Management & Leadership Training

Optimize your leadership skills.

Crucial Foundational Skills

Manager Boot Camp will give you the crucial foundational skills to shift from being an individual contributor to a well-respected manager who can achieve team synergy and drive bottom-line performance.

This 2-day training program will take you through in-depth skills practice using various leadership models, allow you to participate in interactive activities, and gain a better understanding of the paces of motivation, delegation, coaching, communication, performance management, and leadership. By the end of the training, participants will be empowered to improve on key weakness areas, play to their strengths, and get the best results from every member of their team. 

Training Outline

Day One – Understanding Yourself:

• Learning objectives
• Myers-Briggs Personality Type Indicator – Understanding yourself and others
• Work Personality Index – What work environment matches your personality?
• Thomas Kilmann Conflict Mode Instrument – Understanding how you deal with conflict

Day Two – Understanding Others:

• Behaviours, Action and Reactions
• Objective Setting and Performance Management methods
• The value of reinforcing and constructive feedback
• When things go wrong – Performance Improvement Planning
• Coaching for improvement, performance, and career development
• Development planning – strategies beyond basic training
•  High potential identification and acceleration of development 
• Situational Leadership – Learning to flex your style depending on the developmental level of the follower

Target Audience

• Inexperienced managers
• Employee relations problems
• Employee promoted into management
• Ensuring a consistent approach to people management

Crucial Leadership Skills

Pre-requisite: Manager Bootcamp, a 2 day program that covers the Myers-Briggs Personality Type Indicator, Emotional Intelligence, Conflict Styles, Setting Expectations, Goal Setting, Performance Management, Reward & Recognition, Coaching and Situational Leadership.

We are now introducing Manager Bootcamp DEPLOYMENT, as a follow up to the foundational Bootcamp.  This 2-day training program will take you through in-depth skills practice using various leadership models, allow you to participate in interactive activities, and gain a better understanding of 360 feedback, power, trust, influence, mindfulness, using a strategic mindset, delegation and execution.

Training Outline

Day One - Leadership Begins With You

• Leadership of Self "leaders who flourish, those who thrive, didn't get to where they are by constantly working on their weaknesses"
• Reflection and Mindfulness - understanding what is important to you as a person and a manager
• 360 feedback assessment and discussion / Understanding your power and influence
• Learning to manage your career; employing politically savvy 

Day Two - Leadership of the Team

• Developing a blueprint for team success - goal setting for the team, guidelines and ground rules to assist with team dynamics
• Handling conflict in the team
• Motivate and engage employees for retention
• Developing a strategic mind set
• Effective one on one and team meetings
• Effective delegation and managing execution
• Developing trust
• Succession planning and mentoring
• Putting it all together - development of learning plan for implementation

Target Audience

• Those who have completed Manager Bootcamp (or similar)
• Those who want to take their Leadership Practices to the next level
• Includes a 360 Leadership Assessment

Equip yourself with the tools necessary to handle emotional conversations.

Advanced Communication

Crucial Conversations is an advanced communication workshop that equips you with the necessary tools to handle high stake, high emotion conversations. The effects of conversations gone bad can be both devastating and high reaching. Research has shown that strong relationships, careers, organizations and communities all draw from the same source of power – the ability to talk openly about emotional, controversial and high stakes topics. 

Twenty-five years of research with 20,000 people and hundreds of organizations has taught experts that individuals who are the most influential, can get things done and can build on relationships at the same time, are those who master their crucial conversations. People who routinely hold crucial conversations and hold them well are able to express controversial and even risky opinions in a way that gets heard. Their bosses, peers and direct reports listen without becoming defensive or angry.

Training Objectives & Outcomes

• Have an effective discussion between two or more people where the stakes are high, opinions vary, and emotions run strong.
• Understand the key strategies to diffuse tension, influence uncomfortable communication, and find mutual purpose and critical resolve.
• Create an undeniable impact on your organization through effective communication.

Target Audience

• Managers who have trouble giving difficult feedback
• Managers who are experiencing employee relations issues

Improve accountability, execution, and performance.

Improving Accountability

A culture with weak accountability is one where those who see problems say nothing because they assume, they don’t have the authority or skills to raise a concern. Research shows when people see accountability as “someone else’s job” they waste time, resources, and morale—specifically, employees waste $1,500 and an eight-hour workday for every accountability discussion they avoid. These costs skyrocket when you consider that 95 percent of a company’s workforce struggles to hold their colleagues accountable.

Crucial Accountability is a course that teaches a step-by-step process for enhancing accountability, improving performance, and ensuring execution. By learning how to talk about violated expectations in a way that solves problems while improving relationships, you'll improve individual, team, and organizational effectiveness.

Training Objectives & Outcomes

• Hold anyone accountable – no matter the person’s power, position or temperament
• Master performance discussion by getting positive results and maintaining good relationships
• Motivate others without using power but clearly and concisely explaining specific, natural consequences, and permanently resolving problems
• Manage projects without taking over and creatively helping others avoid excuses, keep projects on track, and resolve performance barriers
• Move to action, agree on a plan, follow up, engage in good reporting practices, and manage new expectations

Target Audience

• Managers who have trouble holding employees accountable to their performance standards or objectives
• Managers who want to instill a higher level of accountability and performance across the organization

Unlock potential, unleash performance, and accelerate development.

Invest In Your Employees

Coaching in the workplace can be defined as one person guiding another through a process that ultimately leads to performance enhancement. Coaching skills include effective feedback, understanding your colleague’s strengths, reinforcing positive behaviour, utilizing innovative ways of listening, and being aware of how to measure coaching success. This training program covers it all in four dynamic lessons, with a sharp focus on skill-building and modeling techniques that will enable coaches to move their teams to the next level of professional development. 

Training Objectives and Outcomes

• Identify the differences between coaching, management and mentoring and know when to use which
• Determine the characteristics of a good coach
• Identify the elements of a good coaching session in order to implement them
• Establish the importance of communication in the coaching process
• Understand the feedback model of constructive and reinforcing feedback
• Understand Ken Blanchard’s Situational Leadership model and how to apply it in your work environment

Behavioural Interviewing balances questions between understanding the specific tasks a candidate has done and exploring his or her approaches to doing them.

Why Use Behavioural Interviewing?

Did you know that more than 75% of turnover can be traced back to poor interviewing and hiring practices? 

Did you know that if an untrained interviewer uses an unstructured interview format, the probability of hiring the best candidate is less than 15%?

The behavioural interview technique is used to evaluate a candidate’s experiences and behaviours in order to determine their potential for success. This approach is focused on discovering how an applicant acted in specific employment-related situations: the belief being that the best predictor of future performance is past behaviour.  This interviewing method compared to others provides a more objective set of facts to make employment decisions. 

Training Objectives & Outcomes

• Develop a strong understanding of the behavioural interview technique and how to apply it in your organization
• Explore competency based interview questions, probing techniques, and psychometric testing
• Understand how to maximize reference checks and background checks
• Experience the “Work Personality Index” recruitment tool first hand

Target Audience

• Inexperienced Managers
• Those  who are about to increase their headcount through talent acquisition
• New HR Professionals
• Professionals involved in the hiring process
• Managers who would like a refresher

Effective and enduring process for aligning leadership behaviours.

Situational Leadership Model

Leadership is a fundamental and universal supervisory and managerial requirement, irrespective of organizational level and function, type of organization or culture. Any employee in a supervisory or managerial role, as well as technical specialists without a formal leadership role, who need to influence and engage others in the organization, are candidates for leadership development. 

There is no one “best”, or universal, leadership style. In order to be effective, a leader must adapt his leadership style to fit the demands of the situation in which he wishes to exercise influence. This training will center around the Situational Leadership Model and provide leaders and managers with an effective and enduring process for aligning their leadership behaviours in one-on-one and team leadership situations.

Training Objectives & Outcomes

• The four styles of situational leadership (delegating, supporting, coaching and directing)
• How to use the appropriate style of leadership for the situation
• How to apply the model to your work
• Create a personal action plan

Target Audience

• Managers who want to identify their “go to” management style
• Managers who want to identify the developmental level of their direct reports
• Managers who want to flex their style to the developmental level of their teams

This HR training workshop defines accessibility and accommodation under the Ontarians with Disabilities Act that was passed in 2005. It simply means allowing people of all abilities the same opportunities to participate fully in everyday life and making Ontario accessible for people with disabilities by 2025.

AODA Training Session Includes:

• Review Ontario’s Human Rights Code.
• Discuss the definition of "disability".
• Removing barriers and designing inclusively.
• Accommodation responsibilities.