Leadership Development Training & Classes
Leaders are not born. They are developed.
Equip your leaders with the skills they need to get the results your organization demands. Train your leaders to resolve conflict, engage employees, and manage performance.
Build On-Going Feedback into Your Performance Management
Leaders Learn: You must be constantly giving performance feedback, telling your employees specifically how they are doing from the big projects to the small tasks. Employees do not want to only get a pat on the back, just as they do not only want to be addressed with they did something wrong. It’s not a choice between recognition and constructive criticism, employees want feedback.
How to Deliver Feedback Without Micro-Managing
Leaders Learn: Key to performance management, leaders learn how to coach on the day-to-day small items, without appearing to micro-manage. Consistently giving feedback helps to build trust because they employee always knows where they stand with you. Introduction to expectations memos, what are they and how can they be used.
How to Coach Important Performance Issues
Leaders Learn: How to deliver serious feedback that needs to be taken as such. Ensure you have appropriate documentation and have been utilizing the performance management system in place. What to do if there is none in place, yet still need to address the behavior. Consider and be prepared to discuss what will happen if the issue is not rectified. Anticipate the individual employee’s reaction, and more.
Introduction to Conducting One-on-Ones
Leaders Learn: There is a huge difference between an open door policy and conducting consistent check-ins designed to build trust, catch problems early on, and capitalize on opportunities. One-on-Ones are the essential foundation to performance management and serve as the on-going pulse check of the employee’s progress.
Coaching the Vague. When the actions are not outright infractions.
Leaders Learn: An employee’s behaviors and actions are seemingly impossible to coach. They may seem to have a “personality issue” or “attitude” or little distracting actions here and there, but collectively are getting in the way of their effectiveness. Learn how to address clearly and tactfully these behaviors and still build trust.
Conducting Your Yearly Performance Appraisal
Leaders Learn: Based on your organizations’ performance management system, learn how to prepare for an effective evaluation that provides the framework for the next year’s goals and expectations. Take the yearly evaluation as an opportunity to review and update job descriptions as needed. Learn to evaluate a new employee, whether new to you or new to the role.
Management Trainee Introduction to Leadership
Leaders Learn: What does it mean to be a leader? How do to build trust with your team? How do you begin coaching an employee when you are the new leader? When you are promoted from within, how to approach managing former peers.
Management’s Role to Prevent and Address Workplace Harassment
Leaders Learn: Many mistakenly believe there are clear, bright lines governing what type of conduct is acceptable. Unfortunately, that is simply not the case. Managers need to understand what their responsibilities are and what steps must be taken – at a minimum – to address potential workplace harassment and discrimination before, during, and after it occurs. There is too much at stake to learn these lessons “on the fly.”
A Business Case for Diversity
Leaders Learn: Leaders must take certain actions and be aware to ensure all races, nationalities, genders, sexual orientation, ages, etc. are accepted and included and all treated equally. It is management’s responsibility that diversity be cultivated, supported and reinforced at all levels. All employees should be able to communicate, work with, and a enjoy the differences within an organization.
Julie has unique ways to inspire, support, educate, motivate, think strategically, and advise. Her commitment to your success will match, and perhaps elevate, your own commitment. She is professional yet personal, steady but energetic. Only an authentic and caring individual with unwavering work ethic like Julie can maximize what you can achieve. She’s the best!
When I look at Julie, I think of a multiplier effect. She allows me to move faster, quicker, smarter, easier.
Julie is the coach you can count on! Julie responds and acts swiftly when needed, helping her clients through all stages of performance management. She is accessible and does not limit support to her clients with micro-managed hours or pre-scheduled meetings only. Julie is relatable and is able to quickly understand how she can help get the job done.
You know when Julie is in the room. Every meeting is energized with her enthusiasm. She is the catalyst to defining goals and assigning accountability. As an executive coach she cuts through the noise and gets to the decision. Her talents are what the doctor ordered.
What I love about Julie is her customized approach that is not “off the shelf/out of a book”. I had consultants come in before, but it is not the same thing Julie can do coming in to the Company and digging into with the leadership team. I am a better leader because of Julie.