Leadership Essentials Part 1 – Pack of 8 Courses

$597.00

1. Four Steps to Effective Communication - DISC as Your Powerful Leadership Guide

MELVEEN STEVENSON
Duration: 60 Minutes
Why You Should Attend:

Your success in life – both professional and personal – is determined in large part by how well you interact with others. Your ability to effectively relate, communicate, influence and motivate others is a crucial skill in creating successful relationships with customers, prospects, colleagues, subordinates, managers, friends and family members. You have probably noticed it is very easy to get along with certain people. You almost instantly and effortlessly understand the other person.

Unfortunately, with most people communication takes more effort. It does not flow easily. You cannot quite understand where the other person is coming from, what they really want, and what their intentions are. In this course, you’ll learn a system for understanding human behaviors that is simple to learn and simple to use. You’ll learn how you are and how others perceive you. You’ll also be able to pick up specific features from others so that you can better understand them. And, most productively, you’ll learn how to adjust your communication style to achieve your goals.

Areas Covered:

  • DISC model: what it is and is not
  • DISC map and its 2 primary spectrums for understanding human behavior
  • 4 main styles of DISC and their attributes, behavior under pressure, behavior in fear, and communication styles
  • OAR method to identify the styles in others
  • Quick and easy-to-spot identifying behaviors
  • Practical guidelines for modifying your hard-wired behaviors to attain success in communication and relationships
2. Diversity and Inclusion - Cultural Competence in the Workplace

MARY GORMANDY WHITE
Duration: 60 Minutes
Why You Should Attend:

Cultivating a work environment characterized by cultural competence is critical for success in the modern business environment. Today’s workforce is more diverse now than it has ever been in the past, and is likely to continue to become more and more diverse in the future. Organizations and individual professionals are well-served by striving to create inclusive work environments where diversity is truly welcomed and people are valued because of their unique contributions and individual differences – not in spite of them. Cultural competence is the key.

Join this informative session to learn about the key dimensions of diversity that impact the workplace and discover what it truly means to foster an inclusive workplace through emphasizing and developing cultural competence. This session will cover key statistics, challenges and barriers to cultural competence, along with a practical framework you can use to become more culturally competent on both an individual and an organizational level.

Areas Covered:

  • Prevalence and potential impact of diversity in the modern workplace
  • What diversity and inclusion really are
  • Overview of key dimensions of diversity
  • Areas where diversity overlaps with law/regulatory compliance (i.e., protected characteristics)
  • How cultural competence extends beyond legal obligations
  • Common barriers to inclusiveness and cultural competence in the workplace
  • Keys for developing cultural competence
  • Factors that define inclusive organizations
  • Developing work and communication habits for diversity and inclusion
3. Leaning In to the Power of a Remote or Mobile Workplace

TERI MORNING
Duration: 60 Minutes
Why You Should Attend:

Every workplace has a culture. The challenge is if a company wants to have an R/M workforce, even if just a small part of its workforce, then to embrace that and build that mindset into the workplace culture through every piece and part of its ranks. The idea that R/M relationships enhance not just the employee’s life but the company’s mission as well. When that is in place, everyone is encouraged by an R/M plan rather than discouraged, even those who do work in the office.After all working R/M is just a different way/place to work – not different work. If the company management doesn’t consider R/M workforces as an “an alternative arrangement/schedule” then no one else will. Unsuccessful R/M plans commonly start small and then take on a life of their own, growing and rambling into a sudden hodgepodge of weedy work arrangements. If you do not “grow” a disaster of an R/M plan, you will not have one to dismantle.

Areas Covered:

  • How to weigh the productivity argument vs the creativity and collaboration argument for your own company – not anyone else’s.
  • The 14 things you need to see in your employees to know if they will be successful working on their own.
  • Helping your R/M employees be as successful (or more) working elsewhere compared to in the office.
  • Managing from the outside in – the 12 things you need to see (and not see) in your managers to know they can successfully manage R/M employees.
  • How to “see”, encourage, and capture innovative leadership emerging in unexpected places and within unexpected people – when you don’t see them every day.
  • Unleashing the ambitions that are alive in everyone and keeping their goals aligned with your company even if those people are not physically on site.
  • Negative Disrupting Dysfunctional Managers – usually hiding in plain sight; what to do about them and with them. Because they will ruin (or try to ruin) all your R/M plans and their R/M employees arrangements, if not their careers.
  • What to do with employees at the office who are losing productivity worrying about what others are doing at home ore elsewhere.
  • Creating a workplace with a cohesive culture – without creating a stereotype of what manifests “success”, or on whom success is modeled and that success is not dependent on where someone’s physical worksite is located.
  • Encouraging and embracing independence – putting people in charge of their own career paths vs. the company assigning one.
  • How to create the benefits of an R/M workplace without anyone working outside the office.
4. Agile Leadership Essentials - Transforming Your Organization from Traditional to Agile

MARY GORMANDY WHITE
Duration: 60 Minutes
Why You Should Attend:

Preparing for a strategic and agile leadership role and the responsibilities that go along with it requires additional training and expertise beyond the basis of leadership. This workshop will prepare you to lead at all levels – including (but not limited to) HR – and show you how to excel as a leader in all types of organizations.

After attending this session, you will know how to become a successful strategic leader through the principles of agility. Plus, you’ll be able to begin the process of transforming your organization from traditional to agile.

Areas Covered:

  • Leadership – traditional, strategic, and agile perspectives
  • Agile framework – origins, what it is, why it matters for strategic leaders
  • Agile foundations – 10 principles of agility
  • Building a business case for agile leadership
  • Practical path to agile leadership: 2 key changes to apply
  • Identifying barriers to agile leadership & strategies for managing
  • Key qualities of agile leaders
  • Applying agility to business strategies throughout the organization
  • Growing as a strategic organizational leader
  • Making agile your approach
  • Moving forward: Your plan to become agile and transform your organization
5. Emotional Intelligence in Leadership

DR. LAURA MCGUIRE
Duration: 60 Minutes
Why You Should Attend:

Soft skills are one of the most sought-after skill sets in the workforce today. Yet few opportunities to understand the theories and best practices for emotional intelligence are available. In this webinar, we will explore how to identify, obtain, and utilize emotional intelligence. Understand your emotional quota, personality types, the locus of control, and interpersonal knowledge leads to an overall increase in productivity and retention.

Areas Covered:

  • Emotional Intelligence
  • Leadership
  • Motivation
  • Communication
  • Soft Skills
6. Leading Managers to Create a Culture of Accountability

MARY GORMANDY WHITE
Duration: 60 Minutes
Why You Should Attend:

Attend this informative session and learn what accountability really means in the context of a business, along with best practices for managing managers when your goal is to improve accountability. Discover common myths about managing managers and how such perceptions can create barriers to accountability. Find out how to overcome these barriers and empower your direct reports to incorporate accountability into their teams for improved organizational results.

Areas Covered:

  • The relationship between organizational leadership and accountability
  • Building a business case for accountability
  • 4 common barriers to accountability and how to overcome them
  • 6 keys to improving organizational accountability
  • Identifying – and applying! – the 4 W’s of accountability
  • Coaching managers and supervisors to hold team members accountable
  • Setting the stage for direct report success
7. The Employer’s Guide to Severance Arrangements – EEOC, ACA and ERISA

JANETTE LEVEY FRISCH
Duration: 90 Minutes
Why You Should Attend:

When done properly, severance arrangements can be an extremely valuable risk management tool for employers—but you need to be aware of the pitfalls. Many employers think that if they offer severance pay conditioned on certain restrictions that they have eliminated all legal risks, and assume everything is fine—until it’s not.

For example, do you condition severance pay on promises not to sue and other post-termination restrictions? Did you know that you might be contractually obligated to provide severance pay even if you do not have a written agreement? Did you know that your severance agreement may not protect you as much as you think? Or that it may not be enforceable? Is your severance arrangement subject to ERISA laws?

Areas Covered:

  • Common severance myths
  • The difference between severance agreements, severance packages and severance plans
  • Key elements of a severance agreement and language that should be considered for most severance agreements
  • The EEOC and severance agreements
  • An overview of the special rules applying to older workers– who are protected by the Older Workers Benefit Protection Act (OBWPA) and what it means to you
  • Discrimination Issues
  • Affordable Care Act and COBRA Issues
  • ERISA considerations
8. Excel – Mastering Lookup Functions

MIKE THOMAS
Duration: 60 Minutes
Why You Should Attend:

How do I compare the items in these two lists and see which are missing
How do I look up a value in list ONE and pick up a related value from list TWO
How do I avoid my lookup formula displaying an ugly error when it can’t find a match?
What’s the difference between VLOOKUP and INDEX-MATCH?
I’0ve heard of VLOOKUP but what’s HLOOKUP?

These are just a few of the questions I get asked on a regular basis. You can get the answers to these questions (and more) by attending this training session dedicated to mastering the various lookup functions that are built into Excel.

VLOOKUP, HLOOKUP, INDEX and MATCH are some of the most well-known (and most useful) formulas in Excel. Used properly, they will help you to improve the accuracy and integrity of your Excel workbooks, save a ton of time and minimize data entry errors.

Areas Covered:

  • How to construct and use the VLOOKUP function
  • TRUE and FALSE – the 4th parameter demystified
  • Tables – the key to future-proofing VLOOKUP
  • Using MATCH and COUNTIF functions to compare two lists
  • INDEX-MATCH or VLOOKUP
  • How to construct and use the HLOOKUP function
  • The LOOKUP Function
  • How to avoid #NA

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  • Login Information with Password to join the session, 24 hours prior to the webinar
  • Presentation Handout in .pdf format
  • Presentation from the Speaker
  • Feedback form
  • Certificate of Attendance
  • Recording access Information with Password to view the webinar, will be sent 24 hours after the completion of the Live webinar.
  • Presentation Handout in .pdf format
  • Certificate of Attendance