. To empower others, we must first trust ourselves and then trust others to follow through managing processes and performing the tasks. Empowering others increases productivity and enhances the passion for the mission and values of the organization.

​

Delegation

The delegating leadership style is a style of leadership where a group leader assigns projects or assignments to their employees and gives them free rein to work. The employee(s) get to make all decisions and choices, which they are then responsible for. There are positive gains to utilizing delegation to empower colleagues by providing opportunities to learn, grow, and use their talents to their highest potential. 

​

Setting Realistic Goals

​Goals are designed to be achievable, sensible, and practical to foster a clear mutual understanding of what constitutes expected levels of performance and successful professional development. They are established to create a statement of the important results being worked towards to accomplish success. Realistic goals should align with the SMART Method focused on Specific, Measurable, Attainable, Relevant, and Timely data that can shape outcomes and create clear pathways enhancing productivity. 

​

Leveraging Diversity & Inclusion

​

​The foundational layers within the space of D&I management (i.e. social identity theory, implicit bias, microaggressions, intent versus impact, power and privilege, inclusion theory, etc.) if not managed appropriately or recognized as a priority can lead to disengaged colleagues contributing to less than effective teams. There is also a need to track behavior at the different levels of the system using a diversity lens.

Maximizing Strengths of Others​

​

Resilience is the ability to withstand, recover, and bounce back amid stress, chaos, and ever-changing circumstances. Resilient leaders do not dwell on failure but rather acknowledge the situation, learn from their mistakes, and move forward. Resiliency is a skill that can be improved with practice allowing for leaders to stay focused, productive, and effective, despite inevitable chaos and change. 

​

Building Trust

​

The need for trust in the workplace is a fundamental building block of any organization and can be regarded as so important as to make issues pertaining to trust capable of making or breaking an organization's culture. A focus on behaviors of trust and the 4 Cores of Credibility will bring a deeper understanding for building and sustaining trusting relationships. 

​

Human Connection​

​

Human connection is an energy exchange between people who are paying attention to one another. It has the power to deepen the moment, inspire change, and build trust. The deeper the human connection is between a leader and a colleague, the more powerful the relationship will become. Through strategies and tactics focused on skills to practice human connection, a leader is not only reaping the benefits, but the colleague is also feeling valued and seen. 

​

Effective Delivery of Communication

People value others who can communicate effectively through genuine empathetic active listening, providing encouragement, and conveying their own ideas and opinions while being aware and mindful of their own and other behaviors, emotions, and perspectives. Communications can be seen in the form of verbal’s and nonverbals.

​

Transparency

​

Transparency fosters trust, and trust is important for the health of every relationship under the sun. Building happiness and engagement through transparency means updating the entire company, regularly, on strategies and current events. Transparent leadership is the key to fostering a culture of trust between leaders and their employees. Employees who are kept in the loop and understand their role in the overarching purpose and goals of the company are, understandably, more likely to put their trust in their employer.​

​

Inclusive Communications

​

Inclusive Communication is an approach that seeks to 'create a supportive and effective communication environment, using every available means of communication to understand and be understood. It is about being aware and valuing all different ways a person may use to communicate to enable them to make and understand choices, express feelings, and needs, and involve themselves in the world around them.

​

Accountability Leadership

​

When leaders take personal accountability, they are willing to answer for the outcomes of their choices, their behaviors, and their actions in all situations in which they are involved.  Accountable leaders do not blame others when things go in an unfavorable direction, they lean in and continue to push through the painful moments until resolution or change has balanced out. Accountability goes beyond individual actions and decisions.

​

Practicing Gratitude

​

The benefits of practicing gratitude are nearly endless. People who regularly practice gratitude by taking time to notice and reflect upon the things they're thankful for experience more positive emotions, feel more alive, sleep better, express more compassion and kindness, and even have stronger immune systems.

​

Leading with a Coaching Mindset

​

The coach approach to performance can be defined as partnering in a thought-provoking discussion that inspires individuals to maximize their personal and professional potential by empowering them to identify their Strengths and weaknesses and not what you as a leader believe they are. The coaching model focuses on active listening skills and empowering the team member to create self-awareness to improve or sustain performance.

​

Temperament Awareness

Temperament awareness is the understanding of a person's manner of thinking, behaving, or reacting. Each person has patterns of behavior, or temperament, that are also part of his or her uniqueness. Temperament awareness illuminates a pathway to understanding how behaviors originate while also creating an equal space for a diverse understanding of personalities. 

​

Generations in the Workplace

​

​Today’s workforce includes people of many ages and backgrounds. Each generation has different needs, attitudes, and approaches to careers and work. Understanding where employees are “coming from” is crucial to establishing a successful management-workforce relationship. Each generation has a “personality” as well as an approach to employers and careers. A working knowledge of generational differences gives you some tools to begin each relationship on a footing of trust and understanding.