Leadership & Management

Instructor- Led Virtual/In-person Workshops - 10 Modules / 6 Hours
Self-Paced E-Learning - 5 Modules / 3 hours

  • High Performance Teams (Remote Workforce) are organizations, teams or groups working in a virtual environment that are focused on achieving the same goals. Bringing team members together through a virtual environment can be a challenge task. This workshop identifies these challenges and helps your participants push through to success.

    Workshop Objectives -

    • Define high performance teams.

    • Define remote workforce.

    • Understand the characteristics of a high performance team.

    • Understand how to create teamwork.

    • Understand the importance of communication.

    • Understand how to train your high performance team of remote employees.

    • Learn how to manage a high performance team.

    • Learn the techniques of an effective team meeting.

  • High Performance Teams (Non-remote Workers) are organizations, teams or groups working inside an office environment that are focused on achieving the same goals.

    With our High Performance Teams (Non -remote Workers) workshop, you will begin to see how important it is to develop a core set of high performance skills while working in an office locale. By knowing and managing the way people interact in an office setting, you will be positioning your high performance teams for great success!

    Workshop Objectives -

    • Understand the benefits of high performance teams

    • Address challenges

    • Conduct effective meetings

    • Be able to see the big picture

    • Work collaboratively

    • Adequately praise team members

  • Becoming authentic can sometimes be a difficult process to describe. A leader who embraces vulnerability, leads with integrity, and fosters a culture of transparency is an authentic leader. Authentic leadership goes beyond mere management; it's about being true to oneself while inspiring others to do the same. It can be one characteristic that facilitates great communication and great employee relationships. These and other qualities will be discussed in contexts as a tool to be successful in this workshop.

    Workshop Objectives -

    • Understand how to develop leadership qualities

    • Know how to delegate effectively

    • Choose inspirational and engaging tasks for yourself and others

    • Use wisdom and understanding to lead others

    • Identify the roles of your team

    • Learn how to trust others and earn their trust.

  • When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.

    The Employee Motivation workshop will give participants several tools to become a great motivator, including goal setting and influencing skills. Participants will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.

    Workshop Objectives -

    • Defining motivation, an employer’s role in it and how the employee can play a part

    • Identifying the importance of Employee Motivation

    • Identifying methods of Employee Motivation

    • Describing the theories which pertain to Employee Motivation – with particular reference to psychology

    • Identifying personality types and how they fit into a plan for Employee Motivation.

    • Setting clear and defined goals.

    • Identifying specific issues in the field, and addressing these issues and how to maintain this going forward.

  • Women’s leadership has consistently proven to be a powerful force for positive change in the world, with female leaders sharing unique skills, strengths, and perspectives that are essential for creating a more equitable society. Despite the advancements of female leadership over the years, women continue to face numerous challenges in leadership positions, including gender stereotypes, bias, and underrepresentation. Understanding the importance of women’s leadership is not only a matter of justice and equality, but also a critical step towards creating a better, more inclusive world for everyone. Today, women are stepping up and make their voices heard, while breaking down barriers and shattering glass ceilings along the way.

    The Leadership Development for Women course will provide participants with the tools to navigate challenges, gain confidence to lead, and motivate future generations. Additionally, participants will gain knowledge on the value of networking and mentoring for inspiring others to recognize their full potential as leaders. By empowering women leaders, we are not only creating a more equitable society, but we are also uncovering capabilities that will help to fuel business growth and innovation.

    Workshop Objectives -

    • Understand the value of women’s leadership

    • Identify common gender-based barriers

    • Recognize the presence of bias against women in leadership positions

    • Explore strategies and tools to gain confidence to lead

    • Navigate common leadership challenges

    • Identify the power of leadership networking

    • Determine ways to establish a strong leadership style

    • Identify ways to empower and inspire others, using resources and support

    • Apply the principles of effective leadership to create organizational change

  • Servant leadership may seem like a contradicting term, but it is becoming a very popular tool in many businesses. Servant leadership is a philosophy that involves focusing on the success of others (i.e., your employees), and in turn, building better professional relationships that can benefit both manager and employee. Servant leadership shows that managers can be great leaders while boosting their employee’s confidence and furthering their success at the same time.

    With our “Servant Leadership” workshop, you will discover the specifics of how servant leadership works and how it can benefit leaders and employees!

    Workshop Objectives -

    • Define servant leadership

    • Know the characteristics of servant leadership

    • Recognize the barriers of servant leadership

    • Learn to be a mentor and a motivator

    • Practice self-reflection

  • As we grow, we learn to become leaders. Being a leader is natural for some, and learned for others. No matter how we become a leader, it is important to remember we must lead ourselves before we lead others. Take the time to motivate yourself and realize that you can do it.

    With our “Self-Leadership” workshop, you will discover the specifics of how to be a better leader for yourself and for others. You will be able to guide yourself in positive ways, and achieve personal success!

    Workshop Objectives -

    • Understand what self-leadership is

    • Motivate yourself

    • Set goals

    • Reward yourself when positive things happen

    • Think positively

  • For most of us, teamwork is a part of everyday life. Whether it's at home, in the community, or at work, we are often expected to be a functional part of a performing team. Having a strong team will benefit any organization and will lead to more successes than not.

    This workshop will encourage you to explore the different aspects of a team, as well as ways that you can become a top-notch team performer. You will be given the details and concepts of what makes up a team, and what factors into being a successful team and team member.

    Workshop Objectives -

    • Describe the concept of a team, and its factors for success

    • Explain the four phases of the Tuckman team development model and define their characteristics.

    • List the three types of teams

    • Describe actions to take as a leader – and as a follower for each of the four phases (Forming, Storming, Norming and Performing)

    • Discuss the uses, benefits and disadvantages of various team-building activities

    • Describe several team-building activities that you can use, and in what settings

    • Follow strategies for setting and leading team meetings

    • Detail problem-solving strategies using the Six Thinking Hats model -- and one consensus-building approach to solving team problems

    • List actions to do -- and those to avoid -- when encouraging teamwork

  • Team building is an important part of the work experience. It is not only applicable to your work life, but also transfers over to your personal and social life. When working with a team, it is important to fully engage yourself. One should take the time and proper steps, to become the best team member they can be.

    With this workshop, you will learn how important team building is and how beneficial it can be. Through this workshop, you will gain a new perspective on teamwork, and become a valuable member to any team they are placed in.

    Workshop Objectives -

    • Discuss the benefits of team work

    • Understand the importance of intentionally fostering teamwork

    • Determine strategies your organization can take to build teams

    • Understand the benefits of games and social activities in building a team

    • Apply the principles of team building to your own organization

  • Creating relationships that are built on trust, and having the tools to be resilient are crucial in creating a workplace that is safe and a solid place for all to work.

    This workshop will introduce you to your company’s responsibility with regard to promoting honesty, as well as how to deal with the inevitable changes that come along with building a stronger business.

    Workshop Objectives -

    • Gain the trust of employees by empowering them.

    • Promote transparent communication.

    • Keep the promises you make.

    • Identify different personality types and how to work with them.

    • Respect all those you work with.

    • Keep stress at bay.

    • Overcome adversities.

    • Accept and manage change.

    • Stay motivated.

  • Teams are an integral part of any business. The key to successful team building is addressing the importance of chemistry between team members. It is not enough to have a group of people work on a project; people have to connect and balance each others’ strengths. By focusing on the group’s interpersonal relationship, you will increase the chance of avoiding pitfalls and will develop a sense of unity among your coworkers.

    With this workshop, your will discover the specifics of how building a team through interpersonal chemistry is a strategic guideline that will lead to success.

    Workshop Objectives -

    • Understand the team development model

    • Identify team chemistry

    • Create vision and goals

    • Appreciate diversity

    • Manage conflict

  • A financial plan typically tracks your progress on a quarterly or semi-annual basis. With a budget, you record your income and expenses weekly or monthly. Financial statements provide a snapshot of a corporation's financial health, giving insight into its performance, operations, and cash flow. Financial statements are essential since they show a company's revenue, expenses, profitability, and debt. Generally, the closer you stick to your budget, the more progress you will make on your financial plan.

    In this course, you will learn about finance, creating and analyzing financial statements, types of budgets, forecasting techniques, managing budgets, purchasing decisions and a glimpse into the Legal world.

    Workshop Objectives -

    • Identify financial terminology

    • Understand financial statements

    • Identify how to analyze financial statements

    • Understand budgets

    • How to make budgeting easy

    • Understand advanced forecasting techniques

    • Understand how to manage the budget

    • Identify How to make smart purchasing decisions

    • Identify the legal aspects of finances

  • A mentor shares their knowledge, skills and experience to help another develop and grow. A coach guides clients on their goals and helps them reach their full potential. Coaching aims to unlock people's potential to maximize their performance. It is helping them to learn rather than teaching or telling them. Take learning to walk as an example – most people don't understand how to step up by instruction.

    In this course, you will learn about setting goals, identifying reality, developing options, building credibility and trust, providing feedback, overcoming roadblocks, and the difference between mentoring and coaching approaches.

    Workshop Objectives -

    • Define coaching, mentoring and the GROW model.

    • Identify and set appropriate goals using the SMART technique of goal setting.

    • Identify the steps necessary in defining the current state or reality of your employee’s situation.

    • Identify the steps in developing a finalized plan or wrapping it up and getting your employee motivated to accomplish those plans.

    • Identify the benefits of building and fostering trust with your employee.

    • Identify the steps in giving effective feedback while maintaining trust.

    • Identify and overcoming common obstacles.

    • Identify when the coaching is at an end, and transition your employee to other growth opportunities.

    • Identify the difference between mentoring and coaching.

  • Management development is the systematic process of creating effective managers. Managers' critical function is translating leadership and shareholder objectives (or making them on their own when they do not come from above) into legal and practical actions to achieve those objectives. Managers disproportionately impact organizational outcomes as they influence at least 70% of your employees' engagement. And teams with talented managers realize a 48% increase in profitability, a 22% increase in productivity and a 30% increase in employee engagement scores.

    In this course, you will learn the concept of the building blocks of making a successful manager. We will discuss creating a management track, defining and building competencies, top-down and bottom-up approaches, providing and utilizing tools, creating a support-based culture, identifying strong players and candidates, empowering new managers, and providing growth opportunities.

    Workshop Objectives -

    • Discuss strategies for developing new managers

    • Understand the importance of defining a clear management track

    • Determine core roles and competencies for managers

    • Understand the importance of continuous development for managers

    • Apply the principles of manager development to your own organization

  • Leadership is the ability to influence others. Influence is the ability to affect the behaviour of others in a particular direction, leveraging key tactics that involve, connect, and inspire them. An effective leader moves followers into action not with coercion but by eliciting their desire and conviction in the vision and goals articulated by the leader. Misused influence can bring about catastrophic results.

    In this course, you will learn about the characteristics and principles of a Leader, the trait theory, situational leadership, a personal inventory of successful leadership, modelling the way, inspiring a shared vision, challenging the process, enabling others to act, encouraging the heart, basic influencing skills and setting goals.

    Workshop Objectives -

    • Define “leadership”

    • Explain the Great Man Theory

    • Explain the Trait Theory

    • Understand Transformational Leadership

    • Understand the people you lead and how to adapt your leadership styles

    • Explain leading by Directing

    • Explain leading by Participating

    • Explain leading by Delegating

    • Kouzes and Posner

    • Conduct a personal inventory

    • Create an action plan

    • Establish personal goals

  • When you're managing managers, your responsibilities are two-fold: to ensure they produce good work (as with any employee) and effectively support their teams. It is the most challenging part of an organization's success as managers make decisions, set goals, facilitate work, prioritize tasks and motivate through effective communication. Managers disproportionately impact organizational outcomes as they influence at least 70% of your employees' engagement. And teams with talented managers realize a 48% increase in profitability, a 22% increase in productivity and a 30% increase in employee engagement scores.

    In this course, you will learn about grooming a new manager, measuring performance, motivating managers, signs of poor management, trusting your team of managers, managing employee complaints about their manager, coaching and mentoring, intervention timing and techniques and essential qualities.

    Workshop Objectives -

    • Welcome and orientate new managers

    • Learn ways to successfully coach and mentor

    • Learn ways to measure and evaluate performance

    • Learn how to handle complications

    • Communicate between employees and their managers

  • A middle manager is someone who is in a leadership position and also reports to top management. They manage their team's career progression, communicate decisions from upper management, and adjust workflows, processes, and priorities to align with overall business objectives. Middle managers must have the ability to hold people accountable and also provide them with encouragement and incentives. Managers disproportionately impact organizational outcomes as they influence at least 70% of your employees' engagement. And teams with talented managers realize a 48% increase in profitability, a 22% increase in productivity and a 30% increase in employee engagement scores.

    In this course, you will learn about management fundamentals, ethics and social responsibility, managing information, decision-making, control basics, organizational strategy, innovation and change, organizational structure and processes, managing teams and motivation and leadership.

    Workshop Objectives -

    • Define management.

    • Understand ethics in the workplace.

    • Manage information and make decisions.

    • Be familiar with the control process.

    • Use organizational strategies to facilitate change.

    • Create structures and processes to manage teams.

    • Manage as a leader.

  • Workplace politics is about using power and social networking to achieve changes that benefit the organization or individuals. Organizational politics are self-serving behaviours that employees use to increase the probability of obtaining favourable outcomes in organizations. Managers can prevent office politics from becoming destructive. Leaders are best equipped to foster a positive and productive work environment by prioritizing the limits of office politics to eliminate adverse effects.

    In this course, you will learn about company core values, respect, interacting and influencing, dealing with rumours, gossip and half-truths, office personalities, creating a support-based culture, conflict resolution, ethics, breaking silos, and managing social events outside of work.

    Workshop Objectives -

    • Understand the purpose and benefits of office politics.

    • Set boundaries and ground rules for new employees.

    • Learn to interact and influence among colleagues.

    • Learn how to manage various personality types in the office.

    • Determine how to gain support and effectively network.

    • Recognize how you are a part of a group and how you function.

  • The performance management process gathers information by monitoring goal completion, feedback and discussions. It can focus on the performance of a whole organization, a department, an employee, or the processes in place to manage particular tasks. By analyzing successes and strengths, learning from mistakes and examining the potential for growth and development, businesses can develop talent, enhance individual performance and weed out problems.

    In this course, you will learn about the fundamentals of performance management, goal setting, establishing performance goals, 360-degree feedback, competency assessments, Kilb's learning cycle, motivation, succession plan, building a cohesive performance plan and maintaining the performance journal.

    Workshop Objectives -

    • Define performance management.

    • Understand how performance management works, and the tools to make it work.

    • Learn the three phases of project management and how to assess it.

    • Discuss effective goal-setting.

    • Learn how to give feedback on performance management.

    • Identify Kolb’s Learning Cycle.

    • Recognize the importance of motivation.

    • Develop a performance journal and performance plan.

  • An annual review can help you keep your employees happy, engaged, and focused. It is human nature to want to succeed. Giving your employees feedback on their positive and negative attributes is part of the pathway to success. A poorly designed annual review can have the reverse effect.

    With our Conducting Annual Employee Reviews workshop, you will discover how to conduct a well-designed employee review. By determining the categories for an annual review and understanding how it affects employee compensation, an overall increase in performance should be seen throughout your organization.

    Workshop Objectives -

    • Understand the process of conducting an annual review.

    • Determine the categories for an annual review.

    • Know the mistakes managers make during an annual review.

    • Understand the concept of pay for performance.

    • Know how to tie employee compensation to firm-wide returns.

    • Know the value of employee communication.

    • Gauge employees’ happiness.

  • Supervision is a process that involves a manager meeting regularly and interacting with the worker(s) to review their work. Supervision can help create a more supportive, caring and positive working environment, providing a space for regular communication, problem-solving, and increased teamwork. Supervision offers a vital channel of communication between management and staff. They can use it to share helpful information and discuss any challenges or issues. Good supervision ensures that staff feel confident to do their role and can access the support they need to manage difficult situations.

    In this course, you will learn about setting expectations and goals, assigning work, degrees of delegation, implementing delegation, providing feedback, time management and prioritization, conflict resolution, special situations and a survival guide for the new supervisors.

    Workshop Objectives -

    • Define requirements for particular tasks

    • Set expectations for your staff

    • Set SMART goals for yourself

    • Help your staff set SMART goals

    • Assign work and delegate appropriately

    • Provide effective, appropriate feedback to your staff

    • Manage your time more efficiently

    • Help your team resolve conflicts

    • Understand how to manage effectively in particular situations

    • Understand what a new supervisor needs to do to get started on the right path

  • A virtual team, also known as a geographically dispersed or remote team, is a group of people who interact through electronic communications. Managing virtual teams requires a unique skill set that promotes tool-based communication, collaboration and management. Efficient virtual teams focus on trust, results, communication, accountability and flexibility.

    In this course, you will learn about setting up your virtual team, team communication models and meetings, building and nurturing trust, identifying cultural differences and addressing issues, Goals and SOPs, dealing with improvements and poor performance, and choosing the right tools.

    Workshop Objectives -

    • Know the keys to establishing a virtual team

    • Learn how to hold effective meetings and group sessions

    • Learn effective ways to communicate with team members

    • Use tools to build trust and confidence among employees

    • Know how to handle poor performing employees

    • Know how to manage a virtual team during any project