Elearning Super Pack (Annual Subscription)
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The Leadership IQ Elearning Super Pack includes the following 20 courses and 33 webinars, as well as the corresponding Trainer Guides.
INCLUDES A FULL YEAR OF ACCESS FOR UP TO 10 LEADERS (INCLUDES 10 LOGINS PLUS 1 ADMIN LOGIN SO YOU CAN TRACK YOUR LEADERS' PROGRESS THROUGH THE COURSES). FOR LARGER TEAMS OR PERPETUAL ACCESS, CONTACT JILL SUTHERLAND AT JILL@LEADERSHIPIQ.COM
SCIENCE OF LEADERSHIP ACADEMY
The Science of Leadership Style (0:52:25)
Leadership IQ studies find that 100 % Leaders enjoy the highest employee engagement and are the leaders people most want to follow. Becoming a 100% Leader requires a leadership style that creates the right level of challenge and emotional connection. We’ll help you identify your current leadership style and guide you through the adjustments needed to make the right decisions about how you challenge and connect with your people. New managers will learn the techniques that protect against the most common new-manager mistakes.
Module 1 – The 100% Leader (22:27)
Module 2 – Management Secrets for New Managers (29:58)
Module 3 – The Science of Leadership Style Quiz
The Science of Finding Time to Be a Leader (0:51:47)
One of the reasons that billionaires like Warren Buffett, Jeff Bezos and Mark Cuban have reached such heights is that their goals are clear and their days are laser-focused. There are four kinds of work that consume leaders’ time: Green Light, Yellow Light, Orange Light and Red Light Work. But only Green Light Work is goal focused and will make you an effective leader. We’ll show you how to outline your goals, establish your passion for those goals and then cut it down to what you need to do today to reach those goals.
Module 1 – Focus on Clearly Defined Goals (19:54)
Module 2 – Yellow, Orange and Red Light Work (13:38)
Module 3 – The 7 P’s of Delegation (18:15)
Module 4 – The Science of Finding Time to Be a Leader Quiz
The Science of Giving Constructive Feedback (1:13:43)
A Leadership IQ study found that 81% of leaders avoid giving tough feedback because they’re afraid the recipient will respond badly (with anger, denial, blame or excuses). Fact-based conversations allow you to speak candidly without making people angry so you can turn tough conversations into coaching conversations that result in positive behavioral change. We’ll show you how to strip feedback messages of any emotional baggage and stick to the facts so defenses stay low and employees can make the “corrective leap” you want.
Module 1 – Feedback Assessment (5:35)
Module 2 – Setting the Right Goals for Feedback Conversations (4:53)
Module 3 – Fact Based Communication – The FIRE Model (10:36)
Module 4 – Skills & Attitude Determine Performance/Create a Performance Grid (4:59)
Module 5 – 6 Feedback Conversations to Avoid (7:49)
Module 6 – The IDEALS Script for Delivering Constructive Feedback (18:03)
Module 7 – Feedback Conversations with Talented Terrors (14:07)
Module 8 – Advice is Not Constructive Feedback (7:41)
Module 9 – The Science of Giving Constructive Feedback Quiz
The Science of Great Coaching (01:08:23)
Managing has its place, especially when there’s a crisis, but it’s coaching that instills inspiration and confidence in people and challenges them to grow, develop and unleash their full potential. Coaching is intrinsic; it examines psychological considerations: Why do you want to do certain things? Where do you see yourself going? What is it that’s driving you right now? that encourage employees to develop emotional connections to their work so they want to be high performers. We’ll work with you on developing the five big coaching competencies of Mindset, Goal-Setting, Framing, Listening and Questioning.
Module 1 – The Coaching Mindset (12:05)
Module 2 – Coaching with HARD Goals (21:19)
Module 3 – Positive Reframing (14:47)
Module 4 – Listening (20:12)
Module 5 – The Science of Great Coaching Quiz
The Science of HARD Goals (01:21:14)
Most leaders fail to set goals that are gutsy and challenging enough to result in something great. HARD Goals (Heartfelt, Animated, Required and Difficult) “amp up” regular goals and push us past road blocks like achievable and realistic (found in SMART goals). We’ll draw from the research behind the bestseller HARD Goals to show you how to set meaningful goals for yourself and others that result in great achievements.
Module 1 – Overview (14:34)
Module 2 – HARD Goals Are Heartfelt (23:28)
Module 3 – HARD Goals Are Animated (17:53)
Module 4 – HARD Goals Are Required (12:24)
Module 5 – HARD Goals Are Difficult (12:55)
The Science of Hiring for Attitude (01:20:14)
Leadership IQ research shows that attitude accounts for 89% of hiring failures. You’ll learn the cutting-edge hiring practices found the bestselling book, Hiring for Attitude, as we walk you through the steps that will reveal if candidates have the right attitude to be high performers in your organization.
Module 1 – Why Attitude Matters (22:06)
Module 2 – The Interview Questions You Shouldn’t Be Asking (10:19)
Module 3 – Creating Brown Shorts Interview Questions (21:07)
Module 4 – Creating Brown Shorts Answer Guidelines (15:46)
Module 5 – The Coachability Question (10:56)
The Science of Increasing Accountability(0:56.27)
Accountable employees take ownership, they’re passionate, driven, collaborative, open, and they make absolutely no excuses. Leadership IQ has studied hundreds of organizations that have accountability hardwired into their culture and we’ve identified the best practices that drive their success. We’ll share scripts and techniques for leading employees out of the emotional and reactive stages of denial, blame, excuses and anxiety so they become more logical, independent, self-sufficient and accountable.
Module 1 – Overview (11:02)
Module 2 – Stages of Accountability – Denial (7:19)
Module 3 – Stages of Accountability – Blame (9:06)
Module 4 – Stages of Accountability – Excuses (9:40)
Module 5 – Stages of Accountability – Anxiety (10:12)
Module 6 – Stages of Accountability – Accountability (9:08)
The Science of Influence and Communication (1:00:24)
The cardinal rule of influence is the more you understand others, the more they’ll understand you. But not everybody likes to give and get information in the same way. We’ll show you how to diagnose the levels of emotional connection and linearity people want in a given situation so you can adjust your communication style accordingly. You’ll further strengthen your influencer abilities as you learn about the 7 Driving Needs that motivate people in workplace and start to put into practice techniques for developing informational and expert power.
Module 1 – 7 Driving Needs (22:05)
Module 2 – Sources of Power (15:20)
Module 3 – Communication Styles (22:59)
The Science of Keeping High Performers Excited and Engaged (0:58:27)
In 42% of companies, high performers are less engaged than low performers. Understanding and addressing the deep issues that make high performers tick helps motivate, engage and most importantly, retain these valuable employees. Based on Leadership IQ’s groundbreaking study that was featured in the Wall Street Journal, New York Times, Forbes, Fast Company, HR Executive and Harvard Business Review, we’ll show you how to tap into the psychological motivators and demotivators of your top talent along with other practical tips to make your high performers more excited and engaged.
Module 1 – High Performer Motivation Drivers (18:34)
Module 2 – Shoves and Tugs (11:05)
Module 3 – Tips for Motivating and Engaging High Performers (18:44)
Module 4 – Understanding High Performer Reactions (10:04)
The Science of Killer Presentations (0:53:05)
Most presenters just trudge through a pile of text-heavy slides, boring their audience to sleep, never understanding the one thing their audience actually needs to hear. Fortunately, with our dramatically better understanding of neurology and psychology, the science of giving “wow” presentations has advanced light years. We’ll share the latest presentation techniques and tricks from neurologists, visual designers, speech writers and psychologists to show you how to keep your audience riveted on the edge of their seats.
Module 1 – Identifying The Objective (10:50)
Module 2 – Start with the Right Message (3:34)
Module 3 – Killer Graphics (10:30)
Module 4 – Choose your Words Well (6:14)
Module 5 – Assertion Evidence Design (11:31)
Module 6 – Construct The Argument (10:24)
The Science of Leading Change (01:00:26)
A Harvard Business School study found that 70% of change efforts fail and a Leadership IQ study found that mismanaging change is the number one reason why executives lose their jobs. Do we need any more reasons to master this critical skill? We’ll show you how to hardwire change into your organization by creating the urgency and direction people need to successfully make the transition from where they are now to where you want them to go.
Module 1 – Understanding the Basic Model of Change (10:53)
Module 2 – The Why, Where and How of Change (19:02)
Module 3 – Readiness for Change Assessment (9:21)
Module 4 – Overcoming Personal Resistance to Change (12:27)
Module 5 – The AVER Technique (8:43)
The Science of Managing Difficult Personalities (01:01:51)
Not every person in your organization is going to be nice, pleasant and easy-going. But direct confrontation makes negative personalities even more difficult to manage and work with. We’ve identified the Big Five difficult personalities that drive the most conflict in organizations (Negative, Drama Queens and Kings, Narcissists, Blamers and Overly Sensitive) and we’ll share specific scripts and techniques for understanding and managing these difficult personalities.
Module 1 – Overview (4:49)
Module 2 – Blamers (9:20)
Module 3 – Negative Personalities (19:34)
Module 4 – Drama Queens and Kings (11:53)
Module 5 – Narcissist (9:32)
Module 6 – Overly Sensitive Personalities (6:43)
The Science of Maximizing Middle Performers (00:46:27)
About 80% of middle performers have tremendous untapped potential but are blocked from maximizing their full potential due to mistakes in how they’re managed. We’ll show you how to diagnose the blocks and you’ll learn the specific steps you need to take to coach middle performers into achieving superstar-level performance.
Module 1 – Diagnosing Middle Performer Types (21:50)
Module 2 – Taking Action (24:37)
The Science of Managing Remote Employees (01:00:35)
Many of the leadership techniques used inside the office simply don’t work with remote employees. We’ll show you how to meet these unique management challenges by focusing on Connection (building the right bonds with remote employees), Alignment (ensuring remote employees are moving in the same direction), Accountability (making sure the work gets done) and Communication (battling message degradation and other challenges with frequent and focused communications).
Module 1 – The Right Type for Remote Work (9:56)
Module 2 – Building Connection (10:37)
Module 3 – Creating Alignment (14:22)
Module 4 – Accountability (12:07)
Module 5 – Communication Best Practices (13:33)
The Science of Managing Teams (01:11:41)
Teams are the foundation of every organization, but right now, 91% of teams are not fulfilling their full potential. We’ll show you how to connect and align teams through shared purpose and orientation. You’ll learn techniques for streamlining meetings so they become value-added forums for making better, smarter decisions, how to address interpersonal team dynamics and methods for creating definable objectives and clear agendas so people show up to meetings focused, engaged and prepared (and stay accountable after meetings end).
Module 1 – Identifying Team Purpose (13:09)
Module 2 – Putting the Right People on the Team (12:02)
Module 3 – Challengers, Implementers, Analyzers and Diplomats – Four Personalities Found in Teams (7:55)
Module 4 – Improving Team Dynamics (11:34)
Module 5 – Team Decision Making (10:09)
Module 6 – Structuring Effective Meetings (16:52)
The Science of Managing Up (00:46:37)
The relationship you have with your boss will hugely impact your success at work. But do you know how to speak to your boss’s unique style so they listen to your every word? Do you know how to keep your boss “in the loop” so they never micromanage or feel anxious about your work? Can you bring bad news to your boss without losing their trust or confidence? We’ll show you how to better understand your boss’s strengths, weaknesses, goals, styles, and needs so you can make them, and you, amazingly successful.
Module 1 – Understanding the Boss’s Perspective (12:08)
Module 2 – Tailoring Communications to Intuitive, Functional, Analytical and Personal Preferred Styles (10:38)
Module 3 – Building Trust with the Boss (11:01)
Module 4 – Delivering Bad News to the Boss (12:50)
The Science of Resolving Conflict (00:47:42)
Conflict is so touchy—we pretend it’s not there, yet we suffer its negative effects every day. Whether a conflict is between you and another person, or you’re mediating conflict between others, we’ll show you how to de-escalate conflict by focusing on facts. You’ll learn the latest research on conflict and get the specific psychological scripts and tools you need to fundamentally resolve conflict (and all of its tricky applications).
Module 1 – Overview (12:42)
Module 2 – Conflict Between You and Another Person (16:53)
Module 3 – Conflict Between Employees (18:07)
The Science of Taking the Pain Out of Performance Reviews (01:05:38)
A Leadership IQ survey of over 48,000 CEOs, managers and employees showed that only 13% of managers and employees and only 6 % of CEOs thought year-end reviews were effective. A few mindset changes can turn reviews into useful, productive, and meaningful adult-to-adult conversations. We’ll show you how to leverage the key points that will radically improve performance reviews using techniques that can be implemented quickly and easily at both the HR and frontline manager levels.
Module 1 – The Process of Performance Reviews (19:17)
Module 2 – Making Performance Review Conversations (10:31)
Module 3 – High and Middle Performer Conversations (12:47)
Module 4 – Low Performer Conversations (14:54)
Module 5 – Goal Setting (8:09)
The Science of Emotional Intelligence
Emotional Intelligence is more predictive of leadership success than raw brains or years of experience. People follow leaders with high Emotional Intelligence, and quickly leave leaders with low Emotional Intelligence. And a lack of Emotional Intelligence is one of the top reasons why new hires fail. Learn how to develop self-awareness, to read other people, and develop emotional management skills.
Module 1 – Emotional Intelligence Overview
Module 2 – Self-Awareness
Module 3 – Other-Awareness
Module 4 – Emotional Management
The Science of Managing Millennials
The media has called Millennials everything from "deluded narcissists" to the "me-first generation." Well, how are we supposed to manage any group of employees when we give them such horrible labels? In this program we'll explore the latest research of Millennials, what makes them tick, and how to make them highly productive, focused and accountable.
Module 1 – Data About Millennials
Module 2 – Create an Environment of Learning
Module 3 – Leadership Style for Managing Millennials
RECORDED WEBINAR LIBRARY
7 Psychological Secrets of Great Customer Service
Most customer service is subpar because companies don’t understand the psychology of their customers. And that’s why this 60-minute teleconference & webinar will teach you a new generation of techniques from psychology, decision sciences and behavioral economics. These new sciences are radically improving how we understand and treat our customers.
Building a Great Relationship with Your Boss
Building a Great Relationship with Your Boss is not manipulation. It is about understanding our bosses’ strengths, weaknesses, goals, styles, and needs so that we can make them, and us, amazingly successful.
In this webinar called Building a Great Relationship with Your Boss, you’ll learn how to tailor your communication with your boss, proactively manage your assignments and avoid any micromanaging, deepen your boss’ trust in you, deliver bad news effectively, and even help your boss leverage your strengths (and avoid your weaknesses).
Can’t We All Just Get Along?
Conflict is so touchy—we pretend it’s not there, yet we feel it’s effects every day. And worse, lots of outdated tools for handling conflict (like spilling your feelings via “I Statements”) leave listeners feeling manipulated and everyone still goes away mad.
In this program called Can’t We All Just Get Along? you’ll learn the latest research on conflict, and the specific psychological scripts and tools you need to fundamentally resolve conflict (and all of its tricky applications).
Communication Strategies for Controlling Your Rumor Mill
The past few years have brought groundbreaking discoveries on the science of debunking rumors and managing/ controlling your company’s grapevine. This revolutionary webinar will you the latest science and practical techniques for controlling your company’s rumor mill, including the 3 biggest types of rumors that executives must be prepared to handle and why the “information deficit model” is wrong (meaning that just supplying more information won’t automatically help you control the rumor mill)
Creating a Drama-Free Workplace
Some organizations have hardwired a drama-free culture. Their employees take ownership, they’re passionate, driven, collaborative, open, and make absolutely no excuses. And after studying hundreds of these companies, we’ve identified the best practices that drive their success and make them such calm grown-ups who do their jobs without the drama.
Dealing with Bullies and Intimidators
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? What about when the intimidator/bully is a boss or coworker or even an employee?
This program delivers highly-specific scripts to say and also shows you the science and psychology that makes them so effective.
Do More Coaching and Less Managing
Management has its place (like in a crisis), but it’s coaching (not managing) that helps employees grow, develop and unleash their full potential. And coaching does not mean that you just hire an executive coach. Instead, this program will show you how to develop the Manager-As-Coach mindset for all your internal leaders.
Enhancing Your Emotional Intelligence
Emotional Intelligence is more predictive of leadership success than raw brains or years of experience. People follow leaders with high Emotional Intelligence, and quickly leave leaders with low Emotional Intelligence. And a lack of Emotional Intelligence is one of the top reasons why new hires fail.
This program will teach you how to develop Emotional Intelligence and is built on the tripartite emotional intelligence model of Self-Awareness, Other-Awareness and Emotional Management. Included is a 20-question Emotional Intelligence assessment to measure your current Emotional Intelligence and identity opportunities for further development.
Getting More Influence Without Authority
The flattening of today’s organizations has created more informal power networks that make the old command-and-control model of leadership obsolete. So this 60-minute webinar will teach you how to influence others to buy-in and follow your leadership.
You’ll learn how to key into other peoples’ 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.
Giving Tough Feedback Without Making People Angry
The most successful organizations know that the only way to grow and succeed is to give tough feedback in a way that people actually listen and change. In this 60-minute webinar training session called Giving Tough Feedback Without Making People Angry, you’ll learn how to "speak the truth" and give tough feedback in a way that doesn't make people defensive or angry. When somebody does something that needs correcting, you can't just ignore the problem. We'll give you specific scripts to tackle this very delicate conversation.
Hiring for Attitude
Based on the bestselling book featured in Forbes, Fast Company & CNBC, Hiring for Attitude will show you the cutting-edge hiring practices that reveal if candidates have the right attitude to fit your culture.
You’ll get the one question to assess “coachability.” And you’ll get tools like the textual research that reveals if someone is a high or low performer just by the pronouns and verbs they use in their answers
How Nice People Gain Power and Influence
The flattening of today’s organizations has created more informal power networks that make the old command-and-control model of power and influence obsolete. And that’s a really good thing for nice people. So you’ll learn the 7 sources of power and which ones work in today’s modern organizations. 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 effectiveness.
Whether you’re enlisting support from your boss, executives in other divisions, managers who are getting in your way, employees, board members, unions, etc., this program will help you understand how best to attract supporters to your cause and leverage your undiscovered power to motivate them to action.
How to Be Assertive Without Being Viewed as Pushy
Assertiveness can make managers and employees feel more empowered and fulfilled, and make them much more effective. But being assertive is hard for leaders, because they fear being perceived as pushy or overbearing (or even a jerk).
This program includes techniques for communicating with confidence and composure, saying “no” assertively, the best way to deal with difficult people and much more!
How to Build Support for Your Change Efforts
Why is change so hard? For one, leaders must help themselves manage change, all while helping others cope with change. And most typical top-down structures ignore the psychological aspect of change, focusing only on delivering a great pitch. Meanwhile, listeners catastrophize the message, jumping to conclusions and making irrational interpretations about the impact the change will have on them.
In this webinar, you’ll learn how to accelerate your change management process, and reframe your communications to make change more appealing. And how to manage peoples’ emotions about change so they feel excited, instead of scared!
How to Inspire and Retain Your High Performers
Leadership IQ conducted a study of 207 organizations where we matched engagement survey data with employee performance appraisal results. The annual performance evaluation ratings were provided by the organizations, and the engagement scores came from our employee engagement survey. Our study found that in 42% of the 207 organizations (i.e., 87 companies), high performers were less engaged than low performers.
In this webinar, you’ll learn the 3 Psychological Drivers that high performers have, what to do when your high performers are maxed out, effectively dealing with the “money” issue and how to have an effective “retention” conversation.
How to Manage ‘Brilliant Jerks’ (aka Talented Terrors)
Brilliant Jerks (or Talented Terrors) are the employees who have all the skills you want, but an attitude that drains your energy and hurts your team. Not only do these folks make your life difficult, but they can have a toxic influence on your other employees, make you look ineffective as a leader, and chase away the high performers that actually have good attitudes.
On this webinar you’ll learn the techniques and psychological science for leading all of those smart people with challenging personalities.
How to Speak So Everyone Listens
A whopping 93% of leaders think they are effective communicators – yet only 11% of their employees agree. That’s a huge problem for leaders, because communication skills drive career success in today’s organizations.
Once you harness the best practices taught in this webinar, you’ll see your effectiveness as a communicator – and a leader – skyrocket. We’ll discuss the 4 different styles of communication, how to speak to an audience with different communication styles, 3 tricks for when you and your boss have different communications styles, and more!
How to Take, and Learn From, Tough Criticism
Whether you want to personally handle criticism better, or you want everyone on your team to turn criticism into great success, you don't want to miss this webinar. Just a few of the techniques you’ll learn are: how to dissect tough criticism using the FIRE model, 10 question assessment to test whether you've got the "psychological hardiness" to bounce back from tough criticism and a 3-step process for identifying at least one positive and productive kernel of insight from every bit of criticism.
How to Use the Best Leadership Style for Every Situation
Everyone has a default leadership style. And every leadership style has strengths and weaknesses. So your job as a leader is to choose and use the best leadership style for every situation. But how can you change your default leadership style? And how do you know when you need to change your leadership style? Sometimes you’ll need to be the hard-driving Pragmatist (like Jeff Bezos, Founder of Amazon). Other times you’ll need to be the socially intelligent Diplomat (like Sheryl Sandberg, COO of Facebook).
Using the wrong leadership style is one of the biggest reasons that CEOs get fired. So this is an absolutely critical skill for every leader! In this program, you’ll get the best techniques and latest research on choosing and changing leadership styles
Leading a Team Filled With Strong Personalities
You want brilliant, creative and powerful people on your team (a bunch of passive "yes people" won't help you). But those big brains often come with strong personalities. And if you don't understand how to lead and balance those strong personalities, keeping your team focused, productive and collaborative will be exhausting (if not impossible).
On this webinar, you'll learn the tools and skills to make those strong personalities into a cohesive and productive team. 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.
Managing Narcissists, Blamers, Drama Queens and More
Sadly, not every person in our organization is nice, pleasant and easy-going. So you’ve got to know how to manage and understand difficult personalities. Fortunately, 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 60-minute webinar, you’ll learn specific scripts for managing Narcissists (Giant Egos), Blamers and Finger-Pointers, Drama Queens and Kings, Negative and Overly Sensitive people.
Mastering the Player-Coach Leadership Model
Most leaders struggle mightily to find a balance between ‘managing’ and ‘doing.’ That’s where the Player-Coach Model of Leadership comes in. Many great leaders are both ‘managers’ and ‘doers.’ Steve Jobs designed the iPhone WHILE building Apple. Warren Buffett still picks investments. NASDAQ has grown exponentially using ‘player/coach leadership.’ And our research shows that the #1 source of power for leaders comes from their individual expertise, not from having a management title.
Almost every company tries ‘player/coach leadership’ but most fail to find the right balance. So in this webinar, you’ll learn how to successfully implement ‘player/coach leadership’ with specific tactics and strategies.
Overcoming a Culture of Entitlement
Do you ever get frustrated by entitled employees? Who want everything now, now, now? And without working hard or earning it?
Ironically, many of our management and HR practices are actually fostering this entitlement. And the “Parent-Child” dynamic that often occurs between managers and employees is increasing entitlement and suppressing accountability. Fortunately in this webinar, you’ll learn how to transform an entitlement culture, and radically improve accountability and ownership.
Psychological Tactics That Make You a Winning Negotiator
Recently there’s been an explosion of groundbreaking psychological science that’s being used to win negotiations. And if you haven’t diligently kept up on all the latest science, you’re probably getting taken advantage of and losing negotiations.
In this program, you’ll learn the science you need to avoid losing negotiations (and create exponentially more value for yourself and your company). No other negotiation training has ever compressed this much science and tactical advice into a 60-minute program.
Secrets for New Managers
Being a new manager can be terrifying; one day you’re friends with people and the next day you’re being asked to order them around. So how do you move from being “friend” to “manager”? What words are you supposed to say when you manage someone? How do you hold people accountable and improve their performance without being overbearing and destroying morale?
In this program designed for new managers, you’ll learn Secrets for New Managers such as a 3-part script to start winning over your best employees, the 4 p’s of delegation, and how to avoid creating a Parent-Child dynamic with your employees.
Stop Being Busy, Start Being Productive
The scarcest resource professionals and leaders have is their time (not money or people or influence). Time. And it’s why the top frustrations of leaders are typically not having enough time, struggling to balance priorities, not being proactive enough and reacting to everyone else’s priorities, and spending too much time doing work that someone else should be doing.
There are 4 kinds of work that consume our time: Green Light, Yellow Light, Orange Light and Red Light Work. But only Green Light Work will give you a successful career. This program is going to show you how to discover your own personal Green Light Work and then give you tactics for shedding all the Yellow, Orange and Red Light Work that is misusing (or wasting) your time, hurting your effectiveness and stopping you from hitting all your goals.
Taking the Pain Out of Performance Reviews
Did you know there are 5 ways to make performance reviews honest, constructive, motivating and fulfilling conversations? Of course, not everybody knows how to do that because a landmark Leadership IQ study of 48,012 managers and employees discovered that typical performance appraisals are thoroughly disliked (for example, only 6% of CEOs think performance appraisals are useful).
Our renowned research on performance management has appeared in Fortune, Forbes, Business Week, HR Executive, Talent Management, and more. And on this webinar, we’ll show you the latest techniques for taking the pain out of performance reviews.
The 7 Deadly Sins of Meetings
Most leaders dread meetings. They’re unfocused, people are unprepared, the most important issues get shortchanged, and while we’re stuck in meetings our real work is piling up at our desks. And worst of all, they never seem to get better.
In this webinar, you’ll learn the seven reasons why meetings are so painful, and techniques to transform meetings into engaging, productive and exciting forums for breakthrough thinking.
The Deadly Sins of Employee Engagement Surveys
Most companies are making huge mistakes on their employee engagement surveys. If you’ve ever wondered why your scores aren’t increasing very much (or at all), this program will reveal exactly what you’re doing wrong and how to fix it.
Do you know why you can’t ask employees if they’re satisfied with their job? Or why you can’t use a 5-point scale (and what to use instead)? Or why managers continually struggle to take action on your survey results?
Presented by one of the country’s leading employee survey experts, you’ll learn the Deadly Sins of Employee Engagement Surveys and how to fix them.
The Science of Managing Millennials
The media has called Millennials everything from "deluded narcissists" to the "me-first generation." Well, how are we supposed to manage any group of employees when we give them such horrible labels?
It turns out that Millennials aren't nearly as narcissistic as everyone thinks (in fact, they rate their communication, writing and presentations as lower than any other generation). And they're not totally driven by money or praise (that's not even in their Top 3 motivational drivers).
In this program we'll explore the latest research of Millennials, what makes them tick, and how to make them highly productive, focused and accountable.
The Science of Managing Remote Employees
Having remote employees should be a huge advantage—you get the best talent from all over the world, you don’t pay for relocation or office space, AND research shows that remote employees work 4 hours more per week than in-house employees! So why do companies struggle with remote employees? It’s because many of the leadership techniques you use inside the office simply don’t work with remote employees.
The 1-hour webinar will share the latest research and best practices about how to be an effective leader in the virtual workplace, including 3 attitude adjustments that leaders must make to successfully manage remote employees, 3 tools guaranteed to build trust with remote employees and how to transmit your corporate culture to employees who never get to see your corporate office.
The Secrets of Killer Presentations
When you have to make a presentation, don’t you wish you could morph into a presenter like the late Steve Jobs for the hour?
In this webinar, you will learn, what Jobs and other powerful presenters know — the tips, tools and techniques that you can use to connect powerfully with your audience and transform your presentations into can’t-miss visual experiences.
We’ve compiled the latest presentation skills from neurologists, visual designers, speech writers and psychologists, PLUS the most cutting-edge presentation technologies from companies like Google and Prezi, and packed them into a 60-minute, interactive presentation that will get you up to speed with the best presenters in the business. We’ll show you how to keep your audience riveted on the edge of their seats (and not sitting back in their chairs, arms folded, half-asleep).
Word Pictures: The Best Performance Tool for Setting Performance Standards
Word Pictures™ are behavioral descriptions that an organization can use to set explicit behavioral expectations, distinguish between high and low performers and hardwire accountability. What an organization needs is a tool to teach employees about the attitudes, behaviors, values and standards that you want them to exhibit.
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). In this program, we’ll give you lots of Word Pictures, including Innovation, Expertise, Customer Service, Accuracy, Flexibility, Management, Communication, Financial-Awareness and more! And we’ll show you techniques, from companies like Caesar’s Palace, about amazing ways to institute Word Pictures into your culture to teach all employees how to be high performers.