Leadership Training: How Leaders Drive Results by Having The Conversations That Matter

The Leadership Training Institute offers seminars that teach participants to confidently use proven methods of management leadership to lead people and help them plan, organize and control their work assignments. Workshop participants will also learn to use resources made available to them more effectively.

On-Site Classes: can be tailored to the needs of client organization and delivered on-site at time and location of client choice.

Seminar Objectives:

At the 90-day post-workshop assessment, participants will have:

Demonstrated (on the job) an understanding that the intuitive style of leadership (self-centered, directive) will only work in special circumstances and will have made noticeable improvement in working themselves toward a management leadership style (participatory, empowering)

Spent more time "leading and managing" and less time "doing"

Used the action planning process to plan and implement at least one important initiative that has a positive impact on business results

Used the decision-making technique on the job to arrive at sound decisions that have or will have a positive impact on business results

Demonstrated greater ability to function in teamwork situations

Developed and successfully used a system of control by exception

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Leadership Training: How Leaders Drive Results by Having The Conversations That Matter

“The single biggest problem in communication is the illusion that it has taken place” George Bernard Shaw

We all have relationships at work that aren’t working. This is not surprising, given how the pressure of time and need for results can cause people to have impact they don’t intend. What is surprising, however, is the lack of skill and ability most people have to deal with the relationships that aren’t working.

Leaders want to make their relationships work, they want to give performance reviews that make a difference, they want to give informal feedback that improves clarity and performance, and they want to be better leaders. Most, unfortunately, are just not sure where to begin.

The Three Conversations of Leadership provides leaders with the tools and strategies needed to build effective relationships at work. Not only to deal with the relationships at risk that keep them up at night but to grow the kind of robust relationships that drive great results.

Leadership skills needed to more effectively:

Give honest and candid feedback

Hold people accountable

Deliver bad news

Engage people when rolling out change; and,

Speak truth when there is tension and conflict

The Three Conversations of Leadership - Managing Emotions in the Conversation

The key to having effective conversations is to manage the emotions that are at work for both people in the conversation. The Three Conversations of Leadership sheds light on what emotions might be driving behavior for both people and helps leaders effectively manage their emotions in order to communicate more effectively.

Learning Outcomes

Participants will:

Understand the three conversations of leadership the daily, the difficult and the courageous.

Be able to build relationships based on trust and respect that comes with having effective Daily Conversations.

Learn and practice techniques for having Difficult Conversations:

Giving honest and candid feedback without leaving the other person feeling “beaten up”

Holding people accountable in an engaging way

Giving bad news or saying “no” in a way that ensures the person still feels valued n Begin to learn the Art of Courageous Conversations: techniques to speak your truth when there is tension and conflict that is impacting an important relationship.

The Three Conversations of Leadership gives leaders new insight into what is getting in the way of their most important work – and personal – relationships. It provides them with leadership tools to more effectively have the conversations that matter and drive results. Leaders will also find peace of mind because they are finally dealing with issues they know they need to deal with.

Source: Bill Benjamin link

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