Leadership Courses

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

You’ve encouraged your leaders to develop their skills, and they’ve completed the training you discussed. You sit back and wait to see the improved performance you anticipated. What’s wrong with this picture? Unless you’re prepared to really support your leaders’ development, chances are that their new skills will wither away. It’s up to you to nurture the learning—by sharing accountability, championing its value, and reinforcing its use.

Helps managers of leaders:

• Recognize and prioritize accountability for L&D as a critical part of their responsibilities.
• Identify best practices to excite, engage, and encourage their leaders in their development.
• Create a plan to reinforce learning and champion development.

Competencies developed:

• Coaching & Developing Others

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

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.

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.

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.

This foundational course provides individuals with a powerful set of interaction skills that enables them to communicate more effectively with colleagues and customers and, in the process, build trust, strengthen partnerships, and achieve desired results.

Helps individuals:

• Recognize the impact they can have on their success and the success of others by enhancing interpersonal relationships in the workplace.
• Relate to colleagues and customers in a way that meets their personal needs while also meeting the practical need of accomplishing objectives.
• Use a set of interaction process skills that enable them to conduct more successful discussions that achieve results.
• Use a technique for providing specific, meaningful feedback that helps people improve their performance and increase productivity.

Competencies developed:

• Building Customer Loyalty
• Communication
• Influencing

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

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.

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.

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.

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.

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.

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.

This course for individual contributors focuses on their role in implementing change in the workplace. Participants discover their Change IQ, learn about the phases of change that many people experience, and are introduced to best practices that will enable them to tackle and overcome the new business challenges of today and tomorrow.

Helps individuals:

• Commit to and take ownership of change.
• Effectively recognize change, explore change, and overcome personal resistance to change.
• Minimize the negative impact on individuals, work groups, and the organization of not adapting to change.
• Demonstrate an embracing change mind-set that influences others to embrace workplace change.

Competencies developed:

• Adaptability

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

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.

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.

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.

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.

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.

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.

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.

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.

In this course, individual performers learn how to recognize the warning signs of conflict and take action to prevent situations from escalating or to work out the conflict if it does escalate. This allows them to mitigate any negative impact, thus reducing the cost of conflict and improving business results.

Helps individuals:

• Reduce the cost of conflict to them and their organization.
• Minimize or prevent conflict by promoting a culture of trust, mutual respect, and collaboration.
• Make appropriate choices, both in words and actions, to direct situations away from possible damage and toward the discovery of new ideas and solutions.
• Remove roadblocks to proactively taking action when the warning signs of conflict occur.
• Successfully plan and conduct conflict resolution discussions.

Competencies developed:

• Resolving Conflict

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

This course will help learners increase personal and team value by teaching them to cultivate a network of associates they can contact for information, advice, and coaching. Learners identify what information and expertise they need, identify who can provide it, practice asking for help, and then learn techniques for maintaining strong working relationships.

Helps individuals:

• Apply a process for developing, expanding, and maintaining a business network.
• Recognize the benefits of networking for themselves, their work group, and organization.
• Use a set of flexible interaction skills to secure the help and involvement of network contacts and maintain strong working relationships.
• Identify opportunities to reshape and expand their network to meet new needs.
• Plan their approach to following through on networking opportunities.

Competencies developed:

• Building Networks
• Building Partnerships
• Communication

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

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.

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.

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.

This course focuses on six Checkpoints that help partners identify and focus on important issues and promote open communication. In addition, learners are also introduced to the Partnership Scorecard, a tool used to provide feedback and measure progress on key elements of the partnership.

Helps individuals:

• Identify six important areas of agreement—called Partnership Checkpoints—that are critical to a successful partnership.
• Use these Checkpoints as the basis for defining and agreeing on key aspects of what is to be accomplished and how the partners will work together.
• Recognize common areas of misunderstanding in partnerships.
• Create and apply measurement tools and methods to monitor progress and facilitate the exchange of feedback.

Competencies developed:

• Building Partnerships
• Earning Trust

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.

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.

Valuing Differences gives people effective skills and tools for exploring others’ unique perspectives, understanding and leveraging people’s inherent differences, challenging devaluing behavior, and creating an environment in which people’s differences are respected and utilized.

Helps individuals:

• Contribute their unique styles, abilities, and motivations to ensure the success of their work group and organization.
• Encourage others to contribute their unique styles, abilities, and motivations.
• Work more collaboratively and productively with people who have a variety of styles, abilities, and motivations.
• Leverage the talents of their coworkers to achieve better results.
• Contribute to a climate in which people’s differences are respected and utilized.

Competencies developed:

• Valuing Differences

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

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.