Advanture
offers a range of leadership development modules designed to
help
mid-level managers:
1. Align individual and team goals with organizational
objectives
2. Build talent and maximize performance at all levels
3. Manage and lead proactive change
4. Execute organizational strategy
Modules can be offered in any combination and can be customized
according to your unique needs.
Advanture's unique whole person learning system combines intellectual,
emotional and social development to maximize business, personal
and interpersonal effectiveness. The Legacy modules link together
to form a foundational skill set for effective supervision,
management, and leadership. All modules are action-oriented
and results-based, offering skills and tools that provide both
"quick wins" and sustainable solutions for more complex
challenges. Participants also receive comprehensive
tool kits with self-assessment and development tools that will
be useful to participants as they progress through their careers.
Flexible Delivery Formats: Our program
content is available in the form of workshops, action
learning programs, consultation, and train-the-trainer formats,
and can be adapted for employees and leaders at all levels of
the organization.
Please contact us
to discuss how leadership development can help you achieve your
strategic business objectives.
Our most popular modules include:
Results
Based Leadership:
»
Strategic leadership:
driving the organization’s agenda
»
Supervision, management,
AND leadership
»
Hidden opportunities
for leadership in the everyday
»
Engaging employees’
hearts and minds
»
Building your leadership
value proposition and agenda
Building
Leaders at All Levels:
»
Building individual,
team, and organizational talent
»
Cultivation a culture
of initiative and accountability
»
Leveraging the lessons
of experience
»
Employee development
tools and techniques
»
Helping others build
their leadership brand and agenda
Leading
Change
»
Implementing initiatives
and making them stick
»
Why change initiatives
often fail
»
Different change
models for different situations
»
Metrics, first steps,
quick wins, and major milestones
»
Embedding change
in organizational culture
Managing
Transitions:
»
Helping people prepare
for & make the most of change
»
Dealing with the
three phases of “transition”
»
Enhancing buy-in
and commitment to change
»
Learning from resistance
to change
»
Dealing with non-stop
change
Creating
a Motivational Environment:
»
Employee motivation
and the bottom-line
»
Toxic (dysfunctional)
teams and organizations
»
Meaning making:
connecting employees to the vision
»
Building a high
performance culture
Motivating
Employees:
»
Employee motivation
strategies and techniques
»
Mobilizing employee
energy and commitment
»
Engaging employee
hearts & minds
»
Your core strengths
and leadership brand
Creating
a Motivational Environment:
»
Employee motivation
and the bottom-line
»
Toxic (dysfunctional)
teams and organizations
»
Meaning making:
connecting employees to the vision
»
Building a high
performance culture
Motivating
Employees:
»
Employee motivation
strategies and techniques
»
Mobilizing employee
energy and commitment
»
Engaging employee
hearts & minds
»
Your core strengths
and leadership brand
High
Performance Coaching:
»
Identifying the
highest leverage coaching opportunities
»
Coaching for skills,
values, attitude, and performance
»
Situational (developmental)
coaching
»
Using delegation
to build talent and add value
»
Building a culture
of coaching
Leadership
Transitions:
»
What you should
be doing at your leadership level
»
Preparing for the
next level of leadership
»
Just in time coaching:
coaching yourself and other through the key
leadership transitions
»
Building your organization’s
pipeline of talent
The
War for Talent:
»
Managing individual,
team, and organizational talent
»
Recruiting, developing,
and retaining talent
»
Orienting new employees
and new managers
»
Your “employee
value proposition”
Interviewing
and Hiring:
»
Hire for attitude,
train for skill
»
Fit for the job
and the culture
»
Behavioral-based
interviewing
»
How to see candidates
in action before hiring them
Building
and Leading Teams:
»
Aligning team goals
with organizational objectives
»
Team vision, strategy,
process, and culture
»
Performance management
for teams
»
Launching new teams
and re-energizing mature teams
Facilitating
Group Discussions:
»
What teams should
really be discussing
»
Facilitation strategy
and techniques
»
Leveraging participation
and diversity
»
Group decision analysis
and the big picture
Performance
Management:
»
The four pillars:
performance planning, feedback, evaluation,
and reward
»
The evaluation:
before, during, and after
»
New trends, alternatives,
and best practices
Situational
Leadership:
»
Diagnosis: how to
choose the right style
»
Flexibility: using
all four styles well
»
Contracting: getting
employee buy-in
»
Development: building
talent with all four styles
Stakeholder
Analysis:
»
How, why, and when
to facilitate a stakeholder analysis
»
Your role in creating
value for all key stakeholders
»
Metrics: balanced
scorecard
»
Managing the various
agendas, priorities,
and interests
Persuasion
and Influence:
»
The uses and abuses
of powerv 28 sources of power and influence
»
Influence strategy,
tactics, and action planning
»
Selling your ideas
& building a business case
Fostering
a Culture of Learning:
»
Strategic learning:
learning to help the business win
»
Fostering a culture
of learning: working the organizational levers
to build a learning organization
»
Leading by example:
your sphere of influence
Enhancing
Your Learning Capacity:
»
Results-based learning:
learning for results
»
Your learning profile:
leverage your strengths
»
Learning and changev
The leader as teacher
Time
& Priority Management:
»
Time wasters and
time savers
»
Being proactive
versus fire-fighting
»
Prioritizing projects
and action items
»
Identifying and
managing your priorities
Stress
Management & Work-Life Balance:
»
Managing and reducing
your stress
»
Work-life balance
and work-life integration
»
Project: (1) reduce
stress, (2) enhance quality of your relationships,
and (3) enrich your life
Value
Added Customer Service:
»
The employee-service-profit
chain
»
Creating and leveraging
value for customers
»
Hardwiring the voice
of the customer
»
Building and sustaining
a customer focused culture
Networking
& Relationship Management:
»
The five Ws of networking
»
Building and managing
relationship
»
Improving buy-in
from other teams
»
Integrity and adding
value
Goal
Setting and Metrics:
»
Metrics, value,
and accountability
»
Aligning goals with
organizational objectives
»
Metrics for soft
skills, values, attitude, and behavior
»
Tracking first
steps, quick wins, and major milestones
Managing
Defensiveness:
»
Understanding the
causes and symptoms
»
Managing your own
defensiveness
»
Dealing with defensiveness
in others
»
Pre-empting defensiveness
The rate of learning
by individuals, teams, and the company as a whole must
meet
or exceed the pace of change in the external environment (Michelle Darling)
An organization’s capacity to improve existing
skills and learn new ones is
the most defensible competitive advantage of all. (Gary Hamel and C.K. Prahalad)
People are the only long-term competitive advantage
and lifelong
learning is the only way to fully develop that advantage. (Richard Teerlink)
Experience is not what happens to you; it’s
what you do
with what happens to you. (Aldous Huxley)
Please contact
us to discuss how leadership development can help
you achieve your strategic business objectives.
»Copyright
2002 Advanture Consulting Corporation. All rights reserved.
