Targeted, customized support for every aspect of management.
The Washington Firm in Seattle and New York City can help every manager in your organization lead more effectively, bring their teams to peak performance, and ensure a safe, productive environment for your employees.
- For managers at any level, we offer a wide range of leadership training modules from running effective meetings, to managing remote employees, to harassment and discrimination prevention.
- For executives, we offer individualized executive coaching based on rigorous assessments to support development, succeed in their current role, and prepare for what comes next.
Individual modules can be offered on a stand-alone basis or as part of a continuing leadership development plan, and each module can be offered as a half-day or full day session, depending on the depth of content and amount of practice time desired.
The following are examples of the topics that we can offer; other training topics are available upon request.
Leadership Development Training In New York And Seattle
Harassment & Discrimination Prevention Training
Most companies are committed to creating a respectful, harassment-free workplace for every employee. However, this is more complex than it sounds. Ground rules for appropriate conduct are not obvious to everyone and if you feel as if the rules keep changing, you’re right! In fact, in many states, managers can even be held personally liable for discrimination and harassment–making it especially important for them to understand the issues involved.
This important and highly entertaining module covers the most recent “rules of the road” and provides answers to questions including:
- What exactly is harassment and what is management’s role in preventing it?
- What are your responsibilities as an employee?
- What if you are a manager? Do you have special responsibilities?
- Can employees date each other?
- What are the rules for social media? And off-work conduct?
- Are jokes okay?
- Aren’t we allowed to have fun in the workplace anymore?
- What do you do if you feel uncomfortable?
- When is an investigation necessary?
This is offered as either a stand-alone module or as part of Working with Differences, a more comprehensive program.
Coaching for Development
Study after study shows that today’s employee is more engaged when he or she believes that their manager and the organization care about their personal and professional development. This module provides managers with tools and skills for helping employees prepare themselves for the next step in their career. This module is often conducted together with Coaching for Performance.
Coaching for Performance
This module is designed to teach managers how to coach for performance improvement while continuing to support and motivate employees. Essential for managing any workforce, these skills are especially important for working with highly intelligent, creative team members. Role-playing and peer feedback help participants develop and improve their coaching skills. This module is often conducted together with Coaching for Development.
While conflict is often a natural outcome of differing opinions and styles, it can hide real issues and keep leaders from achieving optimal results. This module teaches leaders to identify issues at the source of conflict, determine alternatives, win support from others, get to win/win solutions, and give constructive feedback. We use a diagnostic instrument, Thomas-Kilmann Conflict Mode Instrument, to provide a framework for participants to understand their style in dealing with conflict, which can help them to develop different approaches to effective communications in conflict resolution.
Cultural Collisions: The Challenges & Opportunities (Diversity Training)
This workshop focuses on increasing awareness of the kinds of issues that tend to be sensitive for people in today’s workplace, including stereotypes, cultural assumptions, and how easy it is to offend, even completely unintentionally. It also addresses how to communicate in situations where either you want someone to behave differently, or someone else is asking you to do so. There are several exercises that participants report as powerful and fun. This module is also part of Working with Differences.
Sometimes what stands in the way of managers being truly effective is their ability to delegate appropriately. When employees are promoted because of their excellent technical skills, we shouldn’t be surprised when they keep exercising those skills. This module helps managers identify what they can and should delegate, and identifies tools and strategies to avoid feeling (or being) out of control.
Discipline & Discharge
This module identifies the stages at which it is appropriate and necessary to discipline and/or discharge an employee. Building on the skills developed in previous training, managers learn a variety of techniques to accomplish this most difficult of all managerial tasks while maintaining everyone’s personal dignity. We also review the legal issues involved in discipline and discharge. Role-playing is used to identify problem areas and give managers a chance to practice.
Facilitating Effective Meetings
We spend our lives in meetings, but many of us have never been taught how to make them effective. This module teaches meeting leaders the principles of effective meetings and how to facilitate the difficult conversations that sometimes occur.
Hiring for High Performance
Hiring the right person can make many problems easier to solve, or never happen in the first place. This module identifies a process that greatly enhances the probability of hiring well by hr consultant. It includes steps of defining an open position, recruiting appropriate candidates, interviewing, assessing cultural and team fit, and negotiating an offer and acceptance. Legal issues, including appropriate interview questions, are also covered.
Leading with Emotional Intelligence
Using Daniel Goleman’s situational leadership model, this workshop provides leaders with a framework to evaluate their own leadership style and the style of those with whom they work. Participants identify their primary preferred style as well as styles that could help them become more effective in particular situations. This popular module is supplemented by a Harvard Business Review article, Management that Gets Results.
Leading Through Others: Leadership Training Modules for Mid-Managers
These mid-management leadership topics can be combined in any way that makes sense to fit the client’s particular needs.
- Envisioning the Future: Leaders explore the critical need to articulate a vision and communicate it effectively over and over again.
- Strategy Implementation: Managers learn a model for identifying key stakeholders for an initiative. Participants have an opportunity to analyze their real-life projects to see how they can enroll others in support of their projects more effectively.
- Building Cross-Functional Partnerships: Principles of influence are discussed in this section, including when it is appropriate to use the techniques discussed. Depending on the objectives, various team simulations and games may be used.
- Corporate Life Cycle: This session presents the Adizes corporate life cycle model, then leads participants in a discussion of their organization’s current status and its implications for leadership.
Managing Remote Employees
As companies expand their markets across states, country, and globe, their office locations and employees also become distributed across regions and countries. While technology has improved our ability to communicate across long distances, managing employees in different locations and time zones is not the same as managing them all in one place. How do you keep remote employees engaged and connected to the larger company? How do you ensure that they are productive? This session gives managers the tools and techniques to be effective in their unique situations.
This module provides a step-by-step overview of the performance management process, including developing performance expectations, writing effective performance reviews, and conducting the review conversation itself. Depending on the length of the module, customized case studies can be used to provide relevant examples for discussion and practice.
Executive & Management Coaching
We work closely with leaders at various levels in your organization to support their skill development and ensure alignment with organizational goals and priorities. Each coaching program is designed individually to meet the goals of the leader.
Our coaching process involves a 360-degree assessment that gives leaders an invaluable opportunity to receive feedback from direct reports, peers, and others who depend on them for guidance, direction, and partnership. Our approach helps the team give difficult feedback in a constructive but non-threatening way. Depending on the needs and interests of the client, we can perform this assessment using a sophisticated online tool, individual interviews with key stakeholders or, as we do in many cases, both approaches.
The knowledge gained through this assessment sets the stage for professional development and/or improvement in performance and interpersonal effectiveness. After providing the leader with confidential feedback, we then work with them over a designated period of time to support their development.
Talent Assessment & Succession Planning
Does your organization have the bench strength to get to the next level? Can you promote from within or will you need to go to the outside for key leadership openings? Our consultants are experienced in helping companies assess their leadership teams and staff in the context of their organizational needs, and plan for the future.