Polarity Thinking: A Powerful Tool for Increasing Leadership Capacity
Session Description One of the key qualities of higher capacity in leaders is both/and, integrative thinking. This practical, hands-on workshop will introduce you to polarity mapping, the most effective way to actively build this capacity. Most leadership trainings focus on acquisition of leadership competencies rather than an increase in actual leadership capacity. Leadership capacity is the ability to think and act more effectively in times of increasing VUCA (volatility, uncertainty, complexity, ambiguity) and rapid change. See this short summary for more details on this vital but little-understood distinction: Leadership Development is About Capacity, Not Just Competencies (trainingindustry.com) or this longer article for a deeper dive into this topic: Leadership Development — It’s About Capacity, Not Just Competencies | by Clear Impact Consulting Group | Medium. This training session will highlight the power of Polarity Thinking (both/and rather than either/or) to build sustainable collective and individual capacity. Learning ObjectivesUnderstanding the concept of leadership capacity - the ability to think and act more effectively in times of increasing volatility, uncertainty, complexity, ambiguity (VUCA) and rapid changeUnderstanding how both/and, integrative thinking is a critical component for dealing more effectively with complex leadership challengesLearning, practicing, and applying the tool of polarity mapping, first in small groups and then individuallyBuilding a reflective practice to apply back in the workplace MethodologyEngaging presentation with rich dialoguePractice at the full-group, small-group and, then, individual levelsIndividual reflection, application, and development of an action plan Target Audience Leaders at all levelsHigh-potential individual contributorsProject/program managers
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Coaching Skills for Leaders
Session Description: Some individuals are leadership coaches; they are the noun. Others in leadership need to understand how to use coaching skills; they need the verb. This session provides key insights into how leaders can add coaching methodologies to their toolkit to create better employee engagement and performance improvement. As leaders learn new ways to coach and adopt frameworks to create awareness with those they are leading, they will also personally develop in their leadership approach. Learning Objectives: Understanding the distinctions between leading, coaching, advising, consulting, and mentoringLearning key coaching moves that include questions, assessments, and listeningIdentifying how different stages of adult development require different leader interactionsMethodology: LectureIndividual activitiesQuestion and answer Target Audience: Leaders at all levelsHigh-potential individual contributorsProject/Program managers
Discover Your Signature Talents with the StrengthsFinder
Session Description The StrengthsFinder assessment is a tool that is designed to allow individuals to discover their signature talents—natural ways of thinking, believing or feeling that are innate to each of us. We all possess talents in different degrees, and by leveraging our talents with knowledge, skill, and partnerships, we’re able to turn talents into strengths. Using our strengths in our day-to-day working life directly contributes to a more productive work experience and a better team environment. This session is designed to introduce the individual to their signature talents and how they impact their performance, learn the talents of their peers and how they can work together to drive results.Learning ObjectivesLearn personal strengthsUnderstand how to leverage your strengths in your work and with your teamDevelop an action plan to take this knowledge into your day-to-day activitiesMethodology Self-assessment LectureDiscussionParticipants will engage in individual and group activities, such as self-reflection, table group discussionsTarget Audience Leaders and employees at all levels
Managing Managers
Session Description Some of the basic principles of performance management apply to managers. The difference is what aspects of their performance you are trying to measure and develop. When you were a manager you needed to set clear goals, provide feedback, and lead team culture. Now you need to coach your managers to do the same. Managing managers is an art. Learn the best ways to develop and coach your managers into superstars like you. Learning ObjectivesUnderstand and implement coaching techniquesUnderstand and plan behavior modelingUnderstand and use manager management conversationsBuild manager management plans MethodologyLectureDiscussion Target Audience Leaders at all levelsProject/program managers