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Leadership Development
Learning and Development “In essence, learning and development is at the core of what
high impact performing organizations do.” Todd Tauber, VP, Learning & Development Research, Bersin by Deloitte.
Services: Leadership Coaching ~ Strategic Planning & Consultation ~ Education & Training
Current & Past Industry Customers:
Higher Education Health Care Providers
Manufacturing Financial Institutions Insurance Agencies
Small Business Owners
PA Workforce Training Funding Source: Workforce and Economic Development Network of Pennsylvania
4807 Jonestown Rd. Suite 246 Harrisburg, PA 17109-‐‑1744 877-‐‑933-‐‑6387 ~ http://www.wednetpa.com/
Corporate Consulting Services Contact InformationBeth Ann Delaney, LCSW ~ [email protected] ~ 570-‐‑328-‐‑0837
www.bethanndelaney.com
“If your organization values its employees, it’s not too much of a leap to see how investing in your employees will make the organization stronger.”
Jessica Rohman, Senior Content Producer for Great Place to Work®
THE TEN STEP LEADERSHIP COACHING MODEL:
1. Build Coaching Relationship thru Initial Introductions 2. Meet Monthly for 1.5 hour sessions up to 6 Months 3. Identify Specific Leadership Goals 4. Establish Clear Expectations for Implementation & Practice 5. Utilize Assessment Tools 6. Identify Cutting Edge Resources for Advanced Learning (HBR, INC., FAST COMPANY, ETC) 7. Schedule Progress Updates with Supervisor (after 3rd & 6th sessions) 8. Measure & Track Learning Outcomes thru a Leadership Journal 9. Develop Final Action Plan for Sustaining Continuous Practice 10. Be Committed to Continuous Learning
"I have worked with Beth Ann as a leadership coach and strategic planning facilitator for over five years, and during that time, she helped me grow tremendously as a leader, and she also played a vital role in helping to transform our organization. Beth Ann has a talent for asking just the right questions to help her clients identify strengths and areas of opportunity. She challenges us to think critically, collaborate in ways that are not obvious, and imagine new possibilities. Beth Ann brings a fresh perspective while also internalizing and deeply embracing our institutional mission." Erica Barone Pricci, Ph.D., VP for Academic Affairs @ Lackawanna College
“I enjoyed the sessions, especially the chance to talk through things with someone outside the organization who has a lot of expertise in these areas.”
Lisa H., Healthcare Industry (2015-‐‑2016)
The Strategic Facilitation & Planning Process Discussion Agenda:
1. Review of (Previous) Strategic Plan, Objectives and Results
2. Facilitation & Development of Mission, Vision, Value Statements
3. Facilitation & Development of a Formal Plan including: SWOT Analysis Selection of Goals Design Specific Strategies Identify Specific Action Plans for Implementation of Each Strategy Develop Metrics for Tracking Progress Develop Plan Update for Continuous Change & Implementation
4. Compile a Strategic Plan Document with the following components: Mission, Vision & Value Statements Summary of SWOT Goals, Objectives, Corresponding Strategies and Action Plans Plan for Tracking Metrics, Monitoring Implementation, Progress and Plan Update
For over 20 years, we have provided consulting services for local business focusing on Mission-‐‑driven excellence, building strong working relaitonships, creating transparent communication models, tearing down operational silos, resolving unproductive
conflicts and increasing operational efficiencies at all levels of an organization.
This Strategic Consultation includes: 1. Meet with All Leaders
Learn Mission, Vision, Values & Culture of the Organization Assess Areas of Miscommunication & Conflict
2. Review Human Resources Policies & Procedures Review Organizational Chart
3. Meet with All Department Heads and Employees Assess & Identifying Reoccurring Common Problem Themes
4. Establish Problem Solving Plan with Leaders Implement Plan thru Coaching Leaders:
a. Update Policies & Procedures b. Empower Leaders & Employees c. Gain Operational Solutions from Leaders & Employees d. Implement Operational, Department & Relationship Solutions e. Set Expectations & Timelines f. Track Progress g. Sustainability Plan
5. Outcomes Track progress for change in the following areas:
a. Operational Improvements and Efficiencies b. Communication among Staff and Departments c. Effectiveness of new Policies and Practices d. Boost Morale of all Employees
LEADERSHIP DEVELOPMENT COURSES
Course Guide Leadership/Business Development
Course Guide Training Topics & Workshops
Executives ~ Managers Supervisors ~ High Potentials Culture Building a
Connected Culture Creating a Connected Work Environment
Developing a Cohesive Team by Eliminating Silos
Today’s Work Place Ethics
Change Leading Organizational Transformation
Managing & Moving Transformation Forward
Managing Time & Goals
Dealing with Organizational Change
Workforce Establishing a Talent Management Plan
Interviewing and Selecting the Right Talent
Retaining Talent, Creativity & Innovative Minds
Building Innovative Relationships
Project Project Management Supervising Projects Coaching and Providing Essential Feedback
Engaging in Forward Moving Projects
Strategy Strategic Thinking & Planning
Clarifying Organizational Roles, Responsibilities Expectations and Outcomes
Strategic & Critical Thinking
Effective Communications throughout the Organization
Control Clarifying Structure, Process & Expectations
Proactive Approaches for High Level Performers
Preventing, Intervening & Resolving Conflicts
Preventing, Intervening & Resolving Conflicts
Leadership Foundations of Leadership Philosophy, Styles & Organizational Communication
The Importance of Leading Others
Transitioning into a Supervisory Role
Embracing, Empowering and Doing More
Customers Understanding and Planning Customer Focused Strategies
Hospitality for Managers and Supervisors
Hospitality – A Team Approach
Basics of Customer Service & Hospitality
MODULE: It’s All About Leadership: Style, Strategy & Shared Vision Program Overview This program focuses on developing a Leadership philosophy which builds skills to motivate, embrace & follow the organization’s mission, vision & values. Building a culture of success starts with a leadership vision which becomes absorbed into the blood of an organization. Executives will learn to motivate individuals towards the best interests of the organization, being intentionally customer centered and employee focused.
Program Objectives 1. Identify and discuss issues related to an organization’s culture and climate while applying appropriate
strategies and best practices to their organization 2. Describe the behaviors for creating a climate that supports teamwork, cooperation, and employee
involvement 3. List and discuss the current issues of diversity, guidelines for consensus decision making, and explain
why consensus generally works best for group decision making. 4. List and discuss the approaches for empowering individuals within their organization
Agenda
1. Build Leadership Philosophy 2. Review Organizational Mission, Vision & Values 3. Understand Elements of an Organization 4. Charting Your Organizational Climate 5. Building of Effective Teams/Tearing Down Silos 6. Build a Circle of Leadership Influence 7. Communication & Courageous Conversations 8. Your Leadership Plan
Outcomes 1. Model a Leadership Philosophy based on Mission, Vision & Core Values 2. Generate authentic working relationships 3. Build a transparent communication plan 4. Build a vision for continuous leadership development
Module 1: Meeting Supervisory Responsibilities Program Overview This module is an introduction to the nature of supervisory roles and responsibilities in today’s complex and rapidly changing workplaces. It includes concepts, exercises and activities designed to help participants understand their roles and responsibilities and begin developing the competencies and behaviors associated with effective supervision. Learning Objectives
1. Identify the challenges involved when making the transition into supervision and state the expectations generally held for supervisors.
2. Describe the key roles, skills and practices associated with effective supervision. 3. Explain the supervisor's responsibilities for operating from a base of values and ethics. 4. Describe how the role of supervision is changing 5. Complete a self-‐‑assessment of supervisory strengths and needs for development.
Agenda 1. Making the Transition to Supervision 2. Performance Expectations for Today’s Supervisors 3. General Expectations of the Organization 4. Expectations of your Employees 5. Key Roles, Skills and Practices associated with Effective Supervision 6. Beliefs, Attitudes & Values 7. Ethical Behavior 8. The Changing Nature of Supervision
Outcomes 1. Implement Supervisory Best Practices for Roles and Responsibilities based on Mission, Vision, Ethics & Values 2. Ensure work unit goals and objectives are achieved through motivating employees successfully 3. Effectively communication organizational and department expectations
Module 2: Communicating Effectively Program Overview This module covers key concepts of organizational communication. The focus includes the important elements needed to penetrating the walls of an organization to link every individual & department through an effective communication process. For leaders, this module emphasizes the importance of using transparent communication as a strategic process to build a circle of influence at every layer of an organization. By tearing down traditional communication barriers and utilizing technology effectively, the strategies presented will release resistance to ignite morale, performance and results. Learning Objectives
1. Open Communication at Every Level of an Organization 2. Understand & Implement a Comprehensive Communication Approach for Transparency 3. Discuss the Effective Use of the Fundamentals of Communication 4. Tear Down Traditional Silos 5. Build Effective Communication thru Technology
Agenda
1. Communication as a Strategic Transparent Process 2. Linking Individuals to Departments to the Organization’s Mission 3. Traditional Barriers in Today’s Communication 4. Utilization of Technology for Effective Communication 5. Building Effective Relationships within a Circle of Influence 6. Courageous Conversations 7. Build Morale, Performance & Results
Outcomes 1. Communicate effectively throughout the Organization 2. Open Collaboration with Respect 3. Implement a Comprehensive Communication Plan
Module 3: Building Work Relationships Program Overview There are four interpersonal styles, and each of us has a preferred or dominant style. There is no “one best” style. Each style has its potential strengths and weaknesses. Each of us has the capacity to behave in ways typical of the other three styles since we have elements of all four styles in our makeup. All of us demonstrate style flexibility on a regular basis even though our dominant style seems to endure over time. Learning Objectives
1. Explain interpersonal style and describe the characteristics of the four styles. 2. Interact effectively with people in all four styles. 3. Describe characteristics and building blocks associated with high quality relationships. 4. Identify actions that can strengthen work relationships. 5. Identify ways supervisors can build trust with employees.
Agenda 1. Interpersonal Style Assessment 2. Interpersonal Style Interactive Group Activity 3. Strategies for Understanding All Interpersonal Styles 4. Strengthening Your Interpersonal Style
Outcomes 1. Increased awareness and understanding of personality styles 2. Build strong working relationships through understanding personality styles 3. Practice style flexibility to enhance working relationships
Module 4: Coaching for Performance Program Overview: This session focuses on the benefits of performance coaching. Leaders who invest in their employees through coaching invest in the future of their organization. Coaching develops the next generation of leaders, retains talent and taps into the vast resources of human potential. This session encourages leaders to coach to release aspirations, build capabilities, and generate a strong sense of passion for organizational growth! Learning Objectives:
1. Strengthens Commitment to Organization’s Mission, Vision & Values 2. Setting High Performance Expectations thru Coaching 3. Builds Developmental Skills thru a Development Plan 4. Build Competencies that Support Success 5. Links Goals & Values to the Organization
Agenda: 1. Define Organizational Mission, Vision & Values 2. Understand Development thru Performance Coaching 3. Apply Performance Expectation Based Feedback Process 4. Understand Personality Styles 5. Build Strong Working Relationships 6. Address Teachable Moments 7. Action Planning
Outcomes 1. Ability to Adjust style of approach through understanding the different personality styles 2. Link Development needs of employees to performance needs 3. Accept Coaching as a Performance Development Responsibility
Module 5: Leading Others Program Overview This module explores the characteristics of effective leader’s! Key skills providing direction, delegating and communicating are assessed and highlighted for each participant. This module is designed to increase each participant’s leadership awareness and understanding in an effort to sharpen leadership skills, tools, practices and techniques. Learning Objectives
1. Describe the Characteristics of Effective Leaders 2. Explain the key areas of focus for today’s leaders 3. Describe the Characteristics of Good Direction and Build Skills in Providing Direction to Others 4. Evaluate Current Delegation Practices 5. Explain what is required for Effective Delegation 6. Complete a Plan for Specific Task Delegation
Agenda 1. Characteristics of Effective Leaders 2. Leadership Focus Areas 3. Providing Direction 4. Assessing Delegating Skills 5. Effective Delegation Process 6. Review, Feedback and Assessment
Outcomes 1. Model the most effective leadership characteristics consistently 2. Implement Best Practices for Delegation, Direction and Communication 3. Develop and Implement a Leadership Development Plan
Services: Leadership Coaching ~ Strategic Planning & Consultation ~ Education & Training
Current & Past Industry Customers: Higher Education
Health Care Providers Manufacturing
Financial Institutions Insurance Agencies
Small Business Owners
PA Workforce Training Funding Source: Workforce and Economic Development Network of Pennsylvania
4807 Jonestown Rd. Suite 246 Harrisburg, PA 17109-‐‑1744 877-‐‑933-‐‑6387 ~ http://www.wednetpa.com/
Corporate Consulting Services Contact Information
Beth Ann Delaney, LCSW ~ [email protected] ~ 570-‐‑328-‐‑0837 www.bethanndelaney.com
“If your organization values its employees, it’s not too much of a leap to see how investing in your employees will make the organization stronger.”
Jessica Rohman, Senior Content Producer for Great Place to Work®
“I will always appreciate how I have benefited from your professional guidance.” Larry M. @ RFT (2015-‐‑2016)
