Learning Objective: Embracing the core commitments of an effective people-leader

• Personal Growth for Managers | Key learning: Developing a growth mindset 

• The Morale Mandate | Key learning: Recognizing leadership’s role in creating and maintaining morale 

• The Top 15 Management Skills | Key learning: Identifying key people-management “deliverables” 

• Show Caring and Respect | Key learning: Demonstrating to employees that you have their best interests at heart 

• Grow Your Adaptive Skills | Key learning: Developing emotional intelligence and listening so people feel heard 

• Manage Your Power Differential | Key learning: Maximizing approachability and receiving feedback nondefensively

Learning Objective: Learning systemic solutions that improve workplace culture using the four levels of the Waterline Model

• Single-Point Accountability | Key learning: Understanding “systems” using an example of single-point accountability

• Clear Expectations (The Personal Success Plan) | Key learning: Establishing clear and collaborative expectations with employees

• Accountability Defined | Key learning: Differentiating proactive accountability from simply addressing poor performance

• One-on-Ones | Key learning: Building trust and connection through regular, scheduled one-on-ones

• Lines of Communication | Key learning: Managing healthy communication channels

• By-Whens | Key learning: Committing to reliability and follow-through

• The Art of Giving Feedback | Key learning: Giving feedback clearly, compassionately, and effectively

Learning Objective: Building trust and respect through understanding our behavior styles

• The Four Spectrums of Human Behavior | Key learning: Appreciating our diverse behavioral expressions

• Discovering Your Behavior Style(s) | Key learning: Identifying your own combination of styles

• What’s Your Vibe? | Key learning: Gaining a working understanding of the four styles and how we impact others

• Morale, Meetings, and Managers | Key learning: Exploring each style's basic wants, needs, and expectations

• Building Trust and Respect | Key learning: Discovering ways to help others show up as their best selves

• Your Growth Opportunities | Key learning: Committing to three customized learning and growth strategies

Learning Objective: Mastering the art of holding employees accountable while maintaining trust and respect

• Navigating Organizational Concerns | Key learning: Learning to select from five key manager responses 

• The Eight Keys to Effective Performance Management | Key learning: Balancing accountability with supportive leadership 

• Progressive Conversations | Key learning: Practicing the art of challenging conversations 

• Staying Connected Relationally (C.A.R.E.) | Key learning: Maintaining curiosity and empathy in your corrective conversations 

• Dealing with Challenging Responses | Key learning: Navigating defensiveness and resistance while fostering trust

Learning Objective: Maximizing employee engagement through meeting five core needs

• Your Brain on Workplace Culture | Key learning: Understanding the biology of employee engagement

• Recognition and Appreciation | Key learning: Effectively validating employees' contributions, value, and worth 

• Information Distribution | Key learning: Building communication channels that reduce uncertainty and increase trust 

• The Outcome-Based Mindset | Key learning: Adjusting our mindset toward employee autonomy 

• Decision-Making Styles | Key learning: Using “smart autonomy” to situationally adapt our decision-making approach 

• Creating Connection at Work | Key learning: Incorporating the three-part strategy for building workplace community 

• Triangulation in the Workplace | Key learning: Reducing workplace triangulation and free-floating negativity 

• Effective and Enjoyable Meetings | Key learning: Facilitating meetings that maximize effectiveness and engagement 

• Actual and Perceived Favoritism | Key learning: Establishing a culture of fairness and belonging

Key Objective: Creating a sustainable leadership development plan

• Avoiding the “Flavor-of-the-Year” Syndrome | Key learning: Embedding leadership skills into an organization's culture 

• Why Change is Hard | Key learning: Understanding the dynamics of homeostasis and resistance

• Sponsorship | Key learning: Establishing and maintaining leadership’s commitment to change 

• Making Change Sticky | Key learning: Committing to the four R’s of change: Resolve, Require, Remind, and Review

• Sustainability Group Project | Key learning: Designing a leadership skills sustainability plan for your organization