Leadership Courses

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.

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.

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.

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.

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.

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.

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.