WORKSHOPS

An investment in your employees is an investment in your organization

We believe that employees are the cornerstone of every organization.  Without motivated and dedicated employees no organization would thrive and grow.  The most successful organizations believe that investing in their employees is an investment in the organization. 

Our workshops are all customized to suit our clients' needs as each organization has its own unique culture and experience. We use a standard framework for all our workshops and build on them to make them applicable to your environment.  We find that this has a greater measure of success as delegates are able to envision the learning in a more practical way and increase their learning experience.

​We use assessments in all our workshops and often build on the next workshop from a previous session.  If delegates have completed an assessment previously (within a reasonable period of time), we would use those results within the next workshop.

Our workshops are practical and apply challenges that are experienced in the normal working day.  Workshops vary from half day to full day sessions. Some workshops can be combined for a longer session and others are stand alone. On certain topics we collaborate with subject matter experts to ensure you are getting the most up to date information.

 

We consult with a variety of organizations in varied industry sectors

- health authorities

- municipalities/counties

- construction

- family owned businesses

- universities/higher education

- not for profit

- small and medium sized organizations

The leadership principles are focused on three foundational areas of leadership, namely:

 

Leading self:    What the leader models in their person (intrinsic foundation and self-mastery);

 

Self Mastery:

  • Understanding Self and Others;

  • Emotional Intelligence;

  • Transitioning from TeamMate to the Manager

 

Leading change:  The direction the leader can give (work-role abilities)

 

Awareness and abilities:

  • Understanding Self and Others

  • Capitalizing on your Competencies;

  • Problem Solving and Decision Making;

  • Pessimism;

  • Strategic Prioritization.

 

Resilience:

  • Recognizing the Paths to Change;

  • Resilience and Why it Matters

 

Leading others:  The level of engagement and commitment the leader can get from others (interpersonal             skills and development practices)

 

Interpersonal effectiveness:

  • Coaching as a Manager and Difficult Conversations;

  • Building Relationships;

 

Growing others:

  • Prioritization and Time Management;

  • Delegation and Empowerment;

  • Communicating Expectations – Accountability;

  • Performance Evaluation.

 

We empower your potential, new and existing leaders to:

  • Think on their feet

  • Communicate more effectively

  • Build them up for success

LEADERSHIP DEVELOPMENT PROGRAM

THE NEW PARADIGM OF LEADERSHIP

The following are a series of workshops created for future, new and existing leaders to assist them with some of the challenges they may face in their leadership journey.

  • Each workshop is based on behaviour and builds on each other.  Using the training and the information from the PDA (Personal Development Analysis), delegates can identify their preferred behavioural styles and learn how to modify their behaviour when communicating with others.

  • Workshops are customized to the audience participating in the session.

  • Clients can select topics based on their immediate needs.

  • We will provide appropriate scenarios and information for the various levels or participants.

  • We can extract stand-alone workshops and courses from the Leadership Development Program when required.

  • All participants receive a pre-read to encourage the session to be as hands-on and practical as possible.

  • We recommend workshops to be once a month to ensure experiential learning.

 

All participants will receive a certificate for each module and a final certificate on completion of all modules.

 

MODULE 1

Each participant completes a PDA behavioural assessment - (Personal Development Analysis)

Understanding Self and Others:

This module teaches them the theory of behaviour, focusing on:

  • Effective Communication

  • Strengths and Development Areas

  • How to Modify Behaviour

  • Identifying Communication Styles in Others

  • Motivations

Participants will develop a Personal Action Plan to assist in their development plans.

This post-training learning for the day will reinforce personal goals, drive self-directed learning after the training, and reinforce behavioural development areas.

 

MODULE 2

We use information from the PDA assessment

Capitalizing on your Competencies:

This module focuses on:

  • Highlight competencies that are natural strengths.

  • Highlight competencies that may take more energy to complete.

 

MODULE 3

We reference information from the PDA assessment to help them understand why they may struggle with prioritization.

Prioritization and Time Management:

This module focuses on:

  • coping strategies to assist leaders in managing their time more effectively and prioritizing their tasks.

  • Participants are encouraged to practice prioritizing during the workshop and take away a practical application that they can implement.

  • We use the Priority Matrix to help structure their tasks.

 

MODULE 4

We reference information from the PDA assessment to help them understand why they may struggle with delegation.

Delegation and Empowerment:

This module focuses on:

  • Delegating more effectively

  • Developing action plans to recognize and address barriers to effective delegation.

  • Participants use the prioritization points from the previous module to assist with delegating tasks.

MODULE 5

We reference information from the PDA assessment to help them modify their behavioural style to the other individual.

Building Relationships:

Using the learning from the Communication module, this focuses on:

  • How to identify different behavioural styles to yours.

  • Tips and techniques on modifying your preferred approach to provide team members with the leadership style they may need/ prefer.

  • Understand your role in motivating team members and tips to support you.

 

MODULE 6

We reference information from the PDA assessment

Pessimism:

Using the learning from the Communication module, this focuses on:

  • Identifying team members that recognize the worst-case scenarios and their impact on the rest of the team.

  • Recognizing that they may not be comfortable communicating openly and could engage in back-room conversations, side-texting in Zoom calls.

  • Recognizing when to listen to a pessimist and when to help them move forward.

 

MODULE 7

We reference information from the PDA assessment to help them modify their behavioural style to the other individual.

Coaching as a Manager and Difficult Conversations:

Using the learning from the Communication module, this focuses on:

  • Effective communication using the coaching conversation.

  • How to have a difficult conversation.

  • The gift of open and honest feedback.

  • We provide tips on recognizing the person's communication style and adapting to it to a difficult conversation.

 

Module 8

We reference information from the PDA assessment to help understand how their behaviours impact their ability to accept and adapt to change.

Recognizing the Paths to Change:

This module focuses on:

  • Understand how people respond to change and why resilience is critical in today's world of work.

  • Change is inevitable; how we respond and manage it determines how we successfully and continually transition people through it.

  • Change can be complex, but with exemplary leadership, people will feel engaged and involved in initiating, supporting, leading, achieving, and thriving in an environment of continuous change.

  • We provide strategies using individual behaviours on how they are most likely to behave during times of change, recognize that in themselves, and support others struggling with change.

  • We use the Four Rooms of Change methodology in this module. 

 

Module 9

We recommend that each participant complete a Resilience assessment, but it is not essential for this module.

Resilience and Why it Matters:

This module focuses on:

  • Examine the factors that underlie personal resilience.

  • Identify and discuss ways to build individual and team resilience.

  • How to build resilience to adapt and respond to ongoing change.

  • We build on Recognizing Paths to Change in this module. 

 

Module 10

We reference information from the PDA assessment to help them understand how to leverage their strengths and identify their weaknesses when keeping teams accountable.

Communicating Expectations - Accountability:

This module focuses on:

  • How to keep your teams accountable.

  • Recognizing Above and Below the Line thinking.

  • What is your Accountability style?

  • "Leadership styles" and how to use them to hold others accountable - 'wait & see' vs' coerce & compel.'

We use the Steps to Accountability methodology in this module. 

Module 11

We reference information from the PDA assessment to help them recognized how their behaviours impact their problem solving and decision making.

Problem Solving and Decision Making:

This module focuses on:

  • Introducing Decision-Making Styles (DMS), based on PDA principles, and the strengths of each style;

  • Exploring different preferences for gathering information for decisions;

  • Identifying different biases and how they will influence decision-making;

  • Exploring the impact of how we filter information.

 

Module 12

Performance Evaluation:

This module focuses on:

  • How to set goals and objectives with your team.

  • Communicating expectations.

  • Identify factors that contribute to performance.

  • Identify gaps and training opportunities with team members to improve performance.

 

Module 13

Each participant completes an Emotional Intelligence assessment

Emotional Intelligence:

This module focuses on:

  • How well people understand and manage their own emotions.

  • How leaders apply emotional intelligence to engage others and understand the impact of behaviour and feelings on others.

  • How they use this knowledge to manage relationships.

 

We use the information from their Emotional Intelligence assessments to guide them during this module.

It is a more personal and reflective module.

 

Module 14

Transitioning from a Teammate to the Manager:

This module focuses on:

  • Applying learning from the past modules and use it in their new reality.

  • We provide practical scenarios and discussions to help guide this transition.

Module 15 

Strategic Prioritization:

This module focuses on:

  • Aligning the strategic plan for the team.

  • Highlighting top 3 priorities to focus on over the next 6 – 12 months.

  • Link required competencies to the priorities identifying gaps and development opportunities.

  • Highlight strengths within the team.

  • Mitigate risk and utilize existing talent more effectively.

  • The concept of lateral thinking helps groups make higher-quality decisions.

  • Implement this concept in all meetings as it keeps people focused and ensures an action plan at the end.

  • We use Edward de Bono's 6 Thinking Hats as a concept in this module.

 

Additional workshops on Resilience, Strategic Prioritization for Executives and additional topics can be created and customized focusing specifically on the challenges faced by your leaders.

 
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TESTIMONIALS

 

"Excellent, knowledgeable, enthusiastic, experienced, professional" - Entrepreneur

“Wonderful session!  Claudina was very engaging and held my attention for the duration of the day" leader from municipality

 

"Claudina was effective in rolling with the audience, modifying the agenda and meeting audience needs." leader from a construction company 

“Thank you Claudina, I learnt so much about my self and my team" delegate from a health group