Workshop Descriptions

1. Introduction to Leadership - The first session is a brief overview of the program, activities and expectations, and roles of key stakeholders. Assessments used in the program will be introduced with the 360 getting assigned early (so that we can discuss in session three). Content will touch on the history of leadership and begin a dialogue around the learner's personal understanding and views of leadership. An essay assignment will be made for the next session. Learners will also identify possible Mentors for their learning in this series (a 6-month role).

2. Leadership Communication - In leadership communication, we explore language as the currency of leaders, why it is so critical to effective leadership, what good communication looks, and the ways communication typically falls short of what the receiver needs. Topics covered include verbal and non-verbal communication, storytelling, e-mail etiquette, public speaking, humor,

3. The 360: Discovering Our Hidden Selves - In this module, learners will get their 360 feedback reports back electronically and we'll go through each section and discuss the meaning of the feedback.

Learners will also start thinking about their Individual Development Plans (IDPs). This is viewed as a fluid document, but taking the feedback from the 360, we'll start to establish learning priorities that represent the greatest opportunity for improvement.

Finally in this session, we'll talk about the Mentoring relationship, specifically the learners' role as protégé's and how to get the most from that relationship.

4. Understanding Teams - This session is designed to explore the dynamics of teams. What is a team? What makes an effective and high-performing team? How do teams generally and predictably progress through stages? What dysfunctions destroy teams? This session will draw upon the work of Tuckman and Lencioni. Learners will also complete an assessment that shows how they interact with teams.

5. Managing Conflict - In this module, we'll turn our attention to conflict, a topic that most leaders unfortunately avoid to their detriment. We'll explore the five major conflict styles that most people use (collaborating, competing, avoiding, accommodating, and compromising). This session is intended to examine not only the 'inevitability' of conflict, but the leader's reaction and response to conflict.

We'll review the feedback from the TK assessment and examine our own reaction patterns to conflict, challenge our assumptions, and work on an approach that is natural to our leadership style.

6. Emotional Intelligence - the session will explore the importance of emotional intelligence, what it is, how it impacts leadership effectiveness, etc. The conversation will look at the various ways EI plays a role in one's leadership effectiveness. Exploring diversity, resilience, persistence, optimism, emotional control, and other emotions, -the learner's ability to 'manage' these emotions is at the center. Learners will review their Bar-On EQi assessment and incorporate the results into their IDPs.

7. Diversity, Equity, Inclusion, and Belonging - In this lesson, we explore the meaning of diversity and inclusion in the workplace. As a leader, one no longer had the prerogative to treat people differently. Aside from a legal requirement, the leader's role is one of bringing out the talents, perspectives, and inputs from each member of the team. Learners will explore the many ways groups may feel (justifiably) slighted or offended by leaders/peers/organizations. Sometimes it is deliberate, sometimes it is inadvertent. Regardless however, the leader has a role to play in establishing the team's culture.

8. Performance Management - This session is designed to address the leader's role in assessing performance, giving feedback, and discussing the development of their employee. While every organization may have a nuanced approach to performance management, specifically the performance conversation, there are some basic principles to understand. In this session, we'll explore goal writing and giving feedback.

The content will also explore the leader's role in meeting the employee's psychological needs as it relates to their work role. Employee engagement and attrition are closely integrated with the leader's approach.

9. Time Management, Delegation, and Flow - This session addresses how new leaders must gain a new competency around the way time is managed. Everyone is busy these days, but the big mistake new leaders make is that they continue to do the things that got them noticed or set them apart from the pack. Learning how to delegate and work though others is a key competency.

The second part of this session will explore the topic of flow. In our context, we're talking about each person's awareness of when they are in their best psychological state for learning and performing. An assignment will be made to examine and identify flow.

[FOR MENTORS ONLY] Virtual session for Mentors (90 minutes) - Once the Mentors have been identified and have agreed to join the process, the facilitator will set up a one-hour virtual session with the Mentors. In this session, Mentors will gain an understanding of the Mentoring role within the context of this program. They will learn about the various assessments and how they are to be understood. Lastly, we'll teach the Mentors about the Socratic method and how to have an effective conversation with their protégé.