Organizations realize that global competition means building their internal capacity of Human Resources in a way to be able to manage to mean, build consensus, dissolve conflicts, build ownership, and finally compose a team that is capable of transforming the entire organization.
When you finish this workshop you will be able to:
Master the use of the supervisory and middle management tools necessary to build oneself and the assigned teams in order for all to reach their full potential.
What you will cover:
Level (I) – Management of Individual Performance:
- My True Colors assessment (my preference in thinking & behaving)
- Leadership traits, roles, competencies & transformation
- The leadership challenge & its five competencies
- Leading by example and the art of caring leadership
- Encouraging the heart & its seven principles
- The delegation process
- Motivation & job satisfies
Level (II) – Management of Individual Performance (Cont.):
- Performance Management: goal setting, process, and feedback
- Coaching & counseling
- Recognizing & rewarding high performance
- Accountability that works
- Guiding Employees Career Development
- Time & stress management
- The Southwest Airlines Story as a “Role-Model” Organization
- The Leader-Shift & the five lessons for leaders in the 21st century
Level (III) – Management of Team Performance:
- Perspectives on human behavior, conflicts and false consensus in groups
- The desert survival and the Blue/Green simulations
- My Thomas-Kilmann conflict code (my assertiveness & cooperativeness)
- The Abilene Paradox & the Groupthink phenomenon
- The magic of WE concept, skills, and principles
- Team problem solving & decision making
- Quality Management: improving a work process
- Developing & running productive meetings
Level (IV) – Management of Organizational Performance:
- Productivity, quality, and project management
- Analysis for and measurement of productivity using the productivity index
- Measuring quality using the Deming Criteria and its application organizationally
- Introduction to the Sterling Model of organizational system
- Communication for productivity, quality, and the use of the Pygmalion effect
- The emotionally and socially intelligent leader
Who should attend:
Current operational supervisors, managers, or high potential pools that the organization seeks future opportunities for them and is building them to transform the organization.
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