Engaging and Developing Others

4.5 days (or ten ½ day sessions)

Up to 24 people

Leaders are responsible for not only building and maintaining employee engagement, but for also developing those who work on their teams.  They need to encourage those with potential and address the difficult people that create a toxic work environment.  And, they need to do this in the midst of the change and uncertainty that is inherent in any organization.  While supervisors and managers cannot control all the factors that keep their workforce engaged, best practice and actions exist to guide employee actions, create a positive work environment, and reduce turnover.

Module 1: Coaching

Coaching helps develop individual team members.

Leaders taking this module will:

  1. Understand 3 steps for coaching
  2. Explain formal vs. informal coaching and how to choose the best option for each coaching situation
  3. Demonstrate how to use coaching to reinforce positive performance
  4. Apply coaching to address problem performance
  5. Use coaching to communicate support

Module 2: Best Practice for Addressing Performance

Ignoring subpar behaviors and skills of an employee can create a negative team culture.  Addressing behaviors in a clumsy way can lead to a promising employee leaving the organization.

Leaders taking this module will:

  1. Identify performance evaluation techniques that lead to growth and development
  2. Know how to set benchmarks that lead to engagement and follow human resource policies
  3. Determine when discipline and corrective action are necessary
  4. Identify situations that require a crucial conversation

Module 3: Using Constructive Communication

This module starts with an assessment for leaders to understand their own preferred communication style.  It progresses to understanding how others like to send and receive communication.

Leaders taking this module will:

  1. Understand their own preferred communication styles
  2. Assess the communication styles of others through observable behaviors
  3. Explain how to leverage communication styles to give and receive feedback
  4. Modify messages to communicate in times of stress and conflict

Module 4: Crucial Conversations

Having a well-timed crucial conversation can prevent a small intermittent situation from becoming a big darn deal that impedes the work of the whole team.

Leaders taking this module will:

  1. Identify when and how to talk about difficult and uncomfortable issues with others
  2. Explain brain habits and typical behaviors people use when in difficult situations
  3. Harness the power of dialogue to diffuse critical situations
  4. Use a strategy to identify wants and needs to turn the dialogue into actionable outcomes for finding solutions

Module 5: Building a Team on Individual Strengths

Using Gallops Strength-based Approach, leaders learn to meld the diverse strengths on their team.

Leaders taking this module will:

  1. Learn about the 4 strength quadrants and understand how individuals approach their work
  2. Work in strength groups to discover and present strengths of approaches
  3. Work in strength groups to discuss and present limitations of approaches
  4. Understand the value of diverse work styles and learn to leverage individual strengths

Module 6: Creating a High Performing Team

Workers who enjoy their team and enjoy being with their coworkers are less likely to leave their positions, regardless of the challenges that come their way.

Leaders taking this module will:

  1. Explain the essential ingredients of successful teams
  2. Show how to identify opportunities to improve a team
  3. Recognize team development and how to guide it
  4. Provide practice for using basic teamwork tools

Module 7: Change and Teams

Knowing how to guide a team through change has a positive impact to keeping them engaged in work.

Leaders taking this module will:

  1. Understand their own reaction to change
  2. Explain the phases of change and the diversity of how/when people process change
  3. Recognize behaviors that support change or stall change
  4. Connect team phases to the change process
  5. Recognize behaviors that stall team building
  6. Use tools to address behaviors that derail team building

Module 8: Getting Past No: The Art of Negotiation

The majority of a manager’s work day could be described as trying to get things from others: a task completed, a form filled out, a signature, a decision, necessary resources… Leaders will be more productive if they can negotiate.

Leaders taking this module will:

  1. Understand the five steps of negotiation to quickly connect for a “yes” instead of a “no”
  2. Learn to negotiate with personal power instead of position power for mutual interests
  3. Minimize actions that provoke a negative response
  4. Employ active listening to hear obstacles to requests
  5. Ask questions to clarify values and move forward
  6. Delegate work in a manner that clearly communicates expectations
  7. Monitor requests and delegation for quality

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