Session Learning Objectives

1. Trust and Influence: "Command and control" leadership no longer works well, if it ever did. Today's managers must build trust and influence to get the best results from their people. Focusing on behaviors that promote trust in all areas of one's professional life, you will learn why and how to build a stronger, more trust-rich environment with direct reports, managers, colleagues, customers, and suppliers. Leaders who hold themselves accountable to the results of their decisions find their people more apt to do the same.

Learning Objectives:
  • Identify two roles successful leaders play in the organization and recognize the unique challenges that accompany those roles. 
  • Implement three no-excuse strategies to demonstrate personal accountability. 
  • Recognize four elements to help build greater trust in the workplace. 
  • Adjust one's leadership style to the needs of one's employees, using MRA's Diagnostic Direction Model. 
  • Recognize multiple techniques to manage relationships with one's own manager, peers, and employees. 
  • Appropriately apply the elements of power and influence to work relationships. 
  • Incorporate the results of a 360-Degree Leadership Survey into the effectiveness of one's managerial development.
2. Communicating for ResultsRegardless of what product or service your organization offers, as a leader you're in the people business big time. Success demands high-level communication skills. Talking, writing, texting, emailing, phoning, gesturing, and listening you swim every day in the ocean of communication. If those communication skills are poor, you're in the ocean with an anchor tied to your feet. In this module, you learn Olympic-sized techniques to strengthen your talent. Just like swimming, you analyze the strokes you currently use, discovering important aspects of your own communication style. You learn to adapt your personal communication to those whose style is different from yours and take out your earplugs to hone your listening skills. Your awareness and use of nonverbal communication sharpens. After the module, you feel confident to win a gold medal in communication.

Learning Objectives:
  • Recognize elements that comprise nonverbal communication. 
  • Apply the DiSC model to understand style differences, adapt your style, and improve your communication with others. 
  • Demonstrate active listening and questioning techniques. 
  • Use communication tools that minimize defensive responses from your work colleagues. 
  • Construct "I" messages. 
  • Demonstrate assertive communication skills. 
  • Recognize generational differences and the impact of those differences on the work group. 
  • Explain the impact of emotional intelligence on communication. 
  • Examine appropriate and effective use of various modes of communication technology such as email, texts, and conference calls. 
  • Identify options for remote communication and technology.
3. Culture, Motivation, and Aligning Goals with Strategies: Applying your organization's vision and strategy, while building effective company culture, is vital to successful leadership. If you focus solely on daily productivity in a nose-to-the-grindstone fashion, you neglect the crucial ingredient of building morale and motivating your employees to greater productivity and increased engagement.

This module concentrates on the skills you need to strike just the right balance. You will learn how to work to strategic objectives and help your employees create complementary goals.

Learning Objectives:
  • Identify the values and cultural norms within your organization and work groups.
  • Describe components of vision and strategic plans.
  • Implement multiple strategies to align functional area goals to strategic goals.
  • Develop a communication and integration plan for goals.
  • Interpret strategies to strike a balance between organizational vision, departmental purpose, and daily work.
  • Relate vision and strategy to employee engagement.
  • Appraise various motivational theories and their effort on motivation.
  • Experiment with various motivational theories to create individual engagement, using the MRA Human Needs Model.
  • Recognize the impact of generational trends when motivating the workforce.
4. Training, Delegating, Coaching and Managing Performance: It's a myth that ostriches bury their heads in the sand. But the myth is a spot-on analogy for leaders who take no action when their employees are faltering, who insist on doing it all themselves, or who fail to recognize the value of proactively managing performance. This module helps you banish the notion that, "This will go away if I just ignore it." By learning to effectively train, delegate, coach, set goals, and give feedback in effective, efficient, and ethical ways, you increase your employees' chances for success on the job. You acquire the skills to implement a consultative method of addressing issues and a process that gets to the heart of performance issues while recognizing the vital steps to take when discipline is required.

Learning Objectives:
  • Define performance goals.
  • Identify performance standards.
  • Examine causes of performance problems.
  • Develop SMART goals.
  • Use training and delegation techniques as methods of developing the talent of others.
  • Develop the skills of constructive feedback and coaching.
  • Describe assertive communication skills for effective coaching.
  • Demonstrate active listening skills.
  • Identify appropriate consequences of acceptable and unacceptable behavior.
  • Identify appropriate steps for discipline.
  • Examine strategies to ensure appropriate documentation.
  • Design, prepare, and conduct an effective performance review.
5. Building Collaboration and Managing Conflict: Higher achievement. Deeper commitment. Sharper solutions. Ah, the payoff of superior teamwork! Helping groups achieve stellar results calls for particular skills, including creating trust, involving others in making decisions, and aligning team members' personal goals with the work of the group. It's a sure bet that team members with different backgrounds, interests, and personalities will bring different viewpoints to the table. It's a sure bet that team members with different backgrounds, interests, and personalities will bring different viewpoints to the table. It's also a sure bet that those different viewpoints can create stress and unproductive conflict. Competence in handling the complexities of teamwork in just the right way takes the know-how and practice this module provides. You'll learn how to skyrocket the effectiveness of a team and minimize unproductive conflict. You'll take away practical techniques to address expected and unexpected behaviors.

Learning Objectives:
  • Apply a model of teamwork to group performance.
  • Explain the value of diversity of thought, experience, and perspective in teamwork and decision making.
  • Apply strategies for addressing needs of isolated employees.
  • Distinguish between productive and unproductive conflict.
  • Demonstrate steps for managing conflict.
  • Apply strategies for dealing with disruptive and difficult people.
6. Leading Change and Putting It All Together: Savvy business leaders are always on the lookout for opportunities for change. With many of today's top industries completely unknown 30 years ago, merely maintaining the status quo is flirting with failure. Understanding the dynamics of change and encouraging changes and improvements in their areas of responsibility are requirements for effective and forward-thinking leaders. This module addresses the challenge of initiating and shepherding change, focusing on techniques to communicate with and engage those affected. You learn best practices for dealing with unintended consequences of change and how to avoid the tug of war that can occur when change is poorly managed.

Note: The final portion of this program includes a wrap-up of the entire Future Leaders Program and the Individual Learning Plan used throughout all six modules of the series.

Learning Objectives:
  • Define the five major stages in the cycle of change.
  • Compare two change models and the applicability to various work environments.
  • Identify and develop multiple strategies for leading change.
  • Recognize the effects of change on employees.
  • Demonstrate three skills for communicating about change.

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