91��Ƭ�S�ϼ�

—Building Capability By Coaching And Mentoring Others—

Today’s competitive workplace demands that leaders evaluate performance and provide coaching and mentoring to employees. The new generations entering the workforce want coaching and expect mentoring from their leaders. Being a mentor/coach leader is one of the most effective ways to get more done for the company while building an engaged and enthusiastic workplace. Learn the best new skills and techniques that will prepare you to build organizational capability within yourself and others.

Learning Objectives:

• Learn what it means to be a coach‐like leader and mentor
• Explore the benefits of being a better coach and mentor to you, those you influence, and your organization
• Learn and practice skills and a coaching model for more impactful conversations

—Hiring, Engaging, And Retaining The Best—

Learning Objectives:

• Understand the key human capital challenges facing organizations
• Explore the relationship between strategy and human capital requirements
• Introduce tools for evaluating the alignment of human capital with strategic initiatives
• Discuss the role of managers and leaders in attracting, engaging, and retaining top talent

—Creating And Leading High Performing Teams—

Successful teamwork underlies nearly all work situations. Understanding how teams develop and when to intervene underlies the successful team leadership. You will learn how to help team members exercise the leadership and guidance that isn’t granted by title or status.

Learning Objectives:

• Framework – five requirements for team effectiveness
• Examine leadership roles that contribute to team effectiveness
• Discover the importance of team identity and team norms
• Explore issues related to team development

—Leader As Coach—

Today’s competitive workplace demands that leaders evaluate performance and provide coaching and mentoring to employees. The new generations entering the workforce want coaching and expect mentoring from their leaders. Being a mentor/coach leader is one of the most effective ways to get more done for the company while building an engaged and enthusiastic workplace.

Learning Objectives:

• Learn what it means to be a coach‐like leader and mentor
• Explore the benefits of being a better coach and mentor to those you influence, as well as your organization
• Learn and practice skills and a coaching model for more impactful conversation

—Leading Change: A Facilitated Simulation Workshop—

Initiatives often fail to realize their full potential because people struggle to commit to a new way of doing things. ExperienceChange™ is an expert‐guided workshop designed to help you execute on your ideas while it teaches the essentials of successful change. Backed by over 20 years of research, industry insights, and results, it combines proven approaches with hands‐on practice in an engaging, low‐risk, high‐impact experience. ExperienceChange™ is a trademark of Experience Point

Learning Objectives:

• Understanding the business imperatives
• Engaging with stakeholders
• Co‐creating the vision

—Leading Effectively: Five Practices Of Exemplary Leadership—

Participants will be able to take an honest look at themselves and their leadership behavior. This module will help them identify strengths in the area of strategic and visionary leadership, as well as suggest areas for improvement.

Learning Objectives:

• Introduce the five practices of exemplary leadership
• Receive feedback on your leadership behaviors
• Understand the 10 key commitments for effective leadership

—Managing Performance In The Workplace—

This session explores various strategies to evaluate and develop employees, introducing skills in coaching, counseling, and methods for motivating non‐performers. The session will cover both managing the problem performer and developing the high performer.

Learning Objectives:

• Learn methods for developing talent
• Identify key gaps and opportunities for improving talent development

—Authentic Leadership—

This is a powerful and engaging session that includes one‐on‐one practice with a skilled facilitator and an opportunity to share authentic communication with colleagues.

Learning Objectives:

• Understand why you do what you have chosen to do professionally
• Examine the impact you want to have outside yourself on direct reports, customers (internal/external), your colleagues, and your community

—Building Capability By Coaching And Mentoring Others—

Today’s competitive workplace demands that leaders evaluate performance and provide coaching and mentoring to employees. The new generations entering the workforce want coaching and expect mentoring from their leaders. Being a mentor/coach leader is one of the most effective ways to get more done for the company while building an engaged and enthusiastic workplace. Learn the best new skills and techniques that will prepare you to build organizational capability within yourself and others.

Learning Objectives:

• Learn what it means to be a coach‐like leader and mentor
• Explore the benefits of being a better coach and mentor to you, those you influence, and your organization
• Learn and practice skills and a coaching model for more impactful conversations

—Hiring, Engaging, And Retaining The Best—

Learning Objectives:

• Understand the key human capital challenges facing organizations
• Explore the relationship between strategy and human capital requirements
• Introduce tools for evaluating the alignment of human capital with strategic initiatives
• Discuss the role of managers and leaders in attracting, engaging, and retaining top talent

—Creating And Leading High Performing Teams—

Successful teamwork underlies nearly all work situations. Understanding how teams develop and when to intervene underlies the successful team leadership. You will learn how to help team members exercise the leadership and guidance that isn’t granted by title or status.

Learning Objectives:

• Framework – five requirements for team effectiveness
• Examine leadership roles that contribute to team effectiveness
• Discover the importance of team identity and team norms
• Explore issues related to team development

—Difficult Conversations That Produce Positive Results—

Learn to confront issues head on and hold difficult conversations that get the results you need AND maintain and build relationships along the way.

Learning Objectives:

• How to overcome “emotional hijackings” that prevent us from asserting our influence when emotions are high
• Discover the “operating system” that runs every relationship we have and use it to diagnose and solve relational problems
• Learn to use a simple model to ask for what you need – and get it

—Diversity, Inclusion, & Bias In The Workplace—

Diverse teams produce better, more cited and creative work, precisely because different assumptions and biases work together to uncover what is often hidden when we too easily agree, so diverse teams also take longer and are more difficult to manage. Outliers and disrupters are essential for innovative teams, but managing and evaluating them can be difficult.

This session will ask you to examine research on bias and decision making, particularly on how bias appears in judgments of other people. The workshop will guide you through scenarios of promotion and performance evaluations to practice how you can improve the judgments and assessments you make around talent management.

—Emotional Intelligence & Its Role In Leadership—

This session helps managers become more effective with the growing demand to achieve outcomes at a strategic level through effective communication and heightened emotional intelligence.

Learning Objectives:

• Learn how to build greater emotional intelligence attributes
• Learn how increased emotional intelligence fosters a culture of trust and accountability

—Ethics Awareness—

Awareness is the key to making ethical decisions and ethical behavior. Self‐awareness and self‐reflection provide recognition of potential pitfalls and help us navigate ethical challenges. In addition to heightening awareness, we will look at the main causes of unethical behavior and specific management practices to reduce or eliminate problems. This program relies on cases and discussions to help achieve the objectives and reinforce the concepts.

Topics include:

• Current State of Corporate Ethics
• Elements of Ethical Thinking
• Causes of Unethical Behavior
• Developing an Ethical Decision‐Making Framework

—Ethics (Reality & Consequences)—

Based on a Harvard Business School Case, A Letter from Prison is used in this facilitated session to explore ethics and ethical behavior in a corporate environment.

On February 14, 2008, Stephen Richards, inmate #71320‐053 at Taft Federal Correctional Institution, completed a letter to Eugene Soltes, a student at the University of Chicago Booth School of Business. Richards was the former global head of sales at Computer Associates. Exhibit 1 provides the list of questions Soltes asked Richards. Exhibit 2 is a copy of the letter Soltes received in return.

—Executive Coaching (1:1)—

As part of Leadership Development programs developed and delivered by SMU COX Executive Education, we often provide Executive Coaching for participants in the programs. All coaches are certified by the International Coaching Federation and have been vetted by Executive Education for inclusion in our programs.

—Leading Effectively: Five Practices Of Exemplary Leadership—

Participants will be able to take an honest look at themselves and their leadership behavior. This module will help them identify strengths in the area of strategic and visionary leadership, as well as suggest areas for improvement.

Learning Objectives:

• Introduce the five practices of exemplary leadership
• Receive feedback on your leadership behaviors
• Understand the 10 key commitments for effective leadership

—Managing Performance In The Workplace—

This session explores various strategies to evaluate and develop employees, introducing skills in coaching, counseling, and methods for motivating non‐performers. The session will cover both managing the problem performer and developing the high performer.

Learning Objectives:

• Learn methods for developing talent
• Identify key gaps and opportunities for improving talent development

—Critical Thinking And Decision Making—

The goal of this session is to help participants become conscious of their thought processes and give them tools and ideas to improve the way they think.

Both organizations and individuals profit from the ability to create value. High‐value individuals have the ability to solve problems, make good decisions, and create profitable ideas. This session focuses on the vital role that mindset and thinking play in the development of these skills. For the purpose of this program, critical thinking refers to thinking that is disciplined, objective, purpose driven and goal directed.

—Decision‐Making Traps And Bias That Effect Results—

This session will provide skills and tools that can be applied immediately. It is a simple and effective system that increases productivity. The principle behind the method is “parallel thinking” which ensures that all the people in a meeting/team/project are focused on and thinking about the same subject at the same time.

Learning Objectives:

• Learn specific facilitation techniques for use in group problem‐solving and decision‐making discussions
• Deliver tools for decision making: assessing risk, determining value, evaluating ease of implementation, and prioritizing options

—Organizational Trust And Its Impact On Business—

The module challenges the age‐old assumption that trust is merely a soft, social virtue and instead demonstrates that trust is a hard‐edged driver that makes organizations more successful, people more promotable, and relationships more energizing.

Learning Objectives:

• Learn to use trust as a specific business strategy to increase speed of execution and decrease cost
• Learn to expand your influence with your direct reports, peers, and bosses and leverage influence across organizational boundaries
• Learn to use a diagnostic process and apply specific behaviors and strategies to restore and enhance trust

—A Model Forward in Volatile, Uncertain, Complex, & Ambiguous Change—

Navigating a VUCA world during accelerating change is a challenge for most organizations. Those that are intentional during this time are more successful and are better able to prosper. In this session we will discuss a model that participants can use to identify the reality of the present and describe a pathway into a renewal of future possibilities.

—The Five Behaviors Of A Cohesive Team—

This powerful in-person or virtual experience provides clear, concise, and practical guidelines for becoming (or enhancing) a high-functioning team. Using an assessment based on an interrelated model, team members are taught critical behaviors and skills needed to drive team effectiveness and productivity. The result is a unique and impactful team development solution that empowers team members to a) rethink their approach to teamwork, b) shape new, more productive behaviors to increase productivity, and c) begin to concretize a common language that completely redefines what it means to build a culture of teamwork. Understanding how teams become cohesive and when to intervene underlies successful team leadership. As a result of participating in this facilitated experience, team members will deepen collective trust, enhance skills around managing conflict, clarify and drive team commitment, learn new ways of embracing accountability, and experience a renewed focus on results and the most important issues facing the business.

Learning Objectives:

• Framework – understand, discuss, and apply the five behaviors model to become a more cohesive team
• Instrument – complete an assessment to deepen understanding of self, work style, as well as team behaviors
• Facilitation – experiential learning includes breakout activities and group discussion for team members to learn how to work together more efficiently and effectively
• Takeaways – learn critical behaviors and interpersonal skills needed to be an effective team player on any team; create concrete ideas of where the team needs to focus its energy moving forward

Ideal for intact teams (up to 15), cross-functional teams, matrixed teams or departments.

—Executive Challenge: A Facilitated Simulation Workshop—

Executive Challenge is a flexible program that can be tailored to specific competencies and learning goals. In addition to the listed learning objectives, Executive Challenge has been used to build a variety of competencies related to feedback and development, leadership philosophy, and business acumen. Executive Challenge™ is a trademark of abilitie Inc
Learning Objectives:

• Translate strategy into sustainable results
• Collaborating and communicating across functional silos
• Making decisions under conditions of ambiguity

—Negotiations (Master Negotiations)—

Based on in‐depth research, this intensive 3‐day course provides the newest negotiation tools needed to ensure success in negotiations with peers, clients, customers, and adversaries. The interactive format provides individualized attention and the chance to learn from experts in the room to diagnose your current strategies. By doing so you’ll be able build on and strengthen those that work, and replace those that don’t with proven, powerful skills. You’ll understand how to avoid common errors and negotiate rationally and effectively, significantly increasing your success with even the most difficult negotiators. You’ll learn how to separate fact from fiction and reality from perception. And because knowledge is power, you’ll learn how to obtain, provide, and withhold crucial information that informs your outcome. The insights learned will enable you to substantially increase the value you gain from all negotiations while improving your relationships.

—Negotiations (Through Relationships)—

Human interaction and persuasion are among the most important skills affecting your ability to succeed in business today. These skills are particularly vital during formal and informal negotiations. Created in a one‐half day or full‐day format, this program will help you improve and sharpen the skills to facilitate more successful negotiation outcomes. You will develop the ability to improve your negotiation strategy and execution based on an understanding of persuasion, critical thinking, and effective planning. Participants will also learn to identify factors that significantly impact negotiation outcomes through a series of discussions and group exercises.

—Positive Collaboration—

Generating future possibilities using positive collaboration approaches, such as personal stories and powerful questions.

Learning Objectives:

• Understand the components and variations of positive collaboration approaches that build relationships
• Experience and practice the important key of framing powerful questioning
• Determine applicability of approaches to your context and initiate positive collaborations

—Strategy (Adaptive Strategy Workshop)—

Workshop Outline (Adaptive Strategy)

• Demystifying strategy and applying it to everyday problems
• Introducing a Framework: Define our space‐Who we serve‐What’s our Model‐What we bring‐What’s in our way‐How will we win?
• Apply the Framework

—Strategy (Team-Based – A Virtual Simulation)—

An 8‐hour highly collaborative virtual simulation that gets you to strategic clarity and focused action. Tools for extraordinary teams:

• The mindset of extraordinary teams
• Earning vs. expecting business
• Six rules of thoughtful strategy
• Choice‐outcome framework
• Rich profiles for your customer groups
• A prioritized action plan

—Strategy: The Business Model Canvas—

• Become familiar with the 9 elements of the Business Model Canvas
• Be prepared to discuss your company’s business model through the Business Model Canvas
• As a result of the first class, think about potential new business models that may address your company’s current strategic needs and challenges