Session 1 – Cultivating High Potential

“There is no greater burden than a great potential” (Charles Schultz). This session explores how we can unlock the potential in each of us and others and instill a sense a purpose and direction. We examine the balance between aspiration, ability, and engagement.

Session 2 – Leadership Defined

We define and discuss “the art and practice of leadership.” The three pillars of leadership development is introduced. Differences between management and leadership are exposed. Making the transition from manager to leader is examined.

Session 3 – Relationship Awareness and Self-Discovery

Who am I as a leader? Through self-assessment and individual and group feedback, participants discover their Motivational Value System and Valued Relating Style.  Motivation, Intention, and Behavior are explored and personalized. How do the biggest challenges come from our strengths!

Session 4 – Five Practices of Exemplary Leadership

These are the leadership “truths” that help build strong leaders. Participants clarify their personal values and look to align actions with values. We find how inspiration of a shared vision coupled with the ability to successful challenge the process makes the difference. We learn how to enable others to act and then recognize their contributions and celebrate the victories.

Session 5 – Emotionally Intelligent Leadership

Discover why emotional intelligence matters most for excellence in leadership. Know how to become an authentic leader by developing your unique leadership style and understand your purpose.

Session 6 – Diversity Leadership

Guest Leader, Dr. Terryl Ross shares a lifetime of learning and leading from a diversity standpoint. Learn what diversity means and how to understand, embrace, appreciate, and respect the unique differences in all of us.

Session 7 – Leading Learning Organizations

The primary purpose of developing a learning organization is to expand its capacity to choose rather than react. The way we think about our organizations may be the reason they do not change in the way we want. Learn how to understand and appreciate interdependencies. Explore the system archetypes that can help us describe complex situations. Assess your organization’s learning disabilities and the interventions needed.

Session 8 – Leading and Sustaining Change

Why is the most persistent aspect of life—change—the most difficult to manage?  Could it be that we still do not fully understand change? Participants explore how thinking and feeling influence the change process. Established models for initiating and implementing change are introduced. Ethics and values during change are discussed. Moving from managing change to managing “transitions” are explored. Finally, a new and exciting concept of opening the mind, heart, and will rounds out the learning experience.