Adaptive Motivation
Remote teams may experience lower levels of motivation overall. We’ll look at the role of extrinsic vs. intrinsic motivation and share a simple framework to assess and build motivation in oneself and others.
Are your leaders equipped to juggle the complexities of the business world today? We offer a variety of modules to provide leaders with the skills and tools necessary to navigate challenges and lead teams to success.
Remote teams may experience lower levels of motivation overall. We’ll look at the role of extrinsic vs. intrinsic motivation and share a simple framework to assess and build motivation in oneself and others.
We’ll look at why performance management is so important and the role it plays in an organization’s “bigger picture” and driving things like development, growth, motivation, productivity, and overall success. We’ll clarify the roles of managers and employees in the process, and discuss and practice goal-setting, helping your leaders successfully implement more effective performance management processes.
Hybrid work has given employees greater flexibility and independence, but are they empowered to be proactive and make good decisions? In this module, we introduce and deconstruct empowerment leadership into tangible practices. Learn how to balance authenticity, logic and empathy to establish trust, show your love by helping people reach their highest potential, and cultivate a sense of belonging by embracing each individual’s unique strengths.
We’ll cover why delegation is so hard, yet so important, particularly for leaders. We’ll explore the styles of delegation and how to guide others while ultimately empowering them to make decisions. We’ll share a suggested model to apply when delegation can be used as a development opportunity.
Coaching always has and always will be a critical competency for leaders across industries and teams. As we continue to navigate evolved workplaces, many of us are learning how to make sure our teams feel supported with coaching in a virtual environment. We’ll discuss what it takes to make the shift from managing to coaching while team members are virtual. We’ll share a coaching model that leaders can use (in-person or virtually) to push employees from their current reality toward their intended goals. We’ll uncover the most common barriers we face, teach antidotes to overcome each one, and learn a number of effective virtual coaching techniques.
Research proves teams who give and receive feedback regularly are stronger collaborators and performers, but it’s too often avoided or not done correctly. In this session, we will debunk the myths that cause us to miss key opportunities to provide feedback to our teams. We distinguish the differences between praise vs feedback, and judgment vs observation.
We review a permission-based process for delivering feedback that yields the most impactful results, strengthens performance, and promotes partnership. We’ll look at techniques that have been proven to be most effective and share many practical tips, tools, and examples to use. Lastly, we’ll talk about receiving feedback as a leadership skill, and how to promote a 360 feedback culture within your team and organization.
All teams progress through the stages of forming, storming, norming, performing and mourning. We review the signs that a team exhibits at each stage and the actions that we as leaders must take to move our teams to the next level.
Talent is our most critical asset – so the ability to interview well is a critical skill, particularly during times of big transition. In this module, we’ll cover how to optimize interviews for the best candidate experience. We’ll also do a deep dive on developing competencies and asking behavioral interview questions. We also discuss the importance of probing and practice using the STAR model to help identify the best talent quickly.
When we’re collectively navigating yet another “new normal”, having grace and compassion for ourselves and others may be the most critical skill of all.
Theories of motivation have been around for decades, but our new hybrid world requires a refresh. In this module, leaders will learn how to help their teams build autonomy, mastery and purpose in challenging environments and how to authentically and intentionally use recognition and rewards to inspire your people to do their best.
In this module, we explore how to make the most of the precious time you have to develop relationships of trust with others which can lead to more engaged, productive and satisfied employees. We’ll share how to build critical skills that will help you nurture relationships including empathy, transparency and vulnerability.
Without the built-in touchpoint of being in the same physical place at the same time, leaders will need to take deliberate action to fight our tendency to give preference to those in our immediate vicinity. In this module, we’ll review examples of proximity bias to help us identify it, and learn key strategies and behaviors to prevent it from happening.
Without psychological safety, individuals and teams will struggle to have the impact they want. Unfortunately, the hybrid context makes this more difficult to create and maintain. We’ll define what psychological safety is and how to tell if it’s present/absent. We’ll share three simple tools and habits managers can use to build and maintain this precious resource.
In the purely physical office, management could happen by default to some degree: observation was a key conduit of information about how an employee was doing. In the hybrid world, management must be more intentional. Participants will have an opportunity to reflect on their current management approach and envision how they’d like to show up to be successful in the hybrid context.
Hybrid teams are here to stay, but are your leaders equipped to juggle the complexities this brings? In this module, we’ll introduce 5 best practices to successfully lead hybrid teams and share tangible practices that your leaders can use to co-create a team culture, establish trust & communication, and create a sense of belonging and accountability that transcends location.
Agility has been identified as the critical business skill of our time, and yet only 10% of leaders have sufficient agility to succeed in the long term. Agile leaders are better equipped to respond to changing circumstances by incorporating new skills into their day-to-day responsibilities. We’ll share a framework that examines the components of agility, and participants will identify personalized ways to improve their own agility as a leader
This module covers both the transactional and emotional journey that individuals and organizations go through during the process of change. We’ll learn about the “Process of Transition” and the “Emotional Change Curve”. Participants are asked to deconstruct previous change initiatives to determine what has worked and not worked for them in the past. After reviewing the important ADKAR change model, we spend some time reviewing a framework for leading change, and finally complete a group activity applying what we learned to real current changes participants are facing.
In order to be successful in today’s competitive landscape, innovation is a must. But in the quest to be innovative, we all must confront and deal with our fear of failure. We’ll look at the hallmarks of a “failing backward” approach (e.g. status quo mindset, working alone, using time poorly) vs. a “failing forward” one (e.g. setting clear goals, embracing experimentation, asking powerful questions.) We’ll share specific strategies for working through failures quickly.
Thinking through solutions to modern challenges requires managing ambiguity, questioning assumptions, adopting different perspectives, seeing potential (where competitors don’t) and ultimately, effective judgment and efficient decision-making. In this module, we’ll cover these core skills of critical thinking and more, including why critical thinking is so, well, “critical” today, as well as helpful frameworks, tips, and tricks.
Collaboration is an overused word but underutilized leadership practice. If you want to have great collaboration in your company, you need agility, psychological safety and intentionality. In this module, learn how to lead effective collaborations by fine tuning your company practices, creating an environment that is safe for risk taking, and being intentional about how and when work gets done together.
“We’ve used Mark for multiple types of professional growth training for employees in account management, creative and production. The feedback from his high-energy sessions is consistently positive and we are eager to work with Mark in the future.”
“Mark recently conducted presentation and storytelling training for more than 300 people in the agency. I’m certain that every attendee left with powerful tools they could use right away to dramatically improve all aspects of their internal and client-facing presentations. We look forward to Mark returning for more training very soon.”