Leadership Training

Fundamentals of Leadership

Leadership is a choice and a style. Just as each of us is different in who we are as people, so too are each of us in who we are as leaders. This course focuses leaders on centering their leadership style around their own values and four specific behaviors: be self-aware, be well, be inclusive, and be accountable. This interactive learning experience helps participants both discuss and reflect on why these four behaviors are so important and how they can increase their proficiency with each in a way that is authentic to who they are as a person.

Learning Objectives of this course:

• Describe the characteristics of a self-aware leader and explore the impact that being self-aware has on self and others.
• Describe how well-being supports being a productive and effective leader and apply leadership techniques that enhance wellbeing.
• Describe how inclusion impacts a teammate’s ability to perform and create moments of reflection to identify opportunities to be more inclusive.
• Describe how accountability is important in leading employees and work and explore the steps for driving clear expectations and the accomplishment of goals.

Managing Relationships and Conflict

Teams that work well together have strong relationships and know how to work through conflict in a positive way. Organizations depend on leaders to help guide these relationships and to navigate change by managing differences of opinion. This interactive session is designed to teach managers how to leverage the power of relationships to recognize, identify, and manage conflict in the workplace. While no one model or algorithm will help leaders navigate them all, exercises designed around the practical application will help leaders learn to act quickly, listen actively, facilitate future-focused conversations, and agree upon solutions.

Learning Objectives of this course:

• Understand that interpersonal conflict originates from a disagreement between people.
• Increase awareness as to how initial reactions influence the ability to influence others.
• Allow inquiry methods to guide conversation before any judgment is imposed.
• Forecast conflict by anticipating potential challenges and creating collision maps.
• Apply a 4-step method for addressing conflict to architect a way to move forward.

Performance Management

Performance management is all about setting employees up for success. With focus, communication, and support, a manager and an employee can collaborate on a system that defines expectations and measures progress in a way that is healthy for the individual and productive for the team. Every conversation we have (or don’t) or email we send (or don’t) impacts the employee experience. This course is about realizing the practical application of best practices in performance management, as well as how to avoid the most common traps.

Learning Objectives of this course:

• Define the key activities and roles in effective performance management.
• Describe the advantages of using SMART goals and cascading goals.
• Practice the fundamental principles of engaging in coaching conversations to positively impact
• performance and proactively address gaps.
• Balance the push and pull of performance management to teach others to self-assess.
• Deliver formal performance review conversations as summaries of previous coaching discussions.

Managing Change 

We live in a world of constant change which can be both exciting and stressful for a leader. This interactive session is designed to develop skills and provide tools for leaders to effectively help themselves and others navigate change. The workshop will introduce leaders on how to plan for change, how to humanize the change experience by focusing on the why, and how to drive clarity by detailing new expectations. Change is meaningful and yes, it’s also difficult. Leaders who are successful with change understand both.

Learning Objectives of this course:

• Enhance your understanding of a leader’s role in change.
• Recognize common reactions to change and strategies to address them.
• Learn techniques for managing yourself and building resiliency.
• Identify and apply tools to help manage others through change.

The Art of Giving and Receiving Feedback

Feedback is a cycle of communication that influences performance and engagement. Built on a foundation of trust, feedback can be a catalyst or an inhibitor. This session is designed to teach leaders the importance of giving feedback to others to help set them up for success as well as asking others for feedback to increase their self-awareness. Just as management can be divided into two elements (people and tasks), so too can feedback; it impacts results and relationships. This interactive class teaches practice techniques for giving and receiving both positive and constructive feedback.

Learning Objectives of this course:

• Identify the benefits of delivering feedback effectively, frequently, and empathetically.
• Understand the impact of timing and the value of using specific examples in feedback.
• Prepare for feedback by differentiating between the focus on last time and next time.
• Use the power of asking questions to check for understanding and teach others to self-assess.
• Manage reactions to receive feedback by expressing gratitude and allowing for time to reflect.

Managing Virtual Teams

More and more leaders are managing team members who are not co-located. This may be a blend of virtual versus in-person or a permanent structure. This presents different opportunities and challenges to managers. Whether you are new to leading a remote team or looking for new and proven techniques, this course will look at effective methods for building trust, flexibility, and accountability in your management practices. This interactive learning experience focuses on both the leadership behaviors and the technology/tools that make leaders productive.

Learning Objectives of this course:

• Understand the opportunities and challenges associated with managing virtual teams.
• Adapt performance management effectively in a virtual environment.
• Leverage tools and technology to drive clarity and productivity.
• Developing effective communication practices that drive trust, flexibility, and accountability.

True Colors of Communication

Words have an impact in terms of what is stated and how the words are delivered. The complexity of communication has a significant impact on how a leader builds culture, engagement, and even productivity. This highly interactive training session is designed to help participants communicate more effectively and improve relationships in the workplace. Using the PACE Color Palette model, participants learn about communication styles and how to recognize when to alter their own style of written and verbal communication to meet the communication needs of others.

Learning Objectives of this course:

• Use the PACE Color Palette to discover how communication preferences may impact relationships.
• Increase awareness of our communication strengths and blind spots.
• Create intentional moments to pause and reflect on how and why to shift your communication style.
• Develop a personal plan of action to apply PACE to your day-to-day communication with key audiences.

*Offered onsite only

Building Individual Development Plans

As organizations grow, each of us is challenged to do the same. Leaders play a significant role in the development of others by valuing them, supporting them, and even expecting them. Leaders who commit to developing others will find how it influences everything from who they hire, to how they coach. This interactive workshop creates a practical approach to building Individual Development Plans (IDPs). It meets employees where they are and designs a roadmap. The tools and techniques introduced in the training program all build off Exude’s IDP model of experience, exposure, and education.

Learning Objectives of this course:

• Define the key activities in an IDP including the connection to performance and career goals.
• Describe the advantages of developing from experience, exposure, and education.
• Practice writing IDP activities that have intentional outcomes linked to what and why.
• Balance the expectations associated with developing skills versus career development.
• Build a plan that improves your commitment to your team’s development.

Custom Training

Our Exude Human Capital consultants are also able to create custom content and training modules based on topics and key themes you want your learners to experience.