Based on leading research & hyper-practical tools, you'll learn to inspire employees to give 100% effort, improve accountability, hire stars with great attitudes, give feedback so people listen, build buy-in for change, manage narcissists and blamers, get more time as a leader, and much more!
This is the only public management seminar personally taught by a New York Times bestselling author, Forbes contributor and one of the Top-30 Leadership Gurus in the world! Join Mark Murphy as your personal management coach for a transformative 2-days!
- Why only 29% of employees know whether their performance is where it should be
- How to use Word Pictures™--behavioral descriptions that set explicit behavioral expectations, distinguish between high and low performers and hardwire accountability.
- How to use 4 Conversations to overcome Denial, Blame, Excuses and Anxiety
- The 8-question “Accountability Test” that will help you diagnose the levels of entitlement vs. accountability in your team & organization
- 6-question test to assess if you have the “coaching mindset”
- How coaching changes when you’re focused on performance issues vs. goals
- Understand the difference between coaching vs. managing vs. mentoring
- 3 sentences you should say at the beginning of your coaching sessions
- How to stop using feedback (which focuses on rehashing past history) and instead use Constructive Dialogue
- How to use Fact-Based Communication to “delayer” your conversations (Facts, Interpretations, Reactions, Ends)
- Use the I.D.E.A.L.S. script for delivering tough messages without making the recipient defensive or angry
- How to avoid the “trigger words” that instantly make people defensive
- Why Cognitive Dissonance and the Dunning-Kruger Effect prevent employees from hearing tough feedback and how you can work around them
- How to compartmentalize and manage any emotional baggage that causes self-destructive conversations
- How to “Restart” and “Redial” conversations that aren’t working and how to get them back on the right track
- 2x2 grid that shows you exactly how much support you will have for your change effort
- 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
- 4 question test that will predict the success (or failure) of your change efforts
- 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)
- 2 quick tests to discover the attitudinal characteristics that your organization MUST include in interviews
- 6 words that ruin behavioral interview questions when you’re trying to hire for attitude
- Why you should never ask “tell me about yourself” or “what are your strengths/weaknesses”
- Get a structured form for assessing and evaluating all of your candidates
- How to turn Negative employees positive by debunking the irrational thoughts that drive their negativity
- A specific script for reducing the emotional commotion of Drama Queens and Kings while turning them into a more rational and responsible adult
- How to use Narcissists’ insecurities to tone-down their ego
- How “redirection” and the “control conversation” stop Blamers from pointing fingers at others
- An effective "retention" conversation script and the best time and place to hold that conversation (using our famous Shoves & Tugs model)
- The 3 psychological drivers that high performers have (that middle and low performers often lack)
- How to build trust and get candid feedback from your high performers
- How to set "HARD Goals" for high performers with maximum psychological impact
- How to tell if one of your high performers is contemplating leaving
- How to break the Parent-Child management cycle that causes us so many problems when we manage people the same age as our kids
- The #1 driver of Millennial engagement (hint: it's not money or praise)
- How to give Millennials the 'learning opportunities' they so desperately want
- The 6 Psychological Events that made Millennials the people they are today (and how to use that insight to attract and motivate them)
- How companies like Google are able to give Millennials a deep sense of purpose while still getting insane productivity from them
- Why leaders need more advanced presentation skills to sell their ideas and build buy-in
- How CEOs of Apple, Google and Starbucks deliver killer presentations in just one sentence
- How a new presentation format called "Assertion-Evidence" makes your slides significantly more memorable
- 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
- 2 new web-based presentation technologies that are way slicker than PowerPoint (and will have your audience amazed)
- How to give every graphic in your slides a "Holy Mackerel!" point
- 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
- 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 17 minutes shorter
Debra Brock, Division HR Manager, Marshfield Clinic
This training was incredible. It covered aspects of a new and established leader. I am leaving with new ideas, tools and excitement I have not ever had. Thank you for such an incredible job!
Don Whitney, Director of Operational Execution, SageNet
This is a program that every manager or would-be-manager should take. It was full of solid, practical, thoughtful and actionable strategies to improve as a leader or manager. The content is not based on what one person thinks or has experienced, but rather based on solid research from thousands of data points and cases. I highly recommend this program.
Anton Villado, Chief of People Officer, Restaurantowner.com
I have a clearer understanding of what it takes to be an effective leader and I’ve learned new tools that I can apply in my work environment. Thank you!
Fauzia Sikender, Manager, Employee Engagement, Air Canada
I have been in management for over 10 years and this was the most complete and intensive training that I have ever attended. This seminar far outweighs anything on the market.
This is one of the best leadership courses I have taken. It’s amazing how often the word leadership is utilized and yet there isn’t a clear standardized definition. Mark did a great job defining the term and elucidating the key characteristics. I would highly recommend this course to others.
This seminar provides tools for dealing with many “people” issues that have been particularly challenging in my organization. And Mark drills right down to the fine detail. I’ll send my senior management to this course. He makes the actions to be taken easily understood and immediately implementable.
The information I learned at this seminar will have an immediate impact on my leadership and the efficiency and effectiveness of my employees.