Give Your Managers All 25 Leadership Masterclasses

In this 1-hour management training session, participants will learn how to “speak the truth” and give constructive feedback in a way that doesn’t make people defensive or angry. You’ll learn the leadership skills to use:

• 6-step script for delivering tough feedback without making the recipient defensive
• How to delayer your conversations in 4 parts (Facts, Interpretations, Reactions, Ends) and learn which pieces you should and shouldn’t share
• Why you should never use “I statements”
• 4-step script for delivering tough feedback when you have a bad relationship with the recipient
• 1 sentence that opens and deescalates tough conversations
• 4-Question Quiz for testing whether you’re making people defensive with blaming and loaded language
• Why you should never use a “compliment sandwich”
• How to avoid “pleading” and “attacking” in tough conversations

Based on the bestselling book featured in Forbes, Fast Company and CNBC, Hiring for Attitude will show you the cutting-edge hiring practices that reveal if candidates have the right attitude to fit your culture. This 1-hour business leadership masterclass will show you:

• The 5-part interview question that reveals if people are “coachable” (and that famously asks candidates to spell the last name of their previous boss)
• 6 words that ruin behavioral interview questions when you’re trying to hire for attitude
• 2 quick tests to discover the attitudinal characteristics that your organization MUST include in interviews
• Why you should never ask “tell me about yourself” or “what are your strengths/weaknesses”
• Why most hiring managers ask way too many questions, forcing candidates to give very fast and superficial answers (and learn how many questions you SHOULD ask)
• Get a structured form for assessing and evaluating all of your candidates
• 1 question that reveals if somebody goes “above and beyond”
• New textual science that shows you how candidates’ pronouns, verb tenses, and adverbs reveal if they’re a high or low performer

In this 1-hour leadership program you’ll learn the leadership essentials and latest science on resolving conflict, and the specific psychological scripts and tools you need to fundamentally resolve conflict (and all of its tricky applications). This 1-hour management course will show you:

• 7 trigger words that immediately inflame conflict (and what you should say instead)
• How to separate every conflict into Facts, Interpretations, Reactions & Ends so you can calmly and analytically problem-solve every situation
• The Redirection Script for teaching employees to manage their own conflict without you having to mediate every single conflict
• 1 question to ask your employees that protects you from getting sucked into taking sides and playing favorites
• Why the phrase “let’s calm down” always backfires and how you can actually bring emotions down to a manageable level
• The 5 most common conflict management styles, and the strengths/weaknesses of each
• 6-part script that shows how to calmly and thoroughly resolve conflict between employees, colleagues and bosses
• The 2 sentences that stop conflict in meetings and how to refocus your meetings when it happens

Most companies haven’t realized that the psychology of high performers is different than your other employees. A great leader will harness this unique psychology when assigning work and giving recognition, and if we don’t, we risk chasing away high performers! Let us give you the complete plan for inspiring and retaining your best employees, with ALL the scripts and tools. This 1-hour leadership development program will show you:

• The 3 psychological drivers that high performers have (that middle and low performers often lack)
• The 4-part “retention” conversation script and the best time and place to hold that conversation (using our famous Shoves & Tugs model)
• 2 phrases that high performers say when they’re hiding the truth about what’s demotivating them
• How to Map the Motivations of each of your high performers (using the free 5-Driving Needs Assessment)
• The psychological bias that is causing leaders to not compliment high performers enough and how to overcome it
• How to set “HARD Goals” for high performers that put them into a Flow State immediately
• The 1 Corporate Culture Type that high performers like the best

An effective leader will discover their own personal Green Light Work (the only work that advances your career and big goals). And then you’ll learn how to delegate all the Yellow, Orange and Red Light Work that is misusing (or wasting) your time, hurting your executive effectiveness and stopping you from hitting all your goals. This 1-hour masterclass training will show you:

• How to distinguish between Green Light, Yellow Light, Orange Light and Red Light Work (and a Grid to plot your major activities)
• Which of your Yellow, Orange and Red Light activities should be delegated and which should be eliminated
• The latest time tracking apps you should use to measure just how effectively you’re using your time
• Identify and eliminate the Top 10 timewasters that consume leaders’ time
• Checklist for teaching employees how to clarify and complete work assignments so that you don’t have to waste time constantly checking up on them after you delegate
• Eliminate some of your misused time with a 3-part Meeting Achievement Checklist that makes every meeting 15 minutes shorter
• How to overcome the psychological barriers to delegating (including ego, doubt and competence) so you’ve got many more resources to share your workload

We’ve identified the Big Five difficult personalities that drive the most conflict in organizations, and we’ve developed specific scripts for dealing with each one. In this 1-hour masterclass, you’ll learn how to manage:

• Negative (they always see the downside): Because their negativity can deflate everyone around them, you’ll learn how to contain their negativity and even start to turn them positive by debunking the irrational thoughts that drive their negativity
• Drama Queens and Kings: Behind the drama is a desperate cry for attention, so you’ll learn a specific script for reducing the drama while turning them into a more rational and responsible adult
• Narcissists (Giant Egos): Behind that giant ego is a very fragile personality, so you’ll learn a very clever and subtle script for getting them to do what you want while toning down their ego (even if they outrank you)
• Blamers and Finger-Pointers: The blame game is time-consuming and destructive, so you’ll learn a script to quickly stop the finger-pointing and make this person a positive contributor to the team
• Overly Sensitive: Learn why they’re so emotionally fragile and always looking for reasons to feel hurt, and a specific script for pulling them together and keeping them productive

So this 1-hour leadership course will show you how an effective leader can make this critical conversation drive better performance and employee engagement. You’ll learn:

• 2 sentences that make every performance appraisal conversation more comfortable (if you say them in the first few minutes of the meeting)
• How Transactional Analysis gets managers and employees out of the painful Parent-Child dynamic that usually defines performance reviews, and instead creates an Adult-Adult partnership full of self-awareness and positive coaching
• What 3 pieces of information need to be in EVERY performance appraisal conversation
• The correct order in which you should discuss performance, money and goals (so you keep employees’ attention throughout the entire conversation)
• 3-part script to make this a truly motivating conversation for high and middle performers
• What to say when low performers strongly challenge their evaluation
• How to use Word Pictures to clearly and honestly delineate the level of performance you expect and how the employee currently measures against those expectations
• 4 questions that should appear in EVERY employee development plan and goal-setting exercise that encourage them to take ownership of their own career and goals

And that’s why this 1-hour masterclass will teach you a new generation of techniques from psychology, decision sciences and behavioral economics. You will learn:

• The 4 most common customer personalities and the psychological tactics that work best for each type
• Why paraphrasing the words of angry customers can make them furious (and what you should say instead)
• The 1 question that you should always ask whenever a customer calls you to report a problem
• How a specific type of compliment called “positive labeling” can radically improve customers’ behavior (e.g. turning cranky customers into perfect ladies and gentlemen)
• Why beginning conversations with “how are you doing today?” irritates most customers (and what you should say instead)
• 3 questions that every customer wants you to answer during customer service interactions
• How to apologize to a customer and win back their loyalty
• How to use “emotional intelligence” instead of fake-sounding scripts

Instead, they listened to your ideas, challenged you to learn and grow, served as your sounding board, gave you some executive coaching, and took the time to discover what really makes you tick. In other words, coaching. In this special 1-hour masterclass, you’ll learn:

• 6-question test to assess if you (and your managers) have the “coaching mindset”
• 3 drivers of trust between manager and employee (and how to use that to build a coaching relationship)
• How to guide employees to set goals that they can get passionate about
• 4 types of probing questions to use in coaching that direct people to share and reveal their deeper issues (Factual, Emotional, Direct, Indirect)
• 3 sentences you should say at the beginning of your coaching sessions with employees
• 5-step process (based on rational emotive behavior therapy) that helps employees overcome self-limiting and irrational beliefs
• How to stop using feedback (which focuses on rehashing past history) and instead use Constructive Dialogue (which focuses on changing the future)
• How “gestalt communication” can prevent leaders from immediately giving orders to employees

Each participant will receive the 20-question Emotional Intelligence assessment to measure your current Emotional Intelligence and identify opportunities for further development. This 1-hour masterclass is built on the tripartite emotional intelligence model of Self-Awareness, Other-Awareness and Emotional Management, and it will show you:

• Take the 20-question Emotional Intelligence Assessment
• The science of Self-Awareness: the ability to identify & understand your own emotions
• The science of Other-Awareness: the ability to identify & understand others’ emotions
• The science of Emotional Management: the ability to manage & influence emotions
• 8-part exercise to understand your emotions, why you react and act the way you do, so you can initiate or avoid certain situations, and rehearse and prepare for situations based on your likely reactions
• 3 steps to significantly increase your ability to quickly and accurately read other people’s emotions

You’ll learn techniques and structures for harnessing the talent on your team, balancing the different personalities, and leveraging their strengths while keeping away from their weaknesses. In this 1-hour masterclass, you’ll learn:

• The Big 4 Personalities you’ll see on work teams (Analyzers, Implementers, Collaborators and Challengers), and the strengths and weaknesses of each personality type
• Take-home quiz to give to your team to discover their unique mix of Big 4 Personalities so you’ll know how to balance them and leverage their talents
• 3 tools for keeping meetings with strong personalities disciplined and on-topic
• 2 techniques for getting the quiet personalities to participate more actively
• 3 techniques for harnessing and guiding the louder personalities to keep them engaged without them steamrolling the rest of the team
• Specific techniques for leading each of the Big 4 Personalities (Analyzers, Implementers, Collaborators and Challengers)
• 2 tools for generating productive disagreement between the various big personalities

In this 1-hour masterclass, you’ll learn the science you need to avoid losing negotiations (and create exponentially more value for yourself and your company). You’ll learn:

• The shocking Nobel Prize-winning research that shows why your proposal is more likely to be accepted if it’s stated in terms of what the other side stands to lose rather than what they have to gain (i.e. Prospect Theory)
• Why using highly specific numbers rather than round numbers has improved negotiated deals by as much as 47%!
• How negotiating in teams of 2 or 3 people can reduce your odds of accepting bad deals by nearly 50% (i.e. avoiding ‘Agreement Bias’)
• Why starting with a large number of components or features and allowing consumers to scale down from there leads to much higher money deals than starting with a basic product and asking consumers to build onto it (aka the Endowment Effect)
• The psychological quirk that explains why selling potential, rather than past achievements, has actually led to 200-600% more successful outcomes
• How one study proved that by focusing on goals rather than worrying about what might be lost, negotiators gained an average of $4 million in extra value from their negotiations
• Why science shows that you actually SHOULD make the first offer in negotiations, and how your opening offer creates a psychological anchor that correlates 80% with the final resolution

Once you harness the best practices taught in this 1-hour masterclass, you’ll see your effectiveness as a communicator, and as a leader and executive, skyrocket. A few communication skills can make everyone a better leader. You’ll learn:

• The 4 types of communication styles (Analytical, Personal, Functional and Intuitive) and how to speak to every one
• How to speak to a room filled with different communication styles (called Multipathing)
• 3 tricks for when you and your boss have different communication styles
• How to identify and speak to ‘process-driven’ people who like the nitty-gritty detail
• How to identify and speak to ‘big picture’ people who don’t want lots of detail
• How to identify and speak to ‘analytical’ people who want data, hard numbers, and dislike that ‘warm-and-fuzzy’ stuff
• How to identify and speak to people that are warm and chatty ‘feelers’
• 5 words to say when the other person isn’t listening to you

So as an employee or leader, what can you do to tone down the bullies and intimidators? What exactly can you say? How can you act? Do strong leaders suffer less from this problem? What about when the intimidator/bully is a boss or coworker or even an employee? This 1-hour masterclass delivers highly specific scripts to say and also shows you the science and psychology that makes them so effective. You’ll be learning:

• New research on which personality types are subjected to the most intimidation
• How a workplace civility effort can significantly reduce bullying and intimidation
• One simple metric that reveals which leaders are intimidators
• The worst kind of leadership style to adopt if you want to stop bullying
• 7 words that immediately inflame conflict (and what you should say instead)
• 4-part script for Talented Terrors that just refuse to change, no matter what you do or say

In this 1-hour masterclass you’ll learn how to key into other people’s driving needs and craft persuasive messages for each audience. We’ll show you how to identify your likely allies and your likely antagonists, whom to approach for support and how to enlist their support. We’ll also show you how to identify your hidden sources of power and leverage them for greater leadership effectiveness. You’ll learn:

• The 7 Personality Drivers that determine why people will (or won’t) listen to you
• 4 common mistakes that instantly make you LESS influential (and how to avoid them)
• Learn how to influence each of the 7 major personality types (with specific do’s and don’ts for each type)
• Diagnose whether someone is likely to be your Champion or Antagonist
• 3 sources of power you didn’t know you had (and how to start using them)
• Understand the difference between the Attraction and Power approaches to influence
• Develop influence in flat or matrix organizational structures
• Whether you should start by convincing your Champions or your Antagonists

But why do some people take tough criticism and use it as a catalyst for extraordinary success, while others just pout and get defensive, completely missing their opportunity to get useful information? In this 1-hour masterclass you’ll learn:

• 10-question assessment to test whether you’ve got the “psychological hardiness” to bounce back from tough criticism
• 3-step process for identifying at least one positive and productive kernel of insight from every bit of criticism
• Using the “30 Days Later” technique to calm your emotional reactions to criticism and instead think rationally and strategically
• 4 words you should always say when you receive tough criticism
• 1 simple gesture that slows people down when you’re taking more criticism than you can emotionally handle or when the criticism turns toxic
• How to accept criticism in a way that builds your “trust quotient” with the person giving you the criticism
• 2 exercises to help you “reframe” every criticism into an opportunity for personal advancement

In this 1-hour masterclass you’ll learn how to accelerate your change management process, and reframe your communications to make change more appealing. And you’ll learn how to manage people’s emotions about change so they feel excited, instead of scared! You’ll learn:

• How to assess whether your change process should be Evolutionary or Revolutionary
• 2 ways that change efforts get bogged down and how to fix them
• How to reframe all your communications so that change sounds like an opportunity rather than a threat
• 3 biggest points that MUST be included in every memo announcing a change initiative
• How to stop and debunk any negative rumors about your change effort
• The biggest reason that change efforts fail (and how you can fix it)
• How to win over fence-sitters and deal with change resisters
• 4-question test that will predict the success (or failure) of your change efforts
• 2 steps you must take so that people don’t backslide and return to the old ways of doing things

What words are you supposed to say when you manage someone? What leadership competencies do you need to use first? How do you hold people accountable and improve their performance without being overbearing and destroying morale? How do you start your leadership journey? In this 1-hour masterclass designed for new managers, you’ll be learning:

• 3-part script to immediately start winning over your best employees, especially if they’re bitter because you got the management job they really wanted
• Discover the line between Friend and Manager and what boundaries you need to put on your new relationship with employees
• Discover exactly what goals you’re being asked to accomplish as a Manager, and then how to get your employees to help you achieve those goals
• How to co-opt your best employees to help you set the ground rules and boundaries using the “Word Pictures” technique
• 4-part script to say when “talented people with bad attitudes” try to derail you and even embarrass you
• Discover a process for assigning work that gives you more oversight without micromanaging
• Discover the 5 biggest mistakes new managers make, and how to avoid them
• How to turn things around if you get off to a bad start as a new manager

It’s because many of the leadership techniques you use inside the office simply don’t work with remote employees. In this 1-hour masterclass you’ll learn how to be a successful leader for a remote workforce, including:

• New research that shows which personality types (e.g. introverts, extroverts, etc.) make the best, most engaged, most productive remote employees (HINT: It’s not what you think.)
• Sure-fire ways to assess and measure remote employees’ job performance without using invasive and expensive techniques to spy on their every move
• Why you should NEVER ask “How’s it going?” to remote employees
• 3 attitude adjustments that leaders must make to successfully manage remote employees
• A 3-step process for delegating large projects that require frequent progress checks (without being demonized as a micromanager)
• 2 keys to keeping remote employees disciplined and productive
• A specific weekly regimen that keeps remote employees connected and aligned
• The 10-minute conversation that keeps remote employees feeling connected and engaged

In this 1-hour masterclass, we’ve compiled the latest presentation skills from neurologists, visual designers, speech writers and psychologists, PLUS the most cutting-edge presentation technologies, and packed them into a 60-minute program that will get you up to speed with the best presenters in the business. You’ll learn:

• Key questions to ask your audience that keep them awake, feeling like your message was designed for them, and too engaged to start checking their email
• The secret technique that neurologists know for making your message unforgettable
• How to make PowerPoint jump off the screen (and not look like PowerPoint)
• How CEOs of Apple, Google and Starbucks deliver killer presentations in just one sentence
• New presentation technologies that are easier and more versatile than PowerPoint
• 3 visual designs that need to be in your next presentation
• How to speak effectively to the 4 distinct personality types you’ll find in every audience

What an organization needs is a tool to teach employees about the attitudes, behaviors, values and standards that you want them to exhibit. You can use Word Pictures to revamp your performance reviews, teach employees, set high standards, and more! In fact, Caesars Palace used our Word Pictures to set new standards in customer service for all their hotel and casino employees, and immediately thereafter scored their highest customer satisfaction scores ever!

• Word Pictures use a 3-part set of standards, called Needs Work (to describe poor behaviors), Good Work, and Great Work (to describe high performer behaviors)
• We’ll give you lots of Word Pictures, including Innovation, Expertise, Customer Service, Accuracy, Flexibility, Management, Communication, Financial-Awareness and more
• Techniques, from companies like Caesars Palace, for instituting Word Pictures into your culture to teach all employees how to be high performers

In this masterclass, you’ll learn a dozen techniques for squeezing more productivity and participation out of your meetings, and identifying the meetings that should just be eliminated. If you want fewer, shorter and better meetings, this is for you. You’ll discover:

• The Meeting Audit Worksheet to identify and eliminate your least productive meetings
• The one question that shaves 17 minutes from every meeting
• 8 questions that force every meeting attendee to speak up and participate
• 3 Decision Making Tools that increase the speed and quality of group decisions
• How Decision Grids drastically improve post-meeting accountability
• How to divide the meeting workload across the 5 Team Roles (to foster more participation and save yourself from burnout)
• The Necessary People Checklist to determine who should attend the meeting and who just needs to be updated after the meeting
• How to Blind Test Decisions so no one is ever confused about what you decided in the meeting
• How to use the Nominal Group Technique and Idea Rating Sheets to make faster decisions with better participation
• The List Of Horrible Meeting Habits that you can distribute to every attendee to get them on their best behavior
• The 1-Sentence Script for nicely stopping people who derail your agenda and get off topic

So in this masterclass, we’ll show the science-backed scripts and techniques for having civil yet candid conversations in the workplace. Whether it’s bosses talking to employees, employees talking to bosses, or coworkers talking to coworkers, you’ll learn how to get everyone on your team to communicate like calm rational adults. You’ll discover:

• The 2x2 grid that stops everyone from taking criticism personally
• How to quickly redirect nonwork conversations (about politics, social media, conspiracies, etc.)
• 6-part script that shows how to calmly and thoroughly resolve conflict between employees, colleagues, and bosses
• 7 trigger words that immediately inflame disagreements (and what you should say instead)
• 1 sentence that opens and deescalates tough conversations
• How to delayer your conversations so you live in the world of calm, civil, and candid Facts (and not the angry emotional world of Interpretations and Reactions)
• 3 warning signs to detect and defuse simmering resentment
• 5 common phrases that seem nice but are really Toxic Positivity (and what you need to say instead)
• 2 meeting tools to hardwire “disagreeing without being disagreeable” into your meetings
• 3 scripts for responding to snark, negativity, and passive-aggressiveness
• How to use Temporal Distancing to stop yourself from getting angry and making snap judgments
• 5 Diplomacy Words that soften your message and reduce people’s anger and defensiveness
• How the “Yes And” technique allows you to disagree with someone while still being incredibly nice and diplomatic

But what you CAN do is create a culture of adaptability, where your employees have high neuroplasticity so they quickly change and adapt to shifts in work, markets, technology, and more. You’ll receive:

• Neuroplasticity Boosting Techniques: Engage in neuroscience-based exercises that train employees’ brains to embrace adaptability and creative thinking
• Growth Mindset Activation: Learn two powerful techniques to reshape irrational beliefs about change and cultivate a growth mindset that welcomes new challenges
• Emotional Management Blueprint: Uncover strategies to manage emotional reactions to change, focusing on rational responses over negative feelings
• Resistance Diagnostics: Identify and address the root causes of resistance to adapting by understanding underlying fears and assumptions
• Agile Mindset Accelerator: Experience rapid “mindset sprints” that disrupt old habits and encourage the adoption of agile, adaptable thinking
• Psychological Agility Drills: Participate in regular exercises designed to enhance cognitive flexibility and mental resilience in the face of change
• Future-Proofing Scenarios: Immerse in simulations that project future market shifts or technological disruptions, preparing your team for the unexpected
• Innovation Unleashed Sessions: Dive into Radical Experimentation, where employees are free to explore bold ideas without the constraints of usual protocols
• Resilience Building Practices: Initiate exercises to share and learn from weekly failures, normalizing setbacks as stepping stones to success and adaptability

If your people seem burned out, emotionally checked out, or just plain scared, you’re not imagining things. But with the right tools, and this masterclass, you can rebuild trust and energy fast. You’ll discover:

• The 12-year low on employee optimism and the dangerous behavior it’s triggering
• The Stanford marshmallow experiment that unlocks the secret to stopping employees from fixating on bad news
• The 13 words your burned-out employees are already using in Slack and email, and what to do when you spot them
• The surprising stat about high performers being less engaged than low performers, and what’s killing their motivation
• The Monday Meeting Template that builds mental resilience in just 6 bullet points
• The 3-Part Daily Self-Efficacy Exercise that clinical psychologists use to rebuild confidence (and how to teach it in 5 minutes)
• The psychological reason people prefer fear over confusion, and how to flip that script
• How to write a HARD Goal that’s so motivating, employees stop fixating on stock market drops