Most new managers are promoted due to their strength as an individual contributor. A leader's skillset is very different & the direct reports of a struggling manager will suffer if the manager is not equipped to succeed.
Many of the skills can be taught, but most organizations tend to throw a new manager in the leadership pool and hope they learn to swim.
We have the expertise and focus to coach and guide your new leaders to success.
See the session framework below under "New Manager Coaching Model."
Every project an organization does consists of 3 stages of Ideation (What's the issue? How can we fix it?) Activation (Is this the best solution? Let's rally the troops!) and then Implementation (Support for implementation and ensuring that the job gets done!)
Inefficiencies and BURNOUT occur when a department/project/organization doesn't have people with the right passion at the right stage of the project. This productivity model (The 6 Types of Working Genius) creates efficiency and JOY at where people work on a project. Different than skills or strengths, it changes the way you communicate and makes sense instantly!
Ever work with someone who can't stop thinking up new ideas even when a project is well underway? Or is there someone who jumps the gun on execution while you still haven't thought of all angles? Maybe no one actually pushes projects to completion. A balance of the genius types will prevent inaction and frustration.
We can facilitate this model with your team in a 3 to 4 hour session, or individually with new team members.
How can I hire to ensure I get true team players?
How can we work better together as a team when we don't trust each other?
We brought a superstar into the organization and it seems like it's been one headache after another ever since that day. What can we do about it?
How much does team health impact employee engagement?
The Ideal Team player helps you better see why a superstar may not always succeed on your team, and the 5 Dysfunctions of a Team help you understand how to make your team more cohesive and successful.
8 possible tracks:
Session 1: FEEDBACK, Check-ins, Getting to know your people. What cadence? What questions should you be asking?
Session 2: MEETINGS - How often? What types? What is the goal? How do I prevent us from getting derailed?
Session 3: DIFFICULT CONVERSATIONS - Why not addressing it perpetuates it. How can I get comfortable with this and have my people desire to be redirected?
Session 4: TEAM DYNAMICS - What do I do with a toxic employee? How do I create a sense of team with a remote group? Different generations? Accountability over blame?Creative, healthy conflict vs. angry conflict?
Session 5: CHANGE MANAGEMENT- How do I know where to focus and when to step in? What if I don't have a budget for this?
Session 6: GOAL SETTING. How do I get buy-in and participation? What should we be measuring and communicating? Accountability vs micromanagement?
Session 7: EMPLOYEE ENGAGEMENT - Why it is important, what parts can be controlled, what are the key steps to take.
Session 8: EMPLOYEE DEVELOPMENT - Final session is to complete your basic manager toolset so that you become the leader that employees want to follow!
Some organizations offer 360s when they hear rumors or just have " a sense" that something is wrong.
We conduct them proactively with a focus on healthy leadership behaviors. That gives us ALL a chance to tweak behavior and actions so that we never get to the critical point.
Best practice? Run one for a new manager at 3 months (once they get to know their team,) and then again at 9 months so we can monitor progress and success.
Our Performance Perigon incorporates YOUR company values, and key elements we've determined that indicate team strength and cohesiveness.
What is the good of measuring Employee Engagement if you don't take action?
After being immersed in the Employee Engagement space for the past few years, we have an outstanding understanding of what it is, & how you can impact it.
Ever wonder if bagels or pizza solve engagement issues? How much impact can a manager have on the engagement of their team?
I primarily work with you on the survey results you already have, but I also have a resource to share if you'd like to work with a professional on developing a survey customized to your workplace and people.
Regardless of your survey provider, communication, action, and follow up are critical to improving your employee engagement.