Leadership Courses

Adversity, change, turbulence, and uncertainty can be part of any given day. While we successfully navigate most challenges, others require greater resilience—the ability to cope with stress and adversity. Resilience keeps us from feeling stuck. Key personality traits and skills can raise our resilience, and power us through even the most challenging times. 

Helps individuals:

• Learn how individual traits and skills affect resilience. 
• Discover methods to manage tendencies and strengthen skills.
• Consider which mindset obstacles and personal biases are interfering with resilience.
• Create a 60-day plan for boosting resilience.

This course provides the skills and resources leaders need to accelerate the process of implementing change with their team members and to create an agile work environment where people are more open to change.

Helps leaders:

• Accelerate the process of making change happen.
• Minimize the potential negative effects change can have on productivity, morale, and collaboration.
• Turn resistance into commitment and inspire team members to take ownership of change.
• Clearly communicate the business rationale and benefits of change for the team and the organization.

This course for individual contributors focuses on their role in implementing change in the workplace. Participants discover their Change IQ, learn about the phases of change that many people experience, and are introduced to best practices that will enable them to tackle and overcome the new business challenges of today and tomorrow.

Helps individuals:

• Commit to and take ownership of change.
• Effectively recognize change, explore change, and overcome personal resistance to change.
• Minimize the negative impact on individuals, work groups, and the organization of not adapting to change.
• Demonstrate an embracing change mind-set that influences others to embrace workplace change.

Change is universal. However, it manifests itself in very different ways, depending on the situation, the environment, the people, and the timing. Understanding the recent past, the present, and the near future will prepare you to address important issues connected with a change. And it will surface the fears, concerns, challenges, and opportunities that you need to discuss and confront.

Helps individuals:

• Understand how people typically react when change occurs.
• Demonstrate an embracing change mind-set that will enable you to remain open to workplace change.
• Determine how you can influence changes when, at first glance, it appears you have no control.

Change can be many things—energizing, confusing, exciting, daunting. One thing is for sure—the element of the unknown that can leave you feeling disoriented, even lost. When the situation seems out of your hands, you can make traction—and successfully move yourself and others through change—by identifying areas you can control as well as areas you can influence.

Helps leaders:

• Examine their own change situation, the reason it’s happening, and what it means for them.
• Identify areas of the change they can control, or at least influence.
• Explore ways they can take initiative to exert their influence over the change.
• Review tips for taking care of themselves and others during change.

Times of significant stress and crisis are times when our leadership behaviors and actions may not always align with our intentions or our priorities. Leaders often know what to do, but act in ways that are very different. Learn how to manage the impact of personal tendencies and derailers on leadership brand and behaviors in times of stress and crisis.

Helps leaders: 

• Understand the importance of their leadership brand and behaviors in times of crisis.
• Identify the personal tendencies and derailing tendencies that might influence their behavior under pressure.
• Develop a plan to manage the impact of personal tendencies and fulfill their leadership brand.

In this course designed for mid- to senior leaders, leaders learn the ability to drive change by understanding the importance of stakeholders, multiple viewpoints, communication, and buy-in.

Helps leaders:

• Develop their ability to drive change by understanding the importance of involving stakeholders, dealing with resistance, communicating, and building buy-in.
• Improve their understanding and ability to leverage insights from the Change Style Indicator^® (CSI).
• Enhance their skills in leading and motivating others through organizational change initiatives.

Change can be disorienting. When people must give up old ways of thinking and working while adapting to something new and unfamiliar, they can feel unsure, confused, or even afraid. It's only natural that some people will resist change—especially when they can't control it. You can overcome that resistance by encouraging people's understanding, ownership, and trust.

Helps individuals:

• Use the Interaction Guidelines to discuss the change and involve people in developing their own ideas for adapting to it.
• Use the Key Principles to address people's feelings and concerns about the change and build trust.