Leadership Development Series

10 workshops for front to mid-level leaders
Our entire MBTI®-based leadership development portfolio is available as the Leadership Development Series.

This 10-workshop series consists of 40 hours of fun and interactive learning for front to mid-level leaders. The series is grouped into two major sections: 1) developing the leader (developing self) and 2) developing associates and the workforce in general (developing others).

The Self-Aware Leader

For front to mid-level leaders
This workshop is designed to challenge you as a leader to reflect and gain greater awareness of your current leadership capability. Self aware leaders recognize their strengths and weaknesses and understand their tendencies toward stress and conflict. The better leaders understand themselves, the more able they are to change leadership attributes. Self-awareness is a critical prerequisite to effective leadership.

• Explain difference between each dichotomy of the Myers Briggs Temperament Inventory (MBTI®)
• Determine one’s own temperament based on the MBTI self-assessment
• Connect their MBTI temperament to their leadership behaviors and practices

Managing Conflict

For front to mid-level leaders
This workshop addresses one of the most frustrating and complicated aspects of leadership - managing conflict. Despite the fact that conflict is a natural disagreement resulting from individuals or groups that differ in attitudes, beliefs, values or needs, it is often the foundation for many of today’s workplace woes.

• Identify the common ingredients of conflict
• Connect their MBTI® temperaments to how they handle conflict and confrontation
• Describe five conflict resolution modes
• Demonstrate the four-step assertion process
• Deal more effectively with difficult or challenging people

Self-Management Strategies

For front to mid-level leaders
This workshop is designed to explore how leaders, who have full plates, are still able to lead, set goals, achieve these goals, advocate for themselves, make decisions, and solve problems. Learning to use self-management skills to control, guide, and direct their own behavior helps leaders appreciate that, to a large degree, they are ones who are in control of how they manage their own lives, at work and at home.

• Identify their preferences for planning their work (MBTI®-based)
• Discover their natural style of interaction while managing projects, including delegation
• Learn why they are motivated and energized toward various types of work
• Learn to recognize the most effective organizational tools for their MBTI type

Critical Thinking

For front to mid-level leaders
Leaders must be able to effectively recognize and assess complex situations. They must be able to make the optimal decisions based on their own situation assessment capabilities. Critical thinking is a necessary competency for all individual leaders and for all successful organizations.

• Connect their MBTI® temperaments to how they make decisions
• Explain the stages of the critical thinking model
• Apply the "zig zag” problem solving model
• Demonstrate how to use the models in making sound business decisions

Managing Performance

For front to mid-level leaders
As leaders strive to effectively navigate the challenging demands of today’s workplaces, it is of particular importance that organizations utilize best practices that will attract and retain the most talented and diverse employees. Effectively managing the performance of an employee is essential to the on-going success of the individual and the organization.

• Connect their MBTI® temperaments to how they manage associate performance
• Create strategies to address different levels of associate performance
• Set performance expectations with associates
• Identify leadership biases that influence effective performance management
• Identify behavioral assumptions that influence coaching

Deciphering Differences
For front to mid-level leaders
One can expect to find differences in all levels of working relationships. Individuals will often have varied perspectives, no matter how many other things they share in common. Every person has different ways of seeing things or interpreting their value. If we can appropriately consider the differences, we can recognize how often many of our differences are complementary.

Participants learn to:

• Identify various forms of diversity present in their teams, including: Type, Generational and Gender
• Recognize the impact of certain cultural filters upon behavior in the workplace

Trustful Leadership

For front to mid-level leaders
This workshop is designed to address the essence of being a trustful leader. It is estimated that over half of all workers today believe that a lack of trust in leadership is a real and pressing problem in their organizations. All leaders need to assess their own behavioral integrity in order to ensure they are building and exemplifying trust.

• Explore the value and importance of trust in the workplace
• Connect their MBTI® temperament to developing trust as a leader 
• Implement trust building actions into their leadership practices
• Understand the differences between "gossip vs. grapevine”

Building Effective Teams

For front to mid-level leaders
A shared sense of purpose and commitment to that purpose are necessary cornerstones for effective teams. This workshop provides leaders with insight into the stages of team development and tools to generate genuine commitment and accountability within their organizations.

Participants learn to:

• Recognize the stages of team development
• Evaluate their team’s current stage of team development
• Connect their MBTI® temperament to their approach to building relationships within the team
• Utilize tools to generate robust dialogue and constructive conflict to achieve commitment

Inspiring & Motivating Today’s Workforce

For front to mid-level leaders
Successful leaders know how to foster an environment in which employees become self-motivated, positive and dedicated. Today's workplace requires more than just fair pay and a good benefits package to achieve such a condition. In the final analysis, one person cannot motivate another but what they can do, is inspire and enable others to motivate themselves by being aware of the differing ways existing and emerging workforces want to be led. 

• Connect their MBTI® temperament to how they motivate themselves and their teams
• Use MBTI to determine the right motivator(s) for various individuals
• Identify a variety of motivators to motivate their team members

Leading Through Change

For front to mid-level leaders
This interactive workshop focuses on the emotional effects of change on individuals, teams, and organizations. It is designed to teach leaders how to effectively lead others as well as themselves through the change process. Leaders learn key strategies for dealing with unproductive reactions to change and how to develop their employee’s resiliency.

• Connect their style and MBTI® temperament to how you lead yourself and others through change
• Identify the stages of personal change
• Recognize three types of responses to change and how to manage each of them
• Develop action plans for improving employees’ resilience