The Dynamic Leadership series is designed to help your employees gain the necessary skills to become an effective leader. The courses in this series are focused micro-courses covering key learning skills, including identifying
key leadership qualities, how to communicate vision and employee development planning.
These courses are recommended for: All employees
Coaching to Peak Performance
Coaching is one of the four styles of leadership. It’s most well known for helping develop the skills, mindset, or confidence needed to increase both skill and commitment to a task or goal. This skill focuses on the process
used to coach someone as well as the tact needed to truly make a shift in skill or paradigm for the individual being coached.
Why do you follow a leader? What gets you excited to work towards a common goal? A leader lacking vision that is clearly communicated can be the demise of a business. How do you ensure this doesn’t happen? What are the best
ways to communicate the vision and how do you ensure it’s aligned on and that your team is bought in. Doesn’t matter if its a business of 2 or 2000 employees, this is such a crucial skill.
Creating Buy In
This skill focuses on obtaining support and agreement from employees for a specific end goal, so that they want to achieve that goal themselves. Learn to how to get buy-in from employees to ensure they move the ball forward.
Creating a Performance Culture
A company is ultimately measured by its results and having a culture of performance and competition can help create that tension from within. A performance culture is one where hard work is celebrated and big challenges are
tackled while at the same time people are having fun with their work & feeling fulfilled in their professional lives. How do you create a team atmosphere where individual success is balanced with team success? Where have
you seen teams rally together to achieve both individual as well as team success?
How do you build trust with a team or employee? What are the key concepts to ensure you are earning and retaining their trust? Trust is a fundamental part of employee retention, but more important is being able to get strong
performance out of the employee or team.
What makes a meeting great? This skill helps to identify when a meeting is needed and the components that make it successful (i.e., structure, participants, content).
Employee Development Planning
It is important that each employee continues to receive development on their core skills. This skill is about laying out a clear development plan; including how to set it up and structure it to ensure the employee gets the
proper amount of development.
Key Leadership Qualities
This is an introductory course. It’s going to focus on the initial skills that make up strong qualities of a leader. So when you process through this, share what skills with brief descriptions help get people to leadership.
Talk about general best practices when being a leader. This is a general session so don’t feel the need to go to deep, focus more on the different elements.
Key Training Principles
To train someone effectively, don’t focus on what is being trained; focus on how to approach a training plan, how to facilitate a training, how to identify the key learning styles and how you ensure the training works.
This skill focuses on the frequency and layout of consistent leadership meetings. Clients will learn to schedule and organize meetings in a way that helps them lead their team to success. Clients will learn to create an effective
agenda, delegate meeting prep work effectively, and design a system to ensure that meetings work.
Leadership Through Learning Styles
Learn the different learning styles and how you may need to adapt in order to get the most out of your team and peers. You can train, you can delegate in order to move tasks and results forward. But the speed in which you can
implement with those within your team will go next level when mastering learning styles.
Year-end reviews do not need to be a painful experience. This skill is about completing a performance review with an employee or even a client. Whether it be 60 days, 1 year or 10 years, it’s all about creating a frequency
that makes sense. The focus of this skill should be how you encourage people to look forward to performance reviews, gain value from them and be a strong piece of the excellent culture provided within the organization.