Leadership Courses

Change can be daunting and unexpected. Learn to anticipate that change will happen and react with agility when it does. This proactive approach to change will boost your momentum and propel you to even further heights.

Helps leaders:

• Understand how uncertainty can manifest differently and impact our reaction towards change.
• Learn how to apply characteristics of agility to adapt and accelerate in times of change.
• Commit to first steps in shifting their mindset and behaviors to anticipate change.

Competencies developed:

• Adaptability

Microcourses are exclusively available with a leadership development subscription.

Decades of research shows that engaged employees positively impact teams, and produce better business outcomes. But, a one-size-fits all strategy to retaining talent isn’t suitable. Leaders need to take a proactive and personalized approach. This means conducting frequent conversations to learn what is uniquely important to each person’s job satisfaction, spotting the early warning signs of disengagement, and taking action to maximize opportunities for engagement at work. This course empowers leaders to use simple, practical behaviors to engage individuals, everyday whilst keeping an eye on early warning signs of disengagement. Leaders learn to apply a three factor model and initiate conversations to drive higher levels of engagement and retention.

Helps leaders:

• Recognize the positive business impact of engaged employees.
• Understand the leader’s critical role in engaging and retaining talent.
• Discover practical leadership behaviors that can influence engagement every day.
• Determine how to apply three factors that drive higher levels of engagement and retention.
• Recognize early warning signs of disengagement.
• Conduct conversations to learn how well their job and environment address what matters most to them at work.
• Initiate retention conversations and take proactive steps to retain valuable talent.

Competencies developed:

• Inspiring Others

Interested in delivering this course? Ask us about our facilitator certification options.

There is beauty and power in feedback, but fear can hold people back. Turn that fear into fuel for growth by learning effective, memorable ways to seek, give, and receive feedback. The result? Feedback that is both practical and meaningful. This course provides techniques and tools that empower people to participate equally and listen actively during each feedback moment. These collaborative feedback conversations can change behavior, unleash growth, and enable your workplace to thrive.

Helps individuals:

• Recognize the importance of feedback and listening to your development and success and that of others.
• Identify why it can be hard to give and receive feedback.
• Practice active listening to encourage collaboration and discovery.
• Use interaction skills and a feedback approach to give meaningful feedback.
• Use tools and techniques that encourage receptivity to developmental feedback.

Competencies developed:

• Coaching
• Communication
• Leveraging Feedback

Interested in delivering this course? Ask us about our facilitator certification options.

Bias and assumptions in the workplace are often unavoidable, but mitigating their effects is the key to equity. For leaders, this means practicing behaviors to increase fairness in delegation and support individual growth with high-profile and high-impact work.

Helps leaders:

• Build awareness to common biases and personal tendencies related to delegation.
• Understand the importance of assigning tasks in a way that increases fairness and equal career growth.
• Introduce practical tools and behaviors that will help intentionally delegate and mitigate bias.
• Gain an understanding of the difference between high and low impact and visibility tasks.

Competencies developed:

• Creating an Inclusive Environment
• Delegation and Empowerment

Interested in delivering this course? Ask us about our facilitator certification options.

The wide range of experiences, work styles, and preferences in diverse teams frequently leads to new ideas and innovative breakthroughs. But diverse teams are also more susceptible to the effects of misunderstandings and biases. If left unchecked, they can escalate to unproductive conflict and cause damage to working relationships. Uncover the inclusive steps a leader can take to engage those involved in cultural conflicts in a participative process that promotes discovery and fair conflict resolution.

Helps leaders:

• Understand their role in resolving cultural conflict.
• Promote discovery of and challenge the mental barriers that block conflict from being resolved.​
• Identify inclusive steps they can take to guide fair resolution.

Competencies developed:

• Creating an Inclusive Environment
• Resolving Conflict

Imposter syndrome is the belief that one is not qualified enough, not smart enough, not experienced enough, not...enough. It can be particularly prevalent in new leaders. When imposter syndrome is left to run free, it can not only be damaging to a leader's mental health and well-being, but it can have an impact on job performance and team culture. This microcourse will define the concept, discuss why and how it manifests for new leaders, and provide some best practices and reflections for taking control of the impulse.

Helps leaders:

• Build an awareness of the causes and characteristics of imposter syndrome as it manifests in new leaders.
• Reflect on the ways in which imposter syndrome has or may personally manifest.
• Learn how to take control of new leader imposter syndrome to harness the mindset's potential power.

Competencies developed:

• Stress Tolerance

Microcourses are exclusively available with a leadership development subscription.

This course helps individuals accelerate the decision-making process, yet still make quality decisions in fast-paced environments with limited time and information. It also teaches them to identify their own and others’ decision-making tendencies and understand how to balance them in situations requiring accelerated decisions.

Helps individuals:

• More quickly evaluate possible solutions and make high-quality decisions when time is limited.
• Determine when an accelerated decision is appropriate and when a more analytical approach is needed.
• Accelerate the decisions they make.
• Use a consistent approach when facing rushed decisions in your organization.

This course builds leaders’ skills in handling chronic performance problems. They learn how to document and present a solid case for needed improvement and use effective interaction skills. Leaders identify the steps to take after the performance problem discussion to provide ongoing feedback and support, and determine if it is necessary to impose formal consequences.

Helps leaders:

• Effectively address poor performance in a firm, fair, and consistent manner.
• Minimize the impact of chronic performance problems on people, productivity, and profitability.
• Provide problem performers with a clear understanding of what they must do to improve and the consequences of failing to do so.
• Encourage people to take ownership of, and be accountable for, improving their work performance.

Competencies developed:

• Coaching
• Influencing

Interested in delivering this course? Ask us about our facilitator certification options.

Learn simple problem-solving steps to handle poor work habits on your team. Then, dive into realistic scenarios for practice. Expert coaches provide advice on how to make positive habits stick.

Helps individuals:

• Strengthen their approach to handling employees with poor work habits. 
• Avoid common pitfalls.
• Gain practical advice on how to problem-solve with employees to turn poor habits around.
• Prepare for their next challenge using the Work Habits Planner.

Competencies developed:

• Coaching
• Influencing

Microcourses are exclusively available with a leadership development subscription.

In this course, participants will learn four advanced coaching techniques that develop proficiency in using the Interaction Essentials in challenging situations. Leaders learn to ask powerful and insightful questions and how to drive higher levels of employee engagement through appreciation.

Helps leaders:

• Increase the agility and impact of their coaching.
• Make the most of each coaching opportunity.
• Provide input to help team members gain timely insights into their work.
• Enhance the confidence and competence of their staff on an ongoing basis.
• Build an engaged workforce that feels challenged and valued.

The velocity of work, the diversity of ideas and people, and the rapid flow of information make it increasingly difficult to get groups to agree and commit to action. Leveraging a structured, systematic approach that involves each person will help bring people to consensus and make high-quality decisions that everyone is committed to carrying out.

Helps individuals:

• Use a set of tools and techniques for reaching agreement that will help them make decisions with their group that everyone is committed to supporting and carrying out.
• Select the best consensus-building techniques based on the situation and the type of decision their group needs to make.
• Lead groups to more effective decisions—more efficiently and effectively.

A healthy work environment is built on trust. Leaders who appropriately disclose feelings and share information are at the core of this trust. This course focuses on the ways to build an atmosphere of trust based on authenticity and transparency.

Helps leaders: 

• Build trust by creating an environment of authenticity and transparency.
• Strike a balance when sharing information or revealing their authentic self.
• Recognize how the brain reacts to lack of information and uncertainty in contrast to authenticity and transparency.

Competencies developed:

• Creating a Culture of Trust
• Building Self-Insight
• Emotional Intelligence Essentials
• Managing Relationships
• Influencing

Microcourses are exclusively available with a leadership development subscription.

Business savvy leaders use economic, financial, market, and industry insights to improve their own, their team’s, and their organization’s results. But few people are born with this ability. It’s the result of experience and knowledge—and you can build both.

Helps leaders:

• Recognize the importance of being business savvy.
• Understand basic business functions.
• Practice using a tool to identify, organize, and leverage business-related data.
• Get tips for building business savvy.

Competencies developed:

• Business Acumen

Microcourses are exclusively available with a leadership development subscription.

Learn how to manage customer interactions, raise customer satisfaction, and take the HEAT. 

• Be introduced to a model to help them respond to dissatisfied customers in a way that addresses needs and builds loyalty.
• Learn to diffuse situations so they can address the problem and stop the frustration from gaining momentum.

Competencies developed:

• Building Customer Relationships
• Customer Focus

Microcourses are exclusively available with a leadership development subscription.

Adversity, change, turbulence, and uncertainty can be part of any given day. While we successfully navigate most challenges, others require greater resilience—the ability to cope with stress and adversity. Resilience keeps us from feeling stuck. Key personality traits and skills can raise our resilience, and power us through even the most challenging times. 

Helps individuals:

• Learn how individual traits and skills affect resilience. 
• Discover methods to manage tendencies and strengthen skills.
• Consider which mindset obstacles and personal biases are interfering with resilience.
• Create a 60-day plan for boosting resilience.

Competencies developed:

• Building Partnerships
• Decision Making
• Driving Innovation

Microcourses are exclusively available with a leadership development subscription.

Strong business partnerships – both inside and outside the organization – help leaders to forge alliances. They help leaders accomplish goals that they couldn’t accomplish alone. This course guides leaders on how to identify, build, maintain, and evaluate partnerships.

Helps leaders:

• Discover what information is needed from a partner and who can provide it.
• Learn methods to initiate and build partnerships.
• Receive tips on how to ask for help.
• Learn how to provide partners with ongoing, mutual support.
• Get advice on how to monitor and evaluate partnerships over time.

Competencies developed:

• Building Networks
• Building Partnerships

Microcourses are exclusively available with a leadership development subscription.

Attracting and landing the best candidates is a competitive advantage for an organization. When interviewers establish a human connection, candidates have a more positive impression of the job and organization. To make that connection in a virtual setting, interviewers must be especially aware of their words and actions and make an extra effort to build rapport.

Helps individuals: 

• Understand how helping candidates feel at ease can land top job seekers and benefit the organization.
• Learn ways to create a welcoming virtual environment.
• Use interaction skills to build a human connection with candidates.

Competencies developed:

• Building Partnerships
• Earning Trust
• Selecting Talent

Microcourses are exclusively available with a leadership development subscription.

Your effectiveness as a leader depends on the relationships you build with the people who report to you. Watch a leader discover her misconceptions about what makes others feel valued. The story unfolds to explain the brain's alert system for detecting a lack of acceptance and how you can apply the most important skill for demonstrating respect.

Helps leaders:

• Understand the neuroscience behind our personal need to feel valued.
• Describe common misconceptions about valuing and respecting others.
• Apply the best skill for meeting our need to feel valued.

Competencies developed:

• Building Networks
• Building Partnerships

Although you can see how others' behavior affects trust in the organization, you might not recognize how your own behavior influences trust. Building trust is a gradual process, one interaction at a time. But it takes only a single action to break trust.

Helps individuals:

• Foster a work environment that encourages people to act with integrity.
• Create and protect a high-trust environment by setting an example.
• Reward others for demonstrating behaviors that cultivate trust.

Competencies developed:

• Creating a Culture of Trust
• Managing Relationships
• Emotional Intelligence Essentials

Microcourses are exclusively available with a leadership development subscription.

Successful, productive partnerships don't just happen. They require planning and ongoing maintenance. Having a well-thought-out partnership plan enables partners to communicate openly, relay important information, and identify and address areas that need improvement. This course focuses on the concepts of partnership and allyship as well as the strategies you can use to uplift your relationships at work.

Helps individuals:

• Recognize what constitutes a true partnership.
• Build mentorship and allyship relationships to empower and uplift others.
• Address challenges that can cause your partnerships to veer off course.
• Accomplish what you set out to do with your partners.
• Form lasting partnerships with people inside and outside the organization.

Competencies developed:

• Building Partnerships
• Managing Relationships
• Positive Approach

Microcourses are exclusively available with a leadership development subscription.

Leaders are introduced to the Identify, Engage, Advocate framework for inclusive action. Through a series of activities they learn the behaviors leader allies need to create an environment of psychological safety and an equitable workplace.

Helps leaders:

• Recognize the exclusionary behaviors happening around you and within your team and take action to counter them. 
• Develop everyday inclusive leadership habits using a memorable framework of three inclusive practices—Identify, Engage, and Advocate. 
• Model inclusive behaviors in a way that encourages your team members to embrace and practice these behaviors with others.  
• Build and nurture a psychologically safe environment where each person can participate freely, be themselves, and experience success. 

Competencies developed:

• Creating a Culture of Trust
• Creating an Inclusive Environment

Microcourses are exclusively available with a leadership development subscription.

This course introduces Trust Builders, actions leaders can take to build and sustain trusting relationships, as well as common Trust Breakers that can erode or quickly break trust. Applying these skills to build trusting relationships enables people to take risks, identify and solve problems, and collaborate to achieve business results.

Helps leaders:

• Recognize how trust in the workplace affects business results.
• Analyze their role in building and sustaining trust.
• Identify common workplace behaviors that can build, sustain, or break trust.
• Demonstrate behaviors that show they trust others, as well as give people the confidence to trust them.
• Use interaction skills to foster open communication, build and maintain trusting relationships, and repair damaged ones.

Competencies developed:

• Authenticity
• Creating a Culture of Trust
• Earning Trust

Interested in delivering this course? Ask us about our facilitator certification options.

Creating, maintaining, and retaining a high-performing workforce helps organizations remain competitive. This course focuses on the ways career coaching can develop employees by exploring the options and opportunities available to them.

Helps individuals:

• Recognize the importance of following the Key Principles to meet personal needs during a career conversation.
• Recognize the role of understanding goals, aspirations, and motivations in creating a career plan.
• Follow a career coaching conversation model to ensure effective career coaching.

Competencies developed:

• Coaching
• Developing Others
• Inspiring Others
• Emotional Intelligence Essentials

Microcourses are exclusively available with a leadership development subscription.

No matter where you are in the world, women outnumber men in the workplace, or soon will. Gender research indicates that it's not a skills issue; it’s a confidence issue. And confidence is tightly connected to the perception of competence, often determined by what you say and how you say it, and the impression that leaves.

Helps leaders:

• Reveal immediate actions they can take to raise confidence to a higher level.

Not all coaching situations are easy to navigate, especially when you’re a new leader. Read a challenging scenario and think about how you might handle the situation. Then, hear advice from a DDI coach who has been there about how to handle the challenge and avoid common mistakes.

Helps leaders:

• Think through a challenging coaching scenario.
• Get tips from a coach and how they would handle that situation.
• Learn how to avoid common first-time mistakes.
• See examples of how coaches plan for the coaching conversation.

Competencies developed:

• Coaching
• Coaching & Developing Others

Microcourses are exclusively available with a leadership development subscription.

By helping learners understand the importance of three coaching techniques and how to effectively handle both proactive and reactive coaching discussions, this course helps leaders have more effective and efficient interactions.

Helps leaders:

• Encourage people to take ownership of, and be accountable for, their work performance.
• Create a work environment where people are comfortable taking on the risks associated with new responsibilities.
• Boost morale, improve productivity, and increase profitability by coaching for peak performance in each person.
• Manage work performance issues in a fair, consistent manner.

Competencies developed:

• Coaching
• Coaching & Developing Others

Coaching is not only focused on career or performance. There are aspects in team members that leaders may not see. Using whole person coaching helps leaders meet the needs beyond the surface. Leaders will learn how to use the ACE coaching model and how it aligns with the Interaction Essentials^SM to meet the needs of a whole person.

Helps leaders:

• Understand whole person coaching and the importance of incorporating it at work.
• Analyze how to meet the needs of the whole person.  
• Practice applying coaching behaviors to meet the needs of team members.

Competencies developed:

• Coaching
• Coaching & Developing Others

Microcourses are exclusively available with a leadership development subscription.

In this course, leaders recognize the benefits of a growth mindset, and the insight tool measures their general orientation to how they view other’s potential to grow. They learn and practice a practical approach to coaching in the moment, in any situation.

Helps leaders:

• Recognize and nurture the potential within others to grow and change.
• Build a coaching relationship based on trust.
• Guide, inspire, support, and empower in the moment.
• Ask questions, connect at a human level, and energize into action.

Competencies developed:

• Coaching
• Coaching & Developing Others

Interested in delivering this course? Ask us about our facilitator certification options.

You inspire, motivate, and influence team members every day to reach business goals. Learn three tips on making the most of your communications to maintain your consistent and authentic brand.

Helps leaders:

• Recognize how they communicate is as important as what they communicate.
• Adapt their communication style to connect more effectively.
• Craft communications to positively impact individuals, teams, organizations, and their own leadership brand.

Competencies developed:

• Building Partnerships
• Communication
• Emotional Intelligence Essentials
• Managing Relationships

Microcourses are exclusively available with a leadership development subscription.

Many conversations occur through email, conference call, team collaboration apps, instant messaging, or other digitally-enabled formats. We communicate with greater speed and efficiency than ever before, but it’s easy to be misunderstood, or for messages to have unintended, negative consequences. This course provides tips and tools to make sure virtual communications are clear and effective.

Helps leaders:

• Be reminded of the fundamental elements of communication.
• Evaluate their understanding of effective communications practices.  
• Discover methods for improving the clarity and receptivity of messages delivered virtually.
• Receive a wealth of actionable tips for improving communications across a variety of modalities (email, conference calls, etc.).

Competencies developed:

• Building Partnerships
• Communication
• Emotional Intelligence Essentials
• Managing Relationships

Microcourses are exclusively available with a leadership development subscription.

This foundation course for most Interaction Management^® courses helps leaders communicate effectively so they can spark action in others. The course teaches leaders the Interaction Essentials they need to handle the variety of challenges and opportunities they encounter every day in the workplace and beyond.

Helps leaders:

• Achieve results through others by building strong interpersonal relationships.
• Plan for successful interactions with team members─in person and virtually.
• Provide meaningful, supportive feedback that motivates team members and helps individuals improve their performance.
• Impact business outcomes by consistently meeting the personal and practical needs of others.

Competencies developed:

• Building Partnerships
• Communication
• Emotional Intelligence Essentials
• Managing Relationships

This course highlights to leaders that engaging the “head”—the business outcome of the conversation—is just as critical as recognizing and addressing the “heart”—people’s feelings such as being respected or appreciated. Leaders will recognize the role of emotional intelligence in success as a leader as they develop foundational leadership skills that apply to the wide range of workplace situations they must handle.

Helps leaders:

• Conduct conversations that achieve the intended business goals.
• Communicate and respond in ways that meet the unique personal needs of team members and others.
• Recognize and react to emotions (their own and others’) present in work situations.
• Use a technique to provide meaningful, supportive feedback.

Competencies developed:

• Building Partnerships
• Communication
• Emotional Intelligence Essentials
• Managing Relationships

Interested in delivering this course? Ask us about our facilitator certification options.

This course provides a new, uncomplicated approach to performance management. Instead of semiannual reviews driven by managers, this new process is about having regular, meaningful dialog. In these everyday conversations, leaders coach and develop, making the time they invest reap better performance and stronger relationships with their direct reports.

Helps leaders:

• Conduct everyday conversations that inspire their direct reports to achieve their personal best.
• Nurture workplace relationships and grow trust.
• Give feedback for improvement that’s more comfortable for themselves and their direct reports.
• Convey clear expectations for what their direct reports should be achieving and how.
• Champion a conversation-based approach to managing performance within their organization.

Competencies developed:

• Cultivating Networks & Partnerships
• Building Partnerships

Interested in delivering this course? Ask us about our facilitator certification options.

Imagine a workplace culture where team members play to their strengths, help one another to be their best selves, and push forward awesome solutions. A coaching culture creates a safe space for these moments to blossom. In such a culture, learning can come from a variety of sources: peers, managers, direct reports, and external coaches. When everyone in a company can be a coach, everyone benefits.

Helps leaders:

• Evaluate the current coaching mindset of themselves in comparison with their work group.
• Discover actions they can take to foster a safe working environment.
• Receive actionable tips for modeling and promoting effective coaching behaviors.

Competencies developed:

• Coaching
• Coaching & Developing Others

Microcourses are exclusively available with a leadership development subscription.

This session moves past the numbers game of diverse representation to focus on leaning into and leveraging the unique abilities, perspectives, styles, and ideas of each person. Stereotypes and unconscious bias are explored as well as the differences in who we are, how we think, and what it means to an inclusive workplace. Three practices lay out a personalized path for identifying, engaging with, and advocating for individuals whose voices must and should be heard.

Helps leaders:

• Recognize biases and stereotypes that can affect workplace decisions. 
• Identify those who’ve been excluded and invite them to the table. 
• Engage everyone and encourage their voices and contributions. 
• Advocate for those with different perspectives and ignite their personal success.

Competencies developed:

• Creating an Inclusive Environment

Interested in delivering this course? Ask us about our facilitator certification options.

Do you know everything you need to know to succeed in your job? Is your work becoming more complex? Are you struggling to keep up with technology? Your job probably demands more of you than ever before. Maybe you're working cross-functionally or in settings that require a broader skill set than was required in a more traditional role. Even though you have more information than people doing similar jobs did 5 or 10 years ago, you probably have a smaller portion of the information you need to be successful.

Helps individuals:

• Identify the information or expertise they need and where to get it.
• Establish and maintain their network contacts and relationships.
• Secure the help they need now and in the future.
• Expand and reshape their business network.

Digital technology and data are helping organizations transform into more responsive, nimble, and inclusive cultures. Information is abundant, yet leaders are making more and more decisions in the midst of uncertainty. To lead through transformation effectively, leaders must get the right information and form accurate insights.  Then, they can accelerate actions.  

Helps individuals:

• Learn about decision making in transformation-orientated organizational cultures. 
• Discover methods to effectively collect and analyze information.
• Learn how to propose, vet, and select alternative courses of action. 
• Prepare to confidently decide and accelerate action.

Competencies developed:

• Decision Making

Microcourses are exclusively available with a leadership development subscription.

During this two-hour session, participants take an in-depth look at what they value most, connect with their purpose as a leader, and craft a personal brand statement that embodies the impact they want to achieve in the workplace.​

Competencies developed:

• Authenticity
• Compelling Communication
• Influencing
• Inspiring Others

Interested in delivering this course? Ask us about our facilitator certification options.

In this course, leaders learn the skills they need to address these challenges, gain the commitment of team members, develop individual skills and abilities, and enhance the overall capability and capacity of their teams and, ultimately, the organization. Leaders learn to identify the tasks they need to delegate, select the most appropriate individuals, assess capabilities and commitment, and plan the delegation discussion. That discussion includes the level of decision-making authority, amount of support, and methods for monitoring progress and measuring results.

Helps leaders:

• Achieve key business results by leveraging the entire team’s abilities.
• Build the team’s capabilities and capacity through developmental delegations.
• Free up time to focus on mission-critical responsibilities.
• Delegate with increased confidence.

Competencies developed:

• Delegation & Empowerment
• Sharing Responsibility

This course sets out to help leaders shift their mindset about what they can delegate and feel more comfortable and confident doing so. Learners dig into their workload to identify tasks they’d never consider delegating. They use methods for matching people to tasks they’re both motivated and capable of doing. And, they practice the delegation conversation they’ll have to ensure success.

Helps leaders:

• Delegate work that they wouldn’t have before.​
• Identify tasks to delegate that engage, empower, and develop the team. ​
• Match a person’s capabilities and motivations to an appropriate task.​
• Share work that extends the right amount of ownership and decision-making authority. ​
• Establish clear boundaries, support,​ and follow-up with each delegation.

Competencies developed:

• Delegation & Empowerment
• Sharing Responsibility

Interested in delivering this course? Ask us about our facilitator certification options.

Some people on your team need development to meet minimum job requirements. Others need to prepare for future opportunities such as new job responsibilities, upcoming assignments, or a promotion. Address both types of development needs with some help from a Development Action Planner, a handy tool that both you and team members can use to plan a development effort.

Helps leaders:

• Assess development needs of their team members.
• Examine the ways team members can acquire knowledge, skills, or competencies.
• Recognize the importance of applying newly acquired competencies to job.
• Create a plan for development of team members.

Competencies developed:

• Coaching
• Developing Others
• Guiding Team Success

Microcourses are exclusively available with a leadership development subscription.

In this course, learners are introduced to a practical process to guide their own and their direct reports’ development-planning efforts. The outcome is a meaningful development plan that supports the organization’s current and future business needs.

Helps leaders:

• Recognize the role of the leader and the team member in development planning and execution.
• Recognize the importance of development to the success of individuals, teams, and the organization.
• Use a three-step process—Assess–Acquire–Apply—to identify strengths and growth areas, plan development actions, and successfully implement development plans.
• Employ a set of best practices to overcome common development barriers and challenges.
• Measure the effectiveness of their development efforts so they know they are successful.

Competencies developed:

• Building Talent
• Continuous Learning
• Leveraging Feedback
• Personal Growth Orientation

Interested in delivering this course? Ask us about our facilitator certification options.

Understand how your coach qualities (motivations, style, and personal attributes) affect your ability to coach effectively. Everyone is different and it’s important to understand how to leverage your unique qualities.

Helps leaders:

• Discover how their coach qualities influence their coaching impact.
• Learn tips to make the most of their unique strengths and avoid risks.
• Prepare for their next coaching opportunity using new self-insights learned.

Competencies developed:

• Coaching

Microcourses are exclusively available with a leadership development subscription.

Unlock the secret to high performance! When your team members’ personal goals and career aspirations complement and support the organization's goals, they are more driven to stay focused and put their best foot forward. Continuous performance management keeps that drive in high gear, while your leaders (and the organization) enjoy the benefits of an engaged, high-performing team.

Helps leaders:

• Understand the value in performance discussions.
• Discover the roles and responsibilities of leaders and direct reports in effective performance discussions.
• Create development goals that are aligned to both individual goals and the goals of the organization.
• Uncover tips for fostering a psychologically safe environment.
• Learn how to provide meaningful feedback.

Competencies developed:

• Aligning Performance for Success
• Building Talent
• Coaching

Microcourses are exclusively available with a leadership development subscription.

This course provides the skills and resources leaders need to accelerate the process of implementing change with their team members and to create an agile work environment where people are more open to change.

Helps leaders:

• Prepare to effectively communicate the business strategies and rationale that are driving the need for change.
• Utilize three actions to accelerate the implementation of workplace change.
• Recognize the nature of resistance and use a set of skills to uncover and respond to that resistance.
• Determine aspects of the change that can be controlled or influenced.
• Use essential interaction skills to conduct effective discussions that help your team members move closer to embracing change.

Competencies developed:

• Facilitating Change

Interested in delivering this course? Ask us about our facilitator certification options.

Achieving the goals of an organization requires the coordinated efforts of many people. Results are produced when priorities are set and tracked, and team members are committed to achieving results. This course focuses on the ways a business or an organization can drive for its desired results.

Helps individuals:

• Recognize the importance of the performance plan in achieving results.
• Align a personal or team performance plan effectively with the goals of the organization.
• Identify methods to track individual or team performance.

Competencies developed:

• Driving for Results
• Aligning Performance for Success
• Building Talent

Microcourses are exclusively available with a leadership development subscription.

Change is universal. However, it manifests itself in very different ways, depending on the situation, the environment, the people, and the timing. Understanding the recent past, the present, and the near future will prepare you to address important issues connected with a change. And it will surface the fears, concerns, challenges, and opportunities that you need to discuss and confront.

Helps individuals:

• Understand how people typically react when change occurs.
• Demonstrate an embracing change mind-set that will enable you to remain open to workplace change.
• Determine how you can influence changes when, at first glance, it appears you have no control.

Competencies developed:

• Positive Approach
• Stress Tolerance

Microcourses are exclusively available with a leadership development subscription.

Quiet quitting is the new hot topic; however, it’s not new in the workplace. Also known as employee disengagement, leaders will learn to recognize the causes and symptoms of quiet quitting and learn strategies to re-engage and prevent this from happening on their teams.

Helps leaders:

• Understand the meaning of quiet quitting and its causes.
• Recognize signs of quiet quitting.
• Examine purpose, respect, and growth opportunities to prevent quiet quitting.

Competencies developed:

• Building Organizational Talent
• Developing Others
• Energizing the Organization

Microcourses are exclusively available with a leadership development subscription.

The speed of work and ever-increasing demands on employees' talents and time can leave them burned out and, possibly, on their way out. Leaders can pivot to prevent team burnout, but they often won't know what to look for or how to address it before it escalates. 

Helps leaders:

• Learn the signs of burnout and where it's coming from.
• How to take action to protect their team.  

Competencies developed:

• Creating a Culture of Trust
• Inspiring Others

Microcourses are exclusively available with a leadership development subscription.

Would your team members say they are highly satisfied with their jobs? If they're not truly engaged, inspired, or appreciated, they might not perform at their best, or worse, they might begin to check out and leave. Evaluate your current engagement efforts, then learn simple but powerful ways you can motivate and engage your team, and yourself, every day.

Helps leaders:

• Evaluate themselves on how they're currently doing with engaging their team members.
• Understand their critical role as a leader in engaging talent.
• Review actionable tips for motivating their people as well as themselves every day.

Competencies developed:

• Inspiring Others

Microcourses are exclusively available with a leadership development subscription.

In this course, leaders will learn the three key elements of executing strategy at the front line─Focus, Measurement, and Accountability. They learn how to focus on the few most critical priorities, to measure progress toward the accomplishment of these priorities, and to hold themselves and their team members accountable against the metrics. Participants will also explore best practices for accountability, such as determining and communicating accountability—including consequences. The Strategy Execution Tool helps leaders capture in one place their top priorities, progress and outcome measures, and those accountable for achieving the priorities. Using the three elements of execution ensures that leaders and their teams get the right things done, in spite of daily distractions.

Helps leaders:

• Communicate how priorities align with the organization's strategic goals.
• Focus their own and their team's time, attention, and energy on the highest priorities.
• Determine how to track progress and assess outcomes for each priority.
• Apply best practices to hold people accountable for the work assigned to them.

Competencies developed:

• Driving for Results
• Planning and Organizing

Interested in delivering this course? Ask us about our facilitator certification options.

During this two-hour session, participants explore the consequences of fear and failure and the impact a fixed versus growth mindset can have on their ability to take risks. They learn how to mitigate those risks by forming a safety net that enables them to jump into the unknown...and achieve extraordinary things!

Competencies developed:

• Continuous Learning
• Courage

Interested in delivering this course? Ask us about our facilitator certification options.

Change can be many things—energizing, confusing, exciting, daunting. One thing is for sure—the element of the unknown that can leave you feeling disoriented, even lost. When the situation seems out of your hands, you can make traction—and successfully move yourself and others through change—by identifying areas you can control as well as areas you can influence.

Helps leaders:

• Examine their own change situation, the reason it’s happening, and what it means for them.
• Identify areas of the change they can control, or at least influence.
• Explore ways they can take initiative to exert their influence over the change.
• Review tips for taking care of themselves and others during change.

Competencies developed:

• Facilitating Change
• Positive Approach

Microcourses are exclusively available with a leadership development subscription.

Oftentimes, leaders don't realize the role they play in spotting high potentials—and the impact it can have on those who may be overlooked. How can organizations ensure that their leaders have the ability to spot potential and retain this talent? This course helps leaders determine potential, what is needed to achieve in the organization, and know the difference between performance, potential, and readiness.

Helps leaders: 

• Define and evaluate leadership potential within their organization.
• Recognize major leadership potential factors and the differences between performance, potential, and readiness.
• Overcome unconscious bias and its effect on talent identification.
• Build a case for retention, promotion, and succession management of high-potential talent.

Competencies developed:

• Building Talent
• Coaching and Developing Others
• Valuing Differences

This course provides a practical approach, and tools and techniques, to help leaders and their teams think differently about how they work and to help them generate new ideas that add value to your organization and your customers. Leaders also learn what they can say and do to foster innovation with their teams.

Helps leaders:

• Help their teams contribute to business objectives when they:
  • Focus on innovation opportunities that will help their customers meet their objectives.
  • Build robust innovative ideas that consider many perspectives.
  • Learn and benefit from both success and failure.
  • Work together to advocate for the innovation and ensure that valuable new ideas are not lost.
• Enhance their contributions as a leader by fostering innovation with their team.

Competencies developed:

• Driving Innovation
• Innovation

Interested in delivering this course? Ask us about our facilitator certification options.

Transitioning from being an individual contributor to a leader can be exhilarating, overwhelming, and intimidating all at once. Many leaders confront some common challenges while establishing themselves as a leader. This course focuses on how you can set out on your leadership journey with credibility and confidence.

Helps individuals:

• Accelerate their transition into their new role as a leader.
• Focus their time and efforts on high-priority tasks and activities.
• Effectively lead their team to contribute to organizational goals and objectives.

Competencies developed:

• Leadership Disposition
• Leveraging Feedback
• Guiding Team Success
• Coaching
• Inspiring Others

Microcourses are exclusively available with a leadership development subscription.

As a new leader, you've been identified as having the potential for achieving great things. You're probably excited and perhaps a little concerned. That's to be expected. You'll learn about how to address those concerns and, in the process, start performing your new leadership role with confidence and credibility.

Helps leaders:

• Create a strategy to accelerate their transition into the new role as a leader.
• Apply three leadership accelerators to quickly accomplish results by building successful working relationships with their team members.
• Align their team's efforts to ensure that they support the organization's business strategies.
• Use a tool and other resources to help determine priorities.
• Assess strengths and growth areas for each of their team members.

Providing a direct report with feedback for improvement can be one of your most challenging, least favorite interactions. This structured approach can make such discussions much more comfortable and collegial. Neuroscience explains how using this approach can help you avoid common pitfalls and achieve your intended results.

Helps leaders:

• Understand the neuroscience behind the reaction to feedback for improvement.
• Identify common mistakes to avoid.
• Apply a feedback model that sparks better performance and maintains a positive relationship.

Competencies developed:

• Coaching and Developing Others
• Communication
• Leveraging Feedback

Microcourses are exclusively available with a leadership development subscription.

Research makes a compelling case for praise as a driver of employee performance. Yet giving praise can be harder than you might think, thanks to some common hidden biases. In an example a leader who intends to deliver praise finds that his approach is falling flat. You'll learn why. Also, you'll discover how to make your positive feedback sincere and meaningful.

Helps leaders:

• Understand the research and neuroscience that explains why praise is important.
• Recognize hidden biases that trip up leaders.
• Use the best, most authentic way to provide positive feedback. 

Competencies developed:

• Coaching and Developing Others
• Communication
• Leveraging Feedback

Microcourses are exclusively available with a leadership development subscription.

What do working on challenging assignments, learning new skills, improving performance, repeating successful performance, or finding new solutions to old problems have in common? All these situations could benefit from the advice and counsel of a good coach. In the short term, your coaching can help someone accomplish a task or solve a problem; in the long term, it can help people develop to their fullest potential.

Helps leaders:

• Involve people and motivate them to do their best.
• Respond when people resist feedback.
• Help someone with a personal problem without getting in over their head.

Some of the most difficult interactions are with employees who suddenly become emotional. Participants learn about the neuroscience behind emotions and three common approaches that make negative feelings worse. They’ll also learn about how to use empathy to help an upset employee return to a calm, productive state.

Helps leaders:

• Understand the neuroscience of handling the emotional response.
• Identify three approaches that make responding to emotion and upset worse.
• Use the number-one skill to effectively handle and defuse emotion.

Competencies developed:

• Coaching
• Courage
• Emotional Intelligence Essentials

Microcourses are exclusively available with a leadership development subscription.

Being a human-centered leader involves meeting the personal and practical needs of team members. Learn how you can be a human-centered leader in your organization.

Helps leaders:

• Ensure team members' practical and personal needs are met.
• Support team members' needs.
• Model Human-Centered Leadership.

Competencies developed:

• Emotional Intelligence Essentials
• Communication

Microcourses are exclusively available with a leadership development subscription.

In order to commit to becoming a more inclusive leader, they must first personally understand the problem of exclusion. Leaders experience an immersive simulation, either in VR or a computer-based format, to experience firsthand what it's like to be excluded. Following the simulation, leaders engage in a candid and open discussion where they share personal experiences with inclusion and exclusion. With a shared understanding of the problem and why it's important, leaders learn more about what a culture of inclusion looks like, why it's important, and what they can do to help create one.

Helps leaders:

• Experience firsthand what it feels like to be excluded at work through an immersive simulation.
• Recognize the impact an inclusive workplace can have on an organization’s ability to achieve goals.
• Embrace the role of a leader in creating an inclusive work environment.
• Increase commitment to model and support behaviors that create a more inclusive workplace.

Competencies developed:

• Creating an Inclusive Environment

As a leader, you want your coaching to help others become their very best, authentic selves. When your coaching is inclusive, it's more likely that your team members will achieve their full potentials and that your team will thrive as a result.

Helps leaders:

• Ask questions to learn and understand the unique identities and experiences of the people they coach, as well as involve people in their own thinking and problem solving.
• Connect with others by listening and empathizing to what the other person has to say and also opening up and authentically sharing their own thoughts and experiences.
• Energize people into action by building the person's ownership of their work and igniting their confidence.

Competencies developed:

• Coaching
• Coaching & Developing Others
• Creating an Inclusive Environment

Everyone attends meetings, and people at all levels are likely to lead meetings too. Meetings have a significant impact on an organization’s culture. So a good place to start building an inclusive, equitable, and diverse organizational culture is with the ubiquitous meeting. This course builds awareness of common behaviors that can make people feel excluded in meetings and introduces practices to apply as a meeting leader to help ensure everyone is heard, valued, and set up for success.

Helps leaders:

• Understand the benefits of meetings that provide psychological safety.
• Recognize threats to psychological safety.
• Apply best practices for including participants.
• Become intentional about practical, inclusive meeting behaviors.

Competencies developed:

• Creating an Inclusive Environment

Diversity, equity, and inclusion enable organizations to innovate better, make smarter decisions, retain talent, and achieve greater performance. Three inclusive practices give leaders a framework for taking action when exclusion happens and build and nurture an inclusive culture for their team. Five interaction skills give leaders a voice they can use to conduct everyday inclusive conversations.

Helps leaders:

• Recognize the exclusionary behaviors happening around you and within your team and take action to counter them. 
• Develop everyday inclusive leadership habits using a memorable framework of three inclusive practices—Identify, Engage, and Advocate.
• Model inclusive behaviors in a way that encourages your team members to embrace and practice these behaviors with others.
• Build and nurture a psychologically safe environment where each person can participate freely, be themselves, and experience success.

Competencies developed:

• Creating an Inclusive Environment

During this two-hour session, participants learn how to be bold and ask for the next step in their career. They identify their stakeholders, learn how to craft a strategy, package their idea, and gain commitment from others. 

Competencies developed:

• Courage
• Decision Making
• Influencing

Interested in delivering this course? Ask us about our facilitator certification options.

In today's ever-evolving organizations, leaders need to get things done through people who don't report to them and, in some cases, even outrank them. Welcome to the new age of influence, where, to be effective, you must know the techniques that will help you earn people's commitment to make things happen.

Helps individuals:

• Capture people's attention, change their perspective, and make things happen.
• Clearly link ideas, suggestions, and recommendations to changes that will have a positive impact on individual, team, and organizational performance.
• Express themselves with enthusiasm and conviction.
• Understand people's motivations, needs, and concerns, and gain their commitment.

Competencies developed:

• Influencing

Microcourses are exclusively available with a leadership development subscription.

The Interaction Essentials are powerful skills for having meaningful and productive conversations with others. But there are times when we miss opportunities to use these skills or even misapply them. Participants challenge themselves to determine how these skills are used in four scenarios.

Helps individuals:

• Identify Key Principles used in a short conversation segment.
• Identify Interaction Guidelines used in a short conversation segment.

Competencies developed:

• Building Partnerships
• Communication
• Emotional Intelligence Essentials
• Managing Relationships

Microcourses are exclusively available with a leadership development subscription.

Retaining the people in your group means more than cultivating harmony and productivity in the workplace. It also translates directly to the organization's bottom line: Turnover is costly—hiring and then training people consumes money, time, and resources. It leads to lost sales and productivity. If you think that most people leave a job simply for more money, you're wrong. Most people leave a job because of a poor relationship with their leader. In fact, the immediate leader is the one person with the greatest impact on a person's decision to stay with or leave an organization.

Helps leaders:

• Understand the business impact of turnover on the organization, the work group, and the leader.
• Recognize the leader's critical role in retaining organizational talent.
• Identify the interests and expectations that have the strongest effect on a person's desire to stay in or leave a position.
• Use probing skills, Key Principles, Interaction Guidelines, and process skills to identify and address sources of dissatisfaction.
• Develop solutions to address retention issues for individuals and the work group.

Are you constantly busy with too many top priorities to juggle? Are you expected to get something done by a certain date or time, but you're not even sure how to get started? In today's fast-paced business world, almost everyone faces these kinds of pressures. Successful people are able to sort through them and adapt while maintaining high levels of performance. They succeed in part by using some proven tips and tools. You can use them, too, to avoid productivity pitfalls and improve your performance and on-time record.

Helps individuals:

• Keep track of time and tasks.
• Organize their work area.
• Establish step-by-step plans, complete with contingency actions.

Build excitement for your women in leadership initiative with this high-energy keynote for your lunch-and-learn conference or virtual session. Female and male attendees will find real-world wisdom from themes including confidence, inner strength, and accessing the leader within.

With DDI's Leaders as Allies session, you can create a more equitable and gender-diverse workplace. This onsite or virtual session empowers bosses and colleagues to be allies to women. It uniquely focuses on what allies can do to champion women versus what they cannot do.

Executives are also in a unique and powerful position to make substantial advancements with gender equality within their organization. The Executives as Allies Session includes all foundational content covered in the standard Leaders as Allies course, with activities and content leveled-up to accommodate an audience of top-level leaders. After surfacing top organizational barriers to women in leadership, participants define actions to address and overcome the identified challenges. Participants then establish lead and lag measures to monitor progress toward a more gender diverse leadership pool. Opportunities for ongoing post-session dialogue and consulting are also available.

Competencies developed:

• Building Networks
• Building Partnerships

Interested in delivering this course? Ask us about our facilitator certification options.

The hybrid workplace is the hottest trend all over the world right now, and by all indications, it is here to stay. Employees are demanding flexible work. And if they don’t get it, they’re ready to walk out the door. This course focuses on the skills to effectively lead hybrid teams.

Helps leaders:

• Deal with the challenges and pitfalls related to leading a hybrid team.
• Build the five key leadership skills to succeed in the hybrid workplace.
• Engage hybrid teams and deliver results.

Competencies developed:

• Leading Teams
• Creating a Culture of Trust
• Emotional Intelligence Essentials

Microcourses are exclusively available with a leadership development subscription.

With this course, you can eliminate bad meetings (voted the #1 "time-killer" in organizations!) and make meetings more productive and inclusive. Leaders embark on an activity-filled exploration of techniques to drive intentionality, create impactful agendas, and encourage participation. Leaders will practice stewardship with a meeting makeover to make the best use of everyone’s time.

Helps leaders make meetings matter by:

• Mixing up their meeting approach with techniques that add variety and engagement.
• Designing quality meetings with intentionality and purpose.
• Preparing meaningful, impactful agendas.
• Turning “attendees” into motivated “participators.”
• Becoming a steward of others’ time. 

Competencies developed:

• Communication
• Driving for Results
• Planning and Organizing

Interested in delivering this course? Ask us about our facilitator certification options.

In Leading Self, learners gain insight about their personal values, their emotions and how they manage them, and the natural talents they bring to the workplace. Through self-insight tools, engaging activities, and compelling video, learners expand their understanding of themselves so they can heighten their impact at work.

Helps individuals:

• Increase internal self-awareness by identifying values, emotions, and talents.
• Define personal code of values.
• Identify emotional triggers and learn tactics to manage response.
• Identify leadership talents to leverage for greater positive impact.

Competencies developed:

• Building Self-Insight
• Emotional Intelligence Essentials

Interested in delivering this course? Ask us about our facilitator certification options.

Imagine leading team members whom you’ve never or rarely met in person and who might never have met one another. Do they feel isolated, confused, or insecure? Do you? Even with the challenges of working remotely, you can enable your team to achieve optimal performance.

Helps leaders:

• Recognize challenges of leading virtual teams.
• Learn about six factors that indicate a team’s performance level.
• Observe signs that a factor needs to be strengthened.
• Plan to strengthen a factor on their virtual team.

Competencies developed:

• Guiding Team Success 
• Creating a Culture of Trust 

Microcourses are exclusively available with a leadership development subscription.

All teams face challenges. Whether an agile leader, project leader, formal or informal leader - the team leader’s role is to identify them and guide the team in addressing them. In this course, learners become aware of teams’ practical and personal needs and are introduced to six factors by which they can evaluate a team’s level of performance. Learners experience an immersive, interactive exercise in which they diagnose problems of several teams in a fictitious organization and recommend steps the teams’ leaders can take to move toward optimal team performance. Learners apply this new understanding to their workplace teams and leave the session with a plan for moving forward toward optimal team performance.

Helps individuals:

• Identify team issues that have an adverse impact on productivity.
• Diagnose team dynamics and the effect on team and business results.
• Recognize their role in building and sustaining a high-performing team culture.
• Apply best practices to help teams overcome challenges.
• Leverage what they learn for use with their own team.

Competencies developed:

• Guiding Team Success
• Leading Teams

Interested in delivering this course? Ask us about our facilitator certification options.

In today’s global economy, virtual meetings are more frequent than ever. Whether you need to find an alternative for a face-to-face meeting or you must regularly communicate with distributed or remote employees, leading your meetings effectively – using process and personal techniques – is critical for team collaboration and decision making. 

Helps individuals:

• Learn more about virtual meeting pitfalls. 
• Evaluate individual process and personal orientations.  
• Discover methods for improving meeting productivity and audience engagement.

Competencies developed:

• Communication
• Driving for Results
• Planning and Organizing

Microcourses are exclusively available with a leadership development subscription.

This online course teaches leaders how to overcome the challenges of time and distance to work as a cohesive team focused on achieving results.

Helps leaders:

• Build community among virtual team members.
• Communicate more effectively in a virtual environment.
• Enhance trust among members separated by time and/or distance.
• Focus their team by keeping team members and their goals visible and in sight.

Competencies developed:

• Driving for Results
• Planning and Organizing

Interested in delivering this course? Ask us about our facilitator certification options.

When team members have skill and experience, they're likely to produce acceptable results. In today's business environment, however, teams often are under pressure to produce more than just acceptable results. As the leader, you can proactively create conditions that allow your team to reach peak performance quickly and without undue strain on any individuals.

Helps leaders:

• Fulfill their role as a leader of guiding their team to reach high performance.
• Focus their team's efforts on high-priority actions that are aligned to organization goals and strategies.
• Create an environment where team members strive harder to realize the team's potential

Competencies developed:

• Guiding Team Success
• Creating a Culture of Trust

Microcourses are exclusively available with a leadership development subscription.

This course teaches leaders how to reduce barriers to communication and collaboration, foster an inclusive environment, and connect remote and in-office employees with each other to achieve results, regardless of when they work and where they work.

Helps leaders:

• Identify appropriate interaction skills and communication methods to communicate effectively with individuals and with the team.
• Demonstrate behaviors that build trusting relationships and faster inclusion with dispersed and diverse team members.
• Create visibility so that team members who work apart can focus on one another and their shared goals as well as the goals of the organization.
• Develop a team charter to establish clear goals, responsibilities, and processes so team members can work together effectively whether working remotely or in the workspace.

Competencies developed:

• Communication
• Creating a Culture of Trust
• Leading Teams

Interested in delivering this course? Ask us about our facilitator certification options.

Knowing what to delegate and when can be a challenge, particularly with new leaders. How can leaders become more comfortable with the shift from ‘doing’ to ‘letting go'?

Helps leaders:

• Overcome their hesitation to delegate by exploring the benefits of letting go.
• Determine the best ways to allocate work to promote growth and achieve key business results.
• Give team members more responsibility for and more authority over tasks they've delegated to them.

Competencies developed:

• Delegation and Empowerment
• Building Talent

Microcourses are exclusively available with a leadership development subscription.

Do you value the unique qualities you and your coworkers bring to the workplace? Did you know that people expressing their differences actually enhances an organization's growth? Valuing differences is the right thing to do from both an interpersonal and a business perspective. By leveraging diverse styles, abilities, and motivations (SAMs), you encourage creative solutions and unique approaches that enable your organization to achieve improved results.

Helps individuals:

• Determine their own styles, abilities, and motivations.
• Work more collaboratively and productively with people who have a variety of styles, abilities, and motivations.
• Use Key Principles to support differences and encourage others to share their unique contributions.

Competencies developed:

• Creating a Culture of Trust
• Creating an Inclusive Environment

Microcourses are exclusively available with a leadership development subscription.

Making decisions in today’s business environment allows little time to think about an opportunity when it presents itself. Decisions must be made quickly, or the opportunities can disappear while you’re still thinking. But making rapid decisions is not about being hurried or thoughtless. It comes from having methods in place that help you handle decisions effectively.

Helps leaders:

• Make quality decisions even when pressed for time.
• Cut through ambiguity and complexity to identify the best decision in the time available.
• Rely on experience, good judgment, and leadership intuition to make decisions.
• Make speedy decisions they can adjust or reverse later, if necessary.

Competencies developed:

• Operational Decision Making

Microcourses are exclusively available with a leadership development subscription.

Using an engaging simulation, this course teaches a logical decision-making process that addresses the critical elements that result in high-quality business decisions. Participants will develop the skills and confidence to generate options and compare them to important decision criteria, and to select the best course of action. Utilizing this process will also help individuals avoid the pitfalls that often undermine high-quality decision making.

Helps individuals:

• Make business decisions more effectively and confidently.
• Avoid obstacles to objective analysis and judgments.
• Involve the right people at the right time in the decision-making process.
• Gain the help and support needed to make high-quality decisions and to implement them.

Competencies developed:

• Decision Making

Interested in delivering this course? Ask us about our facilitator certification options.

Your meetings have many uses: relaying information, solving problems, developing ideas, updating people, building commitment, or making decisions. Meetings exist to meet these practical needs in the first place. But to be truly effective, a meeting also must address participants' personal needs. When people leave a meeting believing their time was well spent and their participation was useful, then you know your meeting was a success.

Helps individuals:

• Plan a meeting they are about to lead.
• Create a meeting planner that prepares them to lead a productive meeting.
• Facilitate effective meetings.
• Follow up after a meeting to ensure that desired outcomes are achieved.

There are currently five generations in the workplace—the most ever. Longevity trends indicate this will remain the case, with half of children under age 13 predicted to live to 104. Experts agree that people will both need and want to work longer than the traditional retirement age. How do you ensure everyone’s needs are met, regardless of age?

Helps leaders:

• Challenge common assumptions about how people are based on their generation.
• Highlight real, data-based obstacles that affect multigenerational teams.
• Provide actionable tips/best practices for managing an age diverse team.

Competencies developed:

• Creating an Inclusive Environment

Microcourses are exclusively available with a leadership development subscription.

Risk taking is necessary for a business or organization to grow and realize its full potential. Managing the risks that can have a negative impact ensures the stability and continued growth of the organization. This course focuses on elements of risk management and the practices used to build an effective risk culture.

Helps individuals:

• Recognize the importance of managing risks effectively.
• Collaborate and share information to manage risks.
• Use best practices to build a powerful risk culture.

Competencies developed:

• Entrepreneurship
• Monitoring Information

Microcourses are exclusively available with a leadership development subscription.

This course focuses on how leaders can work with their teams to build the infrastructure that enables maximum performance. Leaders gain experience in diagnosing and applying the five Team Success Factors—Results, Commitment, Communication, Process, and Trust.

Helps leaders:

• Avoid misdiagnosing problems that negatively impact team performance.
• Focus their team’s efforts on high-priority actions that directly support the organization’s goals and strategies.
• Enhance the effectiveness of their team by addressing conditions that prevent it from achieving higher levels of performance.
• Foster an environment of collaboration and shared responsibility (with virtual team members, as well), to achieve team goals.

Competencies developed:

• Guiding Team Success
• Leading Teams

You may have wondered what power skills are and how they relate to your leadership. “Power skills” is a new term to describe interpersonal or soft skills—the human skills that help you really connect with your team members. There are many ways to enhance your leadership by exercising power skills.

Helps leaders:

• Understand the meaning of power skills and how leaders can support their team while using them.
• Understand how to lead teams with empathy.
• Understand how to lead teams with empowerment.
• Recognize how to lead from curiosity.
• Recognize talent risk within a power skills economy.

Competencies developed:

• Building Teams
• Delegation and Empowerment
• Emotional Intelligence Essentials

Are you ready for a change in your role, but not sure how to know if a particular position will be right for you? Or maybe you know exactly what you want but don’t know how to land the job. This course will help participants think through goals and motivations, and then gather robust examples of strengths based on experience. They’ll also get tips for navigating the interview, from starting the conversation in a positive manner, to providing complete examples of skills and abilities, to closing in a way that conveys interest in the position.

Helps individuals:

• Identify strengths and gaps in knowledge, skills, experience, and motivations.
• Decide whether they’re a good match for a job and an organization and whether the job and organization are right for them.
• Prepare behavioral examples for use in an interview that demonstrate how they’ve effectively used their skills in the past.
• Anticipate and be prepared to face a variety of interview challenges.

Competencies developed:

• Continuous Learning

Microcourses are exclusively available with a leadership development subscription.

Change can be disorienting. When people must give up old ways of thinking and working while adapting to something new and unfamiliar, they can feel unsure, confused, or even afraid. It's only natural that some people will resist change—especially when they can't control it. You can overcome that resistance by encouraging people's understanding, ownership, and trust.

Helps individuals:

• Use the Interaction Guidelines to discuss the change and involve people in developing their own ideas for adapting to it.
• Use the Key Principles to address people's feelings and concerns about the change and build trust.

Workplace burnout is much more than bad stress, and the symptoms are much greater. The external and internal factors that cause burnout are unique to each person. Leaders learn what factors can trigger personal burnout, how to protect themselves, and techniques for recovering if they’re already headed there. 

Helps leaders:

• Discover what workplace burnout is and the symptoms it manifests.
• Conduct a personal inventory to self-diagnose possible burnout within themselves.
• Explore external and internal factors that can trigger their own journey into burnout.
• Review interventions for heading off burnout as well as individual techniques for recovery.

Competencies developed:

• Stress Tolerance
• Adaptability
• Energy
• Positive Approach

Microcourses are exclusively available with a leadership development subscription.

Attracting, hiring, and retaining the best and diverse talent is a key challenge organizations face today. An inefficient or subjective hiring process can be one of the reasons. This course focuses on the panel interviewing technique which can reduce the risk of making a biased hiring decision by gaining perspective from more than one person.

Helps individuals:

• Identify the advantages of a panel interview.
• Recognize the common risks and pitfalls involved in a panel interview.
• Conduct an efficient panel interview that will have a positive impact on the candidate.

Competencies developed:

• Selecting Talent

Microcourses are exclusively available with a leadership development subscription.

Difficult conversations are usually something we want to avoid, mostly because of the negative feelings associated with them. How do you adapt your approach to be more effective and stay focused on a harmonious solution? Within this course, participants will discover techniques and tools to navigate these conversations.

Helps leaders: 

• Identify pitfalls when having difficult conversations.
• Understand your personal approach and how to adapt it to be more effective.

Competencies developed:

• Coaching
• Coaching & Developing Others
• Courage
• Initiating Action

Microcourses are exclusively available with a leadership development subscription.

There's one motto almost everyone can relate to: "Make it fast and make it good." In today's competitive marketplace, people are pressed to achieve higher quality, faster results, and lower costs. But balancing these requirements can be difficult. Pay too much attention to quality, and time and costs can swell. Focus too much on speed, and quality might drop. Misdirect your focus, and these demands can start to hamper your productivity in a big way.

Helps individuals:

• Recognize challenges to productivity. 
• Gain tips for prioritizing work, leveraging resources, and staying focused on results. 
• Test their ability to stay productive. ​

Competencies developed:

• Planning and Organizing

Microcourses are exclusively available with a leadership development subscription.

Do you wish your meetings or interactions could be more productive? Five easy steps will help make sure that all important information is covered, people are engaged and committed, and discussion goals are achieved. No longer will you and your team members wonder who is supposed to do what, by when. 

Helps individuals:

• Improve the efficiency of communications.
• Achieve discussion goals and objectives.

During this two-hour session, participants explore women and confidence, quieting the inner critic, and conquering self-doubt to advance their career path. They also immerse themselves in a challenging, real-life scenario in which they identify specific tactics for leaning in to confidence.

Competencies developed:

• Compelling Communication
• Courage
• Positive Approach

Interested in delivering this course? Ask us about our facilitator certification options.

This course teaches leaders how to recognize the signs of escalating conflict and take appropriate action to minimize damage. Leaders are introduced to two resolution tactics—coach and mediate—and practice using the Interaction Essentials as they coach team members to resolve a conflict.

Helps leaders:

• Reduce workplace conflict’s damaging effects on individuals, groups, and the organization.
• Effectively address workplace conflict and enhance productivity, efficiency, and morale.
• Help others take responsibility for resolving their own conflicts.
• Promote a culture of trust, respect, and inclusion in your work group.
• Build an innovative and collaborative work environment.

Competencies developed:

• Resolving Conflict

Interested in delivering this course? Ask us about our facilitator certification options.

The differences people bring to the workplace can promote remarkable creativity, innovation, and solutions. However, those same differences can lead to a lack of agreement (discord) and, if left unresolved, to a full-blown argument (dispute). You can feel the effects of conflict on yourself as well as those around you—tension, stress, lower morale. If the situation continues, it can damage relationships, productivity, quality, and service.

Helps individuals:

• Use the Interaction Guidelines to uncover the causes of a conflict and develop a solution that everyone can support.
• Use the Key Principles to show that they value the other person's ideas, build trust, and encourage the person toward resolution.

Competencies developed:

• Emotional Intelligence Essentials
• Resolving Conflict

Microcourses are exclusively available with a leadership development subscription.

One of the biggest risks organizations face is losing high-performing employees in a competitive talent market. Leaders have a direct role in influencing the common drivers of employee satisfaction. Discover how you can proactively retain talented and motivated employees, regardless of external forces in the market.

Helps leaders:

• Identify the impact of employee turnover on the organization.
• Recognize the leader's critical role in retaining organizational talent.
• Identify the drivers that have the strongest effect on a person's desire to stay in or leave a position.
• Identify and address sources of employee dissatisfaction.
• Recognize strategies to address retention issues.

Competencies developed:

• Building Organizational Talent

Microcourses are exclusively available with a leadership development subscription.

This program develops skills to ensure that patients and customers receive top-quality service. It gives your organization the edge it needs—loyal customers who demonstrate “the three Rs” of loyalty: Return to your facility because they view you as their health care provider of choice, Refer others, and Relate to service providers as partners in their care.

Helps learners:

• Understand the impact excellent service has on achieving customer satisfaction and loyalty.
• Describe the two basic needs of patients and other customers.
• Use Key Principles to meet the personal needs of patients and other customers.
• Use Service Steps to meet the practical needs of patients and other customers.
• Balance their use of Key Principles and Service Steps.
• Take the HEAT when dealing with dissatisfied patients and other customers.

Competencies developed:

• Building Customer Loyalty
• Communication
• Initiating Action
• Service Excellence

This course will show the positive effect of shifting the traditional role of planner and evaluator from the leader, to a shared responsibility between leader and employee. This shift builds employee ownership, and allows the leader to focus on coaching and developing throughout the performance cycle. Leaders will experience how to use effective SMART goals to help them and their employees track progress and fairly evaluate outcomes. A well-written performance plan is also a powerful tool for leaders to use when determining where to focus their development and coaching discussions with their employees.

Helps leaders:

• Ensure direct reports take a more active role in managing their performance.
• Manage performance on an ongoing basis while working within the organization’s time parameters for goal setting and performance reviews.
• Provide the ongoing coaching and feedback your direct reports need to achieve their goals.
• Increase your direct reports’ confidence and commitment to their own success.

Competencies developed:

• Aligning Performance for Success
• Influencing

Interested in delivering this course? Ask us about our facilitator certification options.

Setting goals is critical for managing performance. When the goals you set are SMART, you, your team, or your manager know exactly what to expect and can better manage changes.

Helps individuals:

• Recognize the importance of creating SMART goals.
• Create performance goals that are specific, measurable, attainable, relevant, and time bound.
• Recognize the importance of sharing responsibility when creating performance goals.

Competencies developed:

• Aligning Performance for Success
• Influencing
• Guiding Team Success
• Leading Teams

Microcourses are exclusively available with a leadership development subscription.

Employees want a supportive leader, but what does that really mean? Participants learn about four types of support they can provide to boost performance while keeping accountability with direct reports. They'll also learn more about how to gauge when to provide proactive support and when to hold off on coming to the rescue.

Helps leaders:

• Recognize the types of “support” to avoid.
• Identify signs that they can improve how to provide support.
• Select and apply methods for providing support.

Meetings expert Steven Rogelberg challenges leaders to get creative and try new meeting approaches that are efficient and energizing. Find out how standing meetings and short daily huddles can address team needs.

Helps individuals:

• Be prompted to try new ways of meeting.
• Gain insight into the research about quick meetings.
• Understand how different industries have applied huddles to solve problems.
• Plan a huddle for their team.

Competencies developed:

• Communication
• Driving for Results
• Planning and Organizing

Microcourses are exclusively available with a leadership development subscription.

Organizations need their new hires to become productive quickly, be fully engaged, and committed to stay with the organization. It all begins by providing new hires with a strong start. This course guides leaders on how to execute an effective onboarding process.

Helps leaders:

• Discover the importance of an effective onboarding process.  
• Learn methods to build trust with new employees.
• Receive tips for setting clear performance expectations.
• Learn how to help new employees build a purposeful and courageous business network.
• Prepare to implement a new hire’s 90-day development plan.

Competencies developed:

• Coaching
• Coaching & Developing Others
• Initiating Action 

Microcourses are exclusively available with a leadership development subscription.

Customer experience is critically important to your organization. Your customers’ perception of how you and your company make them feel affect their behaviors, build memories, and drive their loyalty. In this course, you will discover key steps to ensuring a successful customer experience.

• Identify the personal and practical needs of customers.
• Review three Key Principles to help effectively meet and exceed customers' personal needs.
• Learn a simple process for satisfying customers’ practical needs.

Competencies developed:

• Building Customer Relationships
• Customer Focus

Whether it’s an innovative breakthrough or a simple process improvement, making it happen generally requires support and commitment to act from others in the organization. The best way to gain this commitment is to understand each stakeholder’s motivations, values, and goals, and have a plan that leverages these factors.

This course shows leaders, both experienced and aspiring, how to package their ideas in a way that will win over even the most skeptical individuals. They learn creative strategies to appeal to stakeholders’ heads and hearts, transform their perspectives, and gain their commitment to action.

Helps leaders:

• Understand a dynamic influencing process that enables them to plan intentionally and adapt their influencing approach.
• Assess the commitment level of key stakeholders they need to influence to achieve their business outcomes. 
• Be proactive and effective when they gather, communicate, or present information.
• Use a set of packaging techniques to apply creativity and engage others with impact.
• Steer others toward supporting and making the commitment to take action.

Competencies developed:

• Influencing

Interested in delivering this course? Ask us about our facilitator certification options.

During this two-hour session, participants explore five kinds of networks they need to nurture to develop their career. More importantly, they learn how to sell their value to potential champions to receive that invitation to connect, and stay connected.

Competencies developed:

• Building Networks
• Compelling Communication
• Influencing

Interested in delivering this course? Ask us about our facilitator certification options.

In today's competitive business environment, each person is responsible for taking his or her own development seriously. Your job as a manager is to support people as they develop their leadership skills. In doing so, you play the role of catalyst, energizing and guiding people toward a common goal and making things happen. For many managers, this role doesn't come easily.

Helps leaders:

• Recognize the importance of their role as a catalyst in developing leaders within the organization.
• Recognize when they need to demonstrate a new skill or coach and reinforce others' use of a new skill and why it's important.
• Develop a personal strategy for having an impact on leaders' development.
• Use a set of tools and techniques that support leadership development.

This course teaches hiring managers and interview team members how to conduct interviews that are objective, fair, and provide the candidate the opportunity to shine. Learners leave the class knowing how to build rapport, manage an interview, and ask pertinent questions to gather data that are predictive of future on-the-job success.

Helps interviewers:

• Create a positive experience for the candidate by building rapport and managing the interview.
• Ask behavioral questions that uncover job-related skills and actions and minimize bias during the interview.
• Gather specific examples of a candidate's past behavior to predict future workplace behavior.
• Determine the candidate's motivation for the job and organization.   

Competencies developed:

• Selecting Talent

Interested in delivering this course? Ask us about our Targeted Selection certification options for facilitators.

This course teaches interviewers how to make the best hiring decisions by collecting high-quality behavioral data around job-related criteria for success. Interviewers build their skills in using an objective, consistent, and unbiased process for evaluating candidate data, and learn how sharing their data and considering the data that other interviewers have collected leads to hiring the best candidate every time.

Helps interviewers:

• Measure candidates against well-defined job criteria (knowledge, experience, competencies, and motivations).
• Focus interview questions on job-related behaviors.
• Avoid bias by focusing hiring decisions and promotions on the job requirements and data instead of on feelings or impressions.
• Follow a consistent and methodical process to evaluate data for every candidate.
• Integrate candidate information from multiple interviewers to make the best hiring decision.

Competencies developed:

• Selecting Talent

Interested in delivering this course? Ask us about our Targeted Selection certification options for facilitators.

Hiring a job candidate shouldn't be a guessing game. How well an interview is conducted can mean the difference between hiring the right person from the start and having to dive repeatedly into the candidate pool. This is an important responsibility as choosing the right candidate helps to ensure organizational success and employee satisfaction.

Helps leaders:

• Ensure that the best candidates are attracted to the organization and accept job offers.
• Treat job candidates with respect.
• Manage the pace of interviews.
• Collect information to help predict how candidates will perform in the job.
• Evaluate the information collected in interviews.

Everyone has unconscious biases—they’re the result of the way the brain handles the millions of bits of information bombarding us daily. But our biases can get in the way of our good intentions, limit our own success, and cause us to deny development opportunities to others. This microcourse helps learners become aware of their own biases in order to make better decisions.

Helps individuals:

• Learn how the brain influences reactions to the world around them.
• Review common biases and gain insights into their own behavior.
• Interrupt their biases to make better decisions.

Competencies developed:

• Creating a Culture of Trust
• Creating an Inclusive Environment

Microcourses are exclusively available with a leadership development subscription.

An engaged, committed group is one of the most powerful assets to have when it comes to achieving  team goals. Watch a leader apply an involvement technique that yields great results with a team that seems to be hanging back. Along with the technique, participants learn about pitfalls to avoid as well as the neuroscience behind encouraging employee initiative.

Helps leaders:

• Identify mistakes and pitfalls to avoid.
• Apply insights from neuroscience to unleash initiative.
• Use a seeking technique to spark greater involvement.

Wellbeing in the workplace is a key element to prevent burnout and decrease high turnover rates. Leaders will learn the four dimensions of wellbeing and how to incorporate them in the workplace. Learn how to promote wellbeing and analyze what your organization needs.

Helps leaders:

• Understand the wellbeing dimensions and the importance of incorporating them at work.
• Analyze missing wellbeing dimensions in your organization.
• Cultivate the four dimensions in your organization.
• Demonstrate wellbeing at work in your organization.

Competencies developed:

• Adaptability
• Stress Tolerance

Microcourses are exclusively available with a leadership development subscription.

This course arms a new or prospective leader with the knowledge and skills they need to confront the challenges they face early in their leader career. The course encourages the learner to think about the transitions that newer leaders face and how to handle those challenges. They are introduced to three leadership differentiators that are most important to building a positive reputation as well as contributing to the organization’s success.

Helps leaders:

• Reduce the stress associated with the shift to leading others.
• Act with authenticity to build trust.
• Bring out the best in others to enhance engagement and capacity.
• Look for and accept feedback with grace.

Competencies developed:

• Collaborating
• Earning Trust

Interested in delivering this course? Ask us about our facilitator certification options.