Included in most Front Line Leadership training programs. Can be customized to your needs.
Expectations of a Front Line Leader
The leader’s role in achieving the desired results while maximizing employee involvement.
Your role in the organization’s leadership team – why leaders often feel caught in the middle between management expectations and the needs of front line employees.
Why you should own your message with your team instead of blaming HR or Senior Management.
How to be consciously competent in your leadership role.
Leading by Example
The shortage of great leaders.
Characteristics of leaders, including a self-assessment of your leadership effectiveness.
Getting feedback from your team on your leadership approach.
How to lead by example.
The impact of leadership style on productivity and employee satisfaction.
Creating a vision for your team to be more productive and less reactive.
Avoiding the leadership trap by getting employees to think for themselves and be accountable.
Balancing leadership and friendship.
Motivating and Engaging Employees
Reflecting on when you were the most motivated and whether you are providing these opportunities to your team.
How your beliefs about others influences their behavior and performance.
How workgroup behavior and performance are a reflection of the leader.
Reasons employees don’t perform and how to correct and prevent them.
Motivating factors: The three most important actions a leader can do to create a motivational climate.
Different types of motivation – fear, incentive and attitude.
Thinking before you speak – what you want to communicate.
The impact of what you say, how you say it and your body language.
How to be more persuasive and influential.
How to improve communication with fellow leaders.
How to communicate with your manager.
Improving your listening skills.
How to prepare for and conduct a challenging conversation.
Why, as the leader, you need to buy into change first.
Understanding resistance to change and how to overcome it.
How change can be a positive motivator.
How to simplify the change, encourage the team and make it easier to change.
Correcting Unacceptable Behavior and Performance
Understanding your role in the coaching, confronting and correcting process.
Why it is important to say something when you see something.
How to comment on a performance, safety or quality issue.
How to address difficult situations and unacceptable behaviors.
When to involve your supervisor or manager.
Empowerment, Accountability and Training
Why most employees rely on their leader to make every decision, answer every question and solve every problem instead of being more self-sufficient.
How to get employees to take ownership of their work by clarifying expectations and applying positive and corrective consequences.
Six steps to more effective on-the-job training.
Recognizing that conflict is necessary and expected when implementing change.
Understanding that conflict, change and continuous improvement often co-exist.
Understanding you own conflict style and recognizing that different situations may require a different approach.
Remaining constructive when dealing with passive or aggressive employees and peers.
How to mediate conflict between two employees
Depending on your needs, these leadership topics can either be included or excluded. Or consider these topics for future training sessions.
Leadership Style Inventory
A comprehensive self-assessment (360 also available) to determine how constructive, passive or aggressive you are as a leader
Quantify whether you are too tough or too easy on your team and how to be more constructive in your approach
Develop an action plan to transition from defensive behavior to being a constructive leader
Personal and Career Success
Taking ownership of, and thinking about your own goals and personal development
Positioning yourself to be more effective in your current role
Preparing for future advancement and promotion
How to achieve greater personal fulfillment
The importance of providing regular performance feedback
Conducting an effective performance review
Using a performance conversation to lift the performance of each team member
How to give regular coaching and corrective feedback
Problem Solving and Decision Making
Understanding the advantages of using a team-based approach to problem solving
Most problem solving is actually symptom-solving because it fails to address the root cause
Defining the problem: A clear understanding of what the problem is can go a long way to solving it
Problem solving tools
Evaluating multiple options and deciding on the best course of action based on benefits and risk
Pit Crew Challenge
This premium experiential program uses a real NASCAR race car to drive home learning points in an unforgetable experience
Participants learn crucial lessons on teamwork, listening to the customer, de-siloing, coaching and more
Participants are grouped into teams of five to seven, change four tires on a race car under the clock and benchmark their time and improve it
This exercise requires additional investment and logistics needs - discuss how it can enhance your program
Building a Winning Team
The power of teamwork
Combining problem solving and team building, this session uses a survival simulation to teach how to extract maximum contribution from each person and achieve the best possible solution to problems and decision making
MAXIMIZE THE IMPACT - See how we ensure your team applies their learning