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Objectives

• By the end of this course, participants will be able to:
• Cultivate a Coaching Mindset: Shift from providing answers to asking the right questions that empower employees.
• Enhance Emotional Intelligence: Navigate complex interpersonal dynamics with greater self-regulation and social awareness.
• Build High-Performing Teams: Apply frameworks that turn a group of individuals into a cohesive, high-trust unit.
• Drive Engagement and Retention: Understand the psychological drivers that keep employees motivated and committed to the organization.
• Deliver Constructive Feedback: Master the techniques for correcting behavior while maintaining the dignity and motivation of the employee.
• Foster Inclusion: Create a psychologically safe workplace where every team member feels valued and empowered to contribute.
• Navigate Change Empathetically: Lead people through transitions by addressing their emotional and professional needs.

The Delegates

• This course is ideal for those who manage people directly or influence the organizational culture:
• New and Emerging Managers: Seeking a solid foundation in people management.
• Experienced Supervisors: Looking to refresh their skills and adopt modern, empathetic leadership styles.
• Human Resources Partners: Who wish to better support and coach the leaders within their organization.
• Team Leads and Project Managers: Who need to influence and inspire people without always having formal authority.
• Executive Leaders: Who want to foster a “People-First” culture from the top down.

The Contents

• The Mindset of People-Centric Leadership
• Transitioning from individual contributor to people leader.
• Defining “Leadership Excellence”: Character, Competence, and Connection.
• The servant leadership model: Putting the team’s growth first.
• Developing self-awareness and understanding your leadership shadow.
• Balancing empathy with professional accountability.
• Advanced Communication and Relational Intelligence
• Active listening: Moving beyond hearing to deep understanding.
• The art of powerful questioning to unlock employee potential.
• Tailoring communication styles to diverse personality types (DISC/MBTI).
• Mastering the “Difficult Conversation”: A framework for radical candor.
• Building trust and transparency through consistent messaging.
• Coaching and Mentoring for Performance
• The GROW Model: A structured approach to employee coaching.
• Differentiating between coaching, mentoring, and counseling.
• Providing “Feed-forward” instead of just feedback.
• Developing individual growth plans that align with career aspirations.
• Techniques for coaching high-performers vs. under-performers.
• Psychological Safety and Inclusive Culture
• Creating an environment where “speaking up” is rewarded.
• Identifying and mitigating unconscious bias in leadership.
• Strategies for fostering a sense of belonging in diverse teams.
• Encouraging risk-taking and learning from failure.
• Leading with vulnerability to build authentic team bonds.
• Motivation, Engagement, and Retaining Talent
• Understanding intrinsic vs. extrinsic motivators (Daniel Pink’s Drive).
• Designing meaningful work and autonomous roles.
• Strategies for preventing burnout and promoting well-being.
• Recognition and reward systems that actually matter to employees.
• Tactics for reducing turnover and increasing employee loyalty.
• Team Dynamics and Collaborative Excellence
• Building high-trust teams: The Five Dysfunctions of a Team model.
• Managing conflict: Moving from destructive to constructive friction.
• Facilitating effective team meetings and collaborative sessions.
• Leveraging diverse strengths through Gallup StrengthsFinder principles.
• Cultivating “Collective Intelligence” across functional silos.
• Managing Change Through People
• The human side of change: Navigating the emotional transition curve.
• Communicating “The Why” to gain buy-in during uncertainty.
• Empowering “Change Champions” within the team.
• Managing resistance and “Change Fatigue” in the workforce.
• Sustaining morale during organizational restructuring or pivots.
• Accountability and Results-Oriented Leadership
• Setting clear expectations using the SMART and FAST goal frameworks.
• The “Accountability Ladder”: Moving from excuses to ownership.
• Performance management: Conducting impactful reviews and check-ins.
• Delegating with authority: Ensuring “The Who” matches “The What.”
• Driving results without micromanaging the process.
• Leading in a Hybrid and Digital World
• Strategies for maintaining team cohesion in remote environments.
• Mastering digital empathy: Connecting through screens.
• Using technology to enhance, not replace, human connection.
• Managing by outcomes rather than “hours at the desk.”
• Ensuring equity and visibility for off-site team members.

Course summary .

The Discount

Free Seats Are Offered