Leadership Courses

Driving culture is about translating vision into daily work practices through the way leaders act and get things done. A leader's action or inaction has an impact on culture. Leaders learn how to intentionally drive a positive work culture among their teams and in their organization by focusing on five actionable tasks: modeling, communicating, implementing, reinforcing, and revisiting culture.

Helps leaders:

• Understand how culture is determined by how leaders act and get things done.
• Analyze how to drive the culture on their team.
• Practice leading with the heart to promote an inclusive and psychologically safe work environment.

Competencies developed:

• Leading Teams
• Energizing the Organization

Microcourses are exclusively available with a leadership development subscription.

Conflict and change are often connected. Change causes misalignment, and misalignment causes conflict. This microcourse will help your leaders better empathize with their team during conflict, ensure their teams are aligned, and empower them with clarity and direction to resolve team conflicts.

Helps leaders:

• Better understand and empathize with employees.
• Coach and empower team members to take ownership of resolving conflict.
• Ensure teams are aligned to prevent conflict.

Competencies developed:

• Resolving Conflict

Microcourses are exclusively available with a leadership development subscription.

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

As a leader moves up in their career, they may be more likely to struggle with imposter syndrome, even if they have been successful in the past. When imposter syndrome is not managed, it can not only be damaging to a leader's mental health and wellbeing, 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 transitioning mid-level leaders, and provide some best practices and reflections for taking control of the impulse.

Helps leaders:

• Understand impacts of imposter syndrome for middle managers.
• Identify why leaders may deal with imposter syndrome as they move into middle management.
• Recognize how middle managers can overcome imposter syndrome.

Competencies developed:

• Building Self-Insight

Microcourses are exclusively available with a leadership development subscription.

Organizational politics can be complex and multifaceted. But for leaders that need to get things done, they cannot be avoided. Those who excel at navigating politics recognize it as a prerequisite for influencing others and leverage their political landscape to achieve mutually beneficial outcomes.

Helps leaders:

• Identify the four landscapes of influence.
• Employ the leadership behaviors that thrive in each landscape.
• Apply strategies to navigate their landscape while both maintaining integrity and achieving business goals.

Competencies developed:

• Strategic Influence

Microcourses are exclusively available with a leadership development subscription.

You know that a major change is coming to your organization, and you might be struggling with how to handle it. Or a major disruptive change has just occurred, and you’re dealing with the fallout. Layoffs, company restructuring, job role changes, return-to-office mandates, and other disruptions are causing major upheaval in organizations across the globe. Although these shifts might be necessary, employee understanding and trust take a major hit. While you might not be the one making these tough decisions, you are often the one who must implement them. This course will help you better understand and empathize with your employees and give you some key actions to sustain and repair lost trust during these disruptive changes. You’ll gain some new ideas for how to handle the trust crisis and successfully guide your team through these challenging times.  

Helps leaders:

• Better understand and empathize with employees.
• Apply key actions to sustain and repair lost trust during disruptive changes.
• Gain new ideas for how to handle the trust crisis and successfully guide teams through these challenging times.

Competencies developed:

• Emotional Intelligence  Essentials

You know that a major change is coming to your organization, and you might be struggling with how to handle it. Or a major disruptive change has just occurred, and you’re dealing with the fallout. Layoffs, company restructuring, job role changes, return-to-office mandates, and other disruptions are causing major upheaval in organizations across the globe. Although these shifts might be necessary, employee understanding and trust take a major hit. While you might not be the one making these tough decisions, you are often the one who must implement them. 

This microcourse will help leaders better understand and empathize with their employees and give them key actions to sustain and repair lost trust during these disruptive changes. They will gain new ideas for how to handle the trust crisis and successfully guide their team through challenging times. 

Helps leaders:

• Better understand and empathize with employees.
• Apply key actions to sustain and repair lost trust during disruptive changes.
• Gain new ideas for how to handle the trust crisis and successfully guide teams through these challenging times.

Competencies developed:

• Emotional Intelligence Essentials

Microcourses are exclusively available with a leadership development subscription.

Stakeholders whose buy-in and energy for your change initiative dip when they encounter challenges or have unrealistic perceptions can slow the pace of change. You can prevent this slowdown and even accelerate your change by identifying and managing key stakeholders and using strategies to move through the Change Arc.

Helps leaders:

• Understand how my personal tendencies can help or hinder change.
• Identify ways to effectively engage stakeholders through change.
• Choose strategies to move through the change faster for a future change initiative.

Competencies developed:

• Leading Change

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less. Personalized with Leadership Personality Insights, this course integrates data from a comprehensive personality inventory to boost self-awareness and provide actionable next steps. This course is only available with a MultiLevel Subscription.

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.

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.

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.

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.

For critical talent to stay with an organization, they need ongoing career development opportunities. This course focuses on how leaders can connect with employees to help them explore their aspirations and plan concrete steps to achieve growth in their careers.

Helps leaders:

• Recognize the importance of helping individuals grow in their careers.
• Understand the role of conversations in connecting with people as they explore and develop in their career.
• Use questions to help people understand, explore, and act on their career aspirations and align them with business goals.

Competencies developed:

• Leading Change

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.

When coaching team members, is your focus on helping them accomplish the immediate task, or do you have their future capabilities in mind? With the hectic pace of business, it might not seem there’s time, but you can do both. Your coaching can move people to their own solutions and grow their skills for the long term. In this session, you’ll add deep listening and provocative questioning techniques to your skills as a coach and build your team’s bench strength for today and for the future.

Helps leaders:

• Use deep listening to understand the person and the coaching need.
• Ask provocative questions to inspire a person's own solutions.
• Gain self-awareness about how their personal tendencies affect their ability to coach for growth.

Competencies developed:

• Coaching and Developing Others

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less. Personalized with Leadership Personality Insights, this course integrates data from a comprehensive personality inventory to boost self-awareness and provide actionable next steps. This course is only available with a MultiLevel Subscription.

Leaders of other managers develop multi-directional coaching skills and learn the proactive inquiry method for more effective interactions with their teams. This course is designed for mid- to senior-level leaders. 

Helps leaders:

• Clearly differentiate and seek higher-level coaching opportunities that provide significant payoff to the individual, team, and organization.
• Apply advanced skills to conduct more compelling, collaborative, and rewarding coaching discussions.
• Seek and offer feedback that people can accept and act on to ensure achievement of business goals.
• Monitor and measure the continuous improvement of coaching skills in themselves and those they coach.
• Build and sustain a coaching culture within their team.

Competencies developed:

• Coaching & Developing Others
• Coaching

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

Are your leaders feeling caught between keeping their focus on long-term organizational goals and dealing with everyday demands? Not sure what their teams need to successfully achieve strategic goals? Build a solid strategy that fills talent gaps for the long term while still meeting short-term objectives.

Helps leaders:

• Focus on where their organization is headed and the role of their team in getting there.
• Assess their team's capabilities in light of achieving both long-term and short-term goals.
• Create a talent strategy that ensures their team is well-positioned for the future.

Competencies developed:

• Building Organizational Talent

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less.

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

Having conversations can be difficult, and as a leader there are many to be had. Learning how to initiate conversations with courage and to speak with candor will inspire a leader's team to follow their example, opening the path to act courageously and have those difficult conversations. 

Helps leaders:

• Initiate difficult conversations with courage.
• Speak with candor.
• Inspire their team to follow their example.

Competencies developed:

• Communication
• Decision Making

Microcourses are exclusively available with a leadership development subscription.

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.

In this course, mid- to senior level leaders learn to evaluate their current network and take steps to close gaps. They identify personal and organizational barriers that hamper efforts to negotiate, collaborate, and communicate as they build partnerships.

Helps leaders:

• Navigate complexity in your role and accomplish critical business objectives by using strategic networking and partnership tools and skills.
• Advance your organization’s objectives; build effective networks and strong partnerships.
• Evaluate your active network to close gaps and enhance the network’s strategic value.
• Identify critical checkpoints to plan, execute, monitor, and maintain partnerships.

Competencies developed:

• Cultivating Networks & Partnerships
• Building Partnerships

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

To be effective at translating long-term strategies into team actions, mid-level leaders must seek diverse perspectives, evaluate payoffs and risks for their potential goals, then select their priorities and consider how to mitigate risks.

Helps leaders:

• Translate strategic business goals to team-level priorities.
• Identify strategies to mitigate risk.

Competencies developed:

• Establishing Strategic Direction

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less.

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

In this course, mid- to senior level leaders learn to define the current state of team development as well as the ideal future state, pinpointing team and individual strengths and growth needs. Also, identify and develop high potentials for future leadership roles, assess the impact and effectiveness of development efforts, and provide feedback.

Helps leaders:

• Identify their team’s development needs as they relate to achieving current and future business priorities.
• Describe the experienced leader’s role in developing direct reports.
• Recognize how to achieve the highest pay-off for their efforts in developing others.
• Use a three-phase process—Assess, Acquire, Apply—to help individuals identify strengths and growth areas, plan development strategies, and acquire and apply new or enhanced knowledge, skills, and experience.
• Measure and provide feedback on the effectiveness and impact of development efforts on the individual, team, and organization.

Competencies developed:

• Building Organizational Talent
• Building Talent

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

Transformation is a strategic shift inside the organization. As leaders focus on the operational changes that need to happen, they can lose sight of the cultural transformation necessary to keep people engaged and energized over the long haul. In this course, leaders learn a framework for driving transformation through culture change.

Helps leaders:

• Understand the difference between transformation and change.
• Engage their team or partners in committing to a transformation (even amid resistance).
• Use a framework to lead and navigate transformation.

Competencies developed:

• Energizing the Organization
• Leading Change

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less.

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

In every workplace interaction, how leaders respond can determine whether they're viewed as an irresistible leader who seeks to understand people and inspire positive outcomes. That means having a healthy level of emotional intelligence (EQ). Leaders can learn deep listening techniques and interaction skills to improve EQ and rally their teams toward extraordinary results. 

Helps leaders:

• Use deep listening to help them read and understand others' emotions and reactions.
• Adapt their words and behaviors to better respond to people during interactions.
• Leverage EQ in workplace situations in which demonstrating empathy and expressing vulnerability are key.
• Understand how their personality traits help or hinder their EQ skills.

Competencies developed:

• Emotional Intelligence Essentials

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less. Personalized with Leadership Personality Insights, this course integrates data from a comprehensive personality inventory to boost self-awareness and provide actionable next steps. This course is only available with a MultiLevel Subscription.

Stress, pressure, and other external factors can hijack your ability to successfully lead others with intention. You can counteract the impact of these factors by cultivating self-awareness of your feelings and how they affect your actions. In this course, mid-level leaders will learn strategies for managing their emotions and actions to have a positive impact.

Helps leaders:

• Cultivate self-awareness of their feelings and the consequences of their actions.
• Recognize the ways they can be hijacked and prevented from leading with intention.
• Adopt strategies to manage their emotions and actions for positive impact.

Competencies developed:

• Emotional Intelligence Essentials

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less. Personalized with Leadership Personality Insights, this course integrates data from a comprehensive personality inventory to boost self-awareness and provide actionable next steps. This course is only available with a MultiLevel 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.

Building trusting and constructive working relationships is hard enough under the simplest of circumstances. But when partners come from diverse backgrounds and follow different cultural norms, an unpredictable layer of complexity and nuance comes into play. Leaders of such teams will be tested and triggered in unique ways. But with the right balance of leadership behaviors, they and their teams can thrive.

Helps leaders:

• Heighten awareness of common challenges and triggers that can derail leaders of multicultural teams from fostering valuable working relationships.
• Challenge their own assumptions and biases.
• Discover the right balance of leadership behaviors to effectively lead a multicultural team.

Competencies developed:

• Global Perspective

Microcourses are exclusively available with a leadership development subscription.

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

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

In this course, mid- to senior level leaders learn how to create an influence strategy that clearly links their ideas and recommendations to changes that will have a positive impact on individual, team, and organizational performance.

Helps leaders:

• Identify and assess influence opportunities and choose strategies to achieve business results.
• Evaluate their business network and build supportive and reciprocal long-term working relationships at all levels of the organization.
• Leverage their personal power to move people to take action on those ideas, opportunities, and recommendations that will have the greatest impact on organizational priorities.
• Use techniques that allow them to engage people both emotionally and rationally.
• Assess the people they need to influence—understanding their motivations, needs, and concerns—so they can change or reinforce their perceptions and gain their commitment.
• Capture people’s attention and make things happen.

Competencies developed:

• Influencing
• Strategic Influence

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

Have you ever struggled to get something done, because the people you need to propel an initiative forward all have their own priorities or concerns? Influencing others can be one of the most challenging—yet pervasive—aspects of leadership. When you’re able to make your case from the perspective of others, you’re more likely to reach a mutually beneficial outcome that moves stakeholders to support you or act on your behalf.

Helps leaders:

• Anticipate future influence opportunities.
• Identify a broad network of stakeholders that can help them accomplish future goals and objectives.
• Dig deeper to determine stakeholders' perspectives.
• understand how their personal tendencies impact the three phases of strategic influence.

Competencies developed:

• Influencing

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less. Personalized with Leadership Personality Insights, this course integrates data from a comprehensive personality inventory to boost self-awareness and provide actionable next steps. This course is only available with a MultiLevel Subscription.

In this course, we train mid- to senior level leaders to use techniques that support innovation. By gaining experience with these techniques in an engaging classroom setting, leaders will be equipped to model ideal conditions for innovation—and be a keeper of the culture that inspires and rewards their teams.

Helps leaders:

• Apply leadership actions that minimize the challenges to creating an innovative environment.
• Recognize their role as a leader in building and sustaining the conditions for innovation.
• Make and measure 30-day commitments to hold themselves accountable for instilling a culture of innovation.

Competencies developed:

• Driving Innovation
• Entrepreneurship
• Innovation

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

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.

Times of significant stress and crisis are times when our leadership behaviors and actions may not always align with our intentions or our priorities. Leaders often know what to do, but act in ways that are very different. Learn how to manage the impact of personal tendencies and derailers on leadership brand and behaviors in times of stress and crisis.

Helps leaders: 

• Understand the importance of their leadership brand and behaviors in times of crisis.
• Identify the personal tendencies and derailing tendencies that might influence their behavior under pressure.
• Develop a plan to manage the impact of personal tendencies and fulfill their leadership brand.

Competencies developed:

• Building Self-Insight
• Executive Presence

Have you ever listened to a vision speech from a leader that left you feeling unmotivated and even confused? Don't be that leader! When conveying your own vision for the future, take the time first to craft a clear message and practice presenting it in a way that will inspire your audience to break the status quo.

Helps leaders:

• Understand the elements to include when communicating a vision in order to make it compelling.
• Know how to frame a vision in a way that energizes, inspires, and motivates.
• Receive feedback on their vision to enhance how it is communicated.

Competencies developed:

• Energizing the Organization

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less.

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

Keeping up with the rapid advancement of technology can be difficult on a normal day. Leading others in this fast-paced digital era, let alone thriving, can seem impossible. Discover the drivers and methods that play into a leader's strengths while growing the skills that will distinguish them as a successful digital leader.

Helps leaders:

• Adopt the mindset of a digital pioneer who is comfortable with ambiguity, taking risks, and making unprecedented decisions.
• Face evolving technology with confidence instead of fear.
• Guide teams to stay positive in today's ever-changing digital environment.

Competencies developed:

• Business Savvy
• Entrepreneurship

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less.

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

In this course, mid- to senior level leaders develop a long-term strategy for leading in a global environment.

Helps leaders:

• Recognize the impact of globalization on their business.
• Understand the mind-set, knowledge, and skills required to execute their global leadership responsibilities.
• Enhance their effectiveness to lead in a global environment.
• Commit to actions they will take to positively impact the business.

Competencies developed:

• Global Acumen
• Global Perspective

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

In this course designed for mid- to senior leaders, leaders learn the ability to drive change by understanding the importance of stakeholders, multiple viewpoints, communication, and buy-in.

Helps leaders:

• Develop their ability to drive change by understanding the importance of involving stakeholders, dealing with resistance, communicating, and building buy-in.
• Improve their understanding and ability to leverage insights from the Change Style Indicator^® (CSI).
• Enhance their skills in leading and motivating others through organizational change initiatives.

Competencies developed:

• Leading Change
• Facilitating Change

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

As a leader, it’s important to understand that workplace bullying goes far beyond aggressive behavior. There are psychological power imbalances that cause bullying behaviors to manifest and wreak havoc in the workplace. For this reason, it is important to enact a zero tolerance policy for bullying by encouraging an inclusive work environment.

Helps leaders:

• Know what workplace bullying is and how to promote an inclusive work environment.
• Understand how to cultivate zero tolerance for workplace bullying.

Competencies developed:

• Creating a Culture of Trust
• Emotional Intelligence Essentials
• Resolving Conflict

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.

In this course, mid to senior level leaders learn a decision-making discipline that will help them manage various dynamics and overcome the forces both within themselves and across their organization that can compromise their decision-making ability.

Helps leaders:

• Recognize the presence of complex dynamics that can negatively impact the ability to make objective, informed business decisions.
• Identify specific decision-making biases to which the organization and leaders are most susceptible.
• Apply a decision-making discipline to manage these biases and other decision dynamics.
• Apply this same discipline to diagnose past decisions and coach others in making decisions.

Competencies developed:

• Operational Decision Making
• Decision Making

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

In this course, mid- to senior level leaders assess their own emotional intelligence (EQ) and learn to prevent the emotional hijacking that can interfere with personal intentions and organizational outcomes.

Helps leaders:

• Realize how EQ affects business results.
• Understand how emotional hijacking interferes with values and outcomes.
• Recognize the five elements of EQ and learn skills to strengthen each one.
• Analyze their own EQ and the impact of their skill level on those around them.
• Identify their emotional triggers and apply techniques so they can respond effectively rather than react inappropriately.

Competencies developed:

• Earning Trust
• Emotional Intelligence Essentials

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

Interactions have a significant impact on the performance and productivity of people and organizations. To make this impact a positive one, executives can consistently apply essential interaction skills, leverage the strengths of their leadership interaction style, and employ an emotional intelligence approach to improve the quality of each interaction, meeting, and discussion they conduct.

Helps senior leaders:

• Recognize the relationship between the quality of interactions and the job satisfaction, productivity, and well-being of leaders and teams. 
• Review seven interaction mistakes to avoid that commonly occur at the executive level. 
• Examine how to balance personal and practical needs despite a tendency to focus on the practical. 
• Review essential interaction skills that provide a framework for effective discussions. 
• Explore the role emotional intelligence plays in understanding their approach to an interaction. 
• Identify their dominant leadership interaction style and how to leverage the strengths and manage the potential risks of that style.

Competencies developed:

• Compelling Communication
• Communication

Microcourses are exclusively available with a leadership development subscription.

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

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.

Peer coaching is anchored on meaningful and productive conversations. Give your mid-level leaders powerful skills to create a solid foundation for successful peer coaching.

Helps leaders:

• Develop powerful skills to have meaningful and productive conversations.
• Build authentic and active listening skills.
• Learn the Interaction Essentials^SM and STAR method for feedback.

Competencies developed:

• Coaching
• Developing Others

Microcourses are exclusively available with a leadership development subscription.

Peer coaching is incredibly valuable to become a “learning organization” and helps your company become more agile and effective. Peer coaching facilitates networking, builds a community of coaches, and drives a culture of feedback. This course is designed for mid-level leaders.

Helps leaders:

• Prepare for a peer coaching initiative with the right skills and approaches.
• Understand key concepts of Interaction Essentials^SM and STAR method for feedback.
• Build authentic and active listening skills for peer coaching discussions.

Competencies developed:

• Coaching and Developing Others

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less.

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

When it comes to networking, quantity does not always equal quality. Today’s fast-paced and complex business landscape necessitates that leaders be deliberate and strategic in how they invest their networking energy to get the highest returns.

Helps leaders:

• Discover the three types of connections essential to cultivating a valuable network.
• Follow a three-step process for building and maintaining a strategic network that meets their needs and future goals.
• Learn how to be a reciprocal network leader and bring equal value to their network connections.

Competencies developed:

• Cultivating Networks and Partnerships
• Building Networks

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

Some leaders are more operationally focused; they're in the moment. Other leaders are always thinking ahead; they're more strategically focused. It can be challenging when daily demands and crises are so compelling, but by knowing more about your personal tendencies and focusing on six simple steps, you can become a more strategic leader.

Helps leaders:

• Identify the impact of their individual traits and tendencies.
• Take six simple steps that will move their actions and outcomes from short-term to long-term.
• Leverage developmental tips to make immediate changes and improvements.

Competencies developed:

• Establishing Strategic Direction
• Strategic Planning

When different teams work to achieve the same organizational goals, conflict is inevitable. Discover how leaders can identify and address the root cause of a conflict before it impedes their team and others from performing at their best.

Helps leaders:

• Discover four root causes of organizational conflict that can negatively impact goals.
• Better understand the people who need to be involved in resolving a conflict.
• Adopt conflict resolution strategies that leverage their natural tendencies.
• Develop a plan that solves conflict at its source.

Competencies developed:

• Resolving Conflict

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less. Personalized with Leadership Personality Insights, this course integrates data from a comprehensive personality inventory to boost self-awareness and provide actionable next steps. This course is only available with a MultiLevel Subscription.

What does vulnerability and psychological safety have to do with an innovative team culture? It turns out, more than you might think. Learn vulnerable but courageous leader actions that will empower your team to think outrageously, experiment responsibly, learn from failure, and act on your organization’s next big innovative strategy.

Helps leaders:

• Demonstrate courageous vulnerability to build trust and spark learning from failure.
• Create a psychologically safe environment in which team members are empowered to think big and take risks.
• Apply practical yet powerful actions to cultivate and drive an innovative team culture.

Competencies developed:

• Driving Innovation
• Emotional Intelligence Essentials

Microcourses are exclusively available with a leadership development subscription.

Data can be overwhelming. It can be an amazing asset, or it can be a detriment depending on how it is presented. Learning how to utilize data and weave it into your narrative will ultimately allow you to convey your message to your audience.

Helps leaders:

• Use and present data effectively.
• Help others visualize information.

Competencies developed:

• Compelling Communication

Microcourses are exclusively available with a leadership development subscription.

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.

Coaching is an important tool for developing team members across a range of needs. When you coach your team, do you start by asking a few questions and end up giving directions or advice? Or do you seek more than you tell?

Helps leaders:

• Recognize the three types of advanced coaching skills.
• Describe the four types of provocative questions—context, causal, challenge, and calibration.
• Use each type of provocative question to add value to a coaching discussion.

Competencies developed:

• Coaching and Developing Others
• Coaching
• Communication

Microcourses are exclusively available with a leadership development subscription.

In this course, mid- to senior level leaders learn actions they can take to engage themselves and their team in executing priorities and how to overcome the challenges that interfere with effective strategy realization.

Helps leaders:

• Understand the essential elements required to successfully implement strategy.
• Overcome the challenges that interfere with implementing strategy.
• Keep themselves and their teams engaged in executing strategy.
• Realize how to sustain execution in the long term.

Competencies developed:

• Driving Execution
• Establishing Strategic Direction
• Strategic Planning

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

Making tough decisions is a critical part of the job for leaders. But each leader is unique and brings with them personal tendencies that can either propel them forward or hold them back. Take a closer look at how who you are influences how you approach decision making. 

Helps leaders:

• Understand how personal tendencies impact the three phases of decision making.
• Identify the tendencies that help as well as hinder their approach to decision making.
• Plan an approach to leverage and manage their tendencies in an upcoming decision.

Competencies developed:

• Decision Making

This Impact Session is designed to develop leaders of leaders with focused skills, deep insights, and peer learning—in 2 hours or less. Personalized with Leadership Personality Insights, this course integrates data from a comprehensive personality inventory to boost self-awareness and provide actionable next steps. This course is only available with a MultiLevel Subscription.

With so many tasks and responsibilities coming your way, it can be a struggle to determine where to focus your team’s time and energy to ensure strategic goals are met.

Helps leaders:

• Identify the importance of strategy planning.
• Explain the four essential elements of executing a strategy.
• Identify the nine execution challenges.
• Use a radar chart to assess how time is being spent.

Competencies developed:

• Driving Execution
• Establishing Strategic Direction
• Operational Decision Making

Microcourses are exclusively available with a leadership development subscription.