Behaviors and Driving Forces for Individual Leaders or Teams – Our Behaviors and our Driving Forces play a vital role in our organization, our relationships, and our lives. Knowing our own style helps us to leverage what works, and modify what doesn’t. This knowledge also helps us understand how others may be different from us, and how to work with those differences.
Behaviors and Driving Forces for the Hiring Process – Measuring a candidate on their knowledge, skills, and abilities is an important component of any hiring process. These three measures can be greatly enhanced by considering the behavioral suitability or “fit” for the position. According to a recent Forbes article, almost 90 of hiring failures were attributed to the wrong “fit” between the candidate and the organization/position. Assessing top finalists on both their behavioral and motivational tendencies can greatly enhance the chances of a successful “fit” especially in senior leadership roles.
Emotional Intelligence – Emotional intelligence has been identified as the key indicator of long-term success as a leader. The ability to understand and control one’s own emotional state, while displaying empathy and building social networks can be the difference between a good leader, and a great leader. Participants as assessed in the 5 key areas of emotional intelligence and identify ways to increase their level of emotional intelligence.
Conflict Management – Some conflict is healthy and can lead to more creative solutions to issues, and other conflict can be unhealthy and cause delay, decreased productivity and disruption. Participants will complete a conflict assessment based on the Thomas-Kilmann five conflict modes (Accommodating, Collaborating, Compromising, Avoiding, and Competing) to better understand their own conflict preference as well as the preferences of their colleagues.
Organizational Culture – Organizational Culture has gained traction over the last few years in both the business and non-profit sectors. Some believe culture trumps everything else, while others believe it is the byproduct of hard work, effort and a focus on goals. When specific issues arise (e.g. increased turnover, difficulty attracting the right employees, employee disengagement) many organizations focus specifically on solving that particular issue. However, this approach can lead to disjointed initiatives that may work in the short-term, but may also fail to address the larger issues. By shifting the focus toward improving the organization’s overall culture, teams can ensure that all strategies developed to address these specific issues are also contributing to the larger and more intentional ideal state.
Coaching for Performance – Leaders typically spend much of their time focusing their staff on getting results. However, when leaders also have the ability to coach well, they have the potential to increase not only their personal leadership impact, but also the effectiveness and engagement of those they coach. After this full-day workshop, participants will be able to:
- Define coaching and its purpose
- Demonstrate the skills that make coaching effective
- Apply the basic framework for having a coaching conversation
- Deliver reinforcing and redirecting feedback
At the end of the day, participants will leave with the tools they need to coach well, with the outcome of building more productive, engaged and committed teams.
Customer Service: Discovering the Who, What, and Why of Customer Satisfaction – Having customers and keeping them happy can be a challenge, especially when expectations are high and resources (time, money, energy) are low. An interactive and thought-provoking sessions will help participants identify the various services they provide, identify their various customers, set specific customer service goals, and measure their success.
Learning ways to improve how we deliver service, and understanding what can get in the way of that service are two important steps. Sometimes improvement comes from outside of us, and fixing a process or procedure reduces barriers to providing ideal service. At times, improvement must come from within, and we must deal with our own emotional state and the impact it has on our interactions with others.
Carl Weber Consulting 