MSBCoach knows that - like any skill worth having - leadership is learned, and it takes practice and tending. We have developed a full suite of training programs – from skill-specific development workshops to experiential learning opportunities to a curriculum designed to develop leaders throughout their careers – that prepare your leaders to engage your teams and prime your teams for success. Based on your initial assessments, we partner with you to tailor a program to meet your organization’s specific needs and goals.
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Whether you want to focus your leaders on setting strategic goals, sharpening communication skills, or managing conflict or you seek to bridge a generation gap, MSBCoach is there. We can provide a focused seminar, a full day team-building offsite, or a year-long series developing complementary capabilities – the options match your goals!
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| Explore our training options through our uniquely developed program, THE LEADERSHIP CLIMB. Contact us to discuss your needs and allow us to create a customized solution for you and your team. |
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Training Workshops
- Art of Possibility
- Authentic Life
- Balanced Score Card
- Balancing Work & Life
- Building A High Performing Team
- Building and Leading a Culture of Trust
- COACH101: Coaching as a Leadership Tool
- COACH201: Focused Coaching
- COACH301: Leader as Coach - 2 Day Clinic
- COMM101: Effective Communication
- COMM201: Influential Communication
- COMM301: Strategic Communication
- Creating and Leading a Shared Vision
- Creating New Paradigms
- CUST101: Leading Strong Service Teams
- CUST201: Customer Engagement Essentials
- CUST301: Customer Engagement
- Developing Your Personal Leadership Brand
- Discovering Authenticity in your Leadership
- Emotional Intelligence
- Executive Presence
- Five Dysfunctions of a Team
- Five Dysfunctions of a Team (Executives)
- Generational Leadership
- Giving and Receiving Feedback
- Goal Setting And Leadership
- Identifying & Retaining High Potentials
- Influential Leadership
- Innovation Tournament
- Is Innovation a Culture or a Person?
- Characteristics of an Exceptional Leader
- Leadership and Delegation
- Leadership and Public Speaking
- Leadership and Relationships
- Leadership and Time Management
- Leadership Presence
- The Empowerment Dynamic (TED*)
- Leading for the Situation
- Leading with a Spirit of Ownership
- Lincoln on Leadership
- Listening: The Key to Superior Leadership
- Living and Leading in a World of VUCA
- Managing Difficult Conversations
- Human Behavior Aspect of Change
- PM101: Creating a Performance Plan
- PM201: Development Plans
- PM301: Clarity of Vision
- Power Thinking
- Prioritization when "Everything is a Priority!"
- Rock Wall Climbing Experience
- Social Awareness & Relationship Management
- Strength Based Leadership and/or Teams
- Executive Track Program
- Seven Habits of Highly Effective People
- Vineyard Leadership Experience
- Trust-Based Leadership
- Wellness in the Workplace & the Bottom Line
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The Art of Possibility As leaders we all get “stuck” from time to time. This session teaches breakthrough practices for creativity in all human enterprises. This inspirational session explores a synthesis of Rosamund Stone Zander’s knowledge of cutting-edge psychology and Benjamin Zander’s experiences as the conductor of the Boston Philharmonic Orchestra. You will be infused with the energy as we take a deeper look into how to be a mover and shaker, teacher, and communicator as well as how to create innovative paradigms for personal and professional fulfillment. Learn the deep sense of the powerful role that the notion of possibility can play in every aspect of our professional and personal lives. |
Authentic Life  The Authentic Life program is a series of 6 sessions designed to develop genuine leadership with perceptive self-awareness, true ability to empower others and create sustainable organizations. What you will take away from these dynamic and interactive group sessions:
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Balanced Score Card The Balanced Scorecard translates a company’s vision and strategy into a coherent set of performance measures. The four perspectives of the scorecard–financial measures, customer knowledge, internal business processes, and learning and growth–offer a balance between short-term and long-term objectives, between outcomes desired and performance drivers of those outcomes, and between hard objective measures and softer, more subjective measures. In the first part, Kaplan and Norton provide the theoretical foundations for The Balanced Scorecard; in the second part, they describe the steps organizations must take to build their own Scorecards; and, finally, they discuss how The Balanced Scorecard can be used as a driver of change. |
Balancing Work and Life – Is there such a thing? A work-life balance isn’t simply measured by balancing the number of hours you spend at work and/or at “life.” Having balance means having the ability to be “fully present where you are”. In other words, when you are working, you are not distracted by things (or relationships) that aren’t being properly taken care of in your personal life; and when you are away from work, you are not distracted about the things that aren’t being done at work. This can only happen if you get clear about your roles, values, goals and objectives and then get better at focusing on them. In this workshop you will be taken through a series of activities and assessments that will help you define your work-life balance and then achieve it. |
| Building A High Performing Team High performing teams begin with strong leadership. The MSBCoach approach is to focus on leadership then work through the leadership to develop HP Teams. We believe in the Lencioni model of building a high functioning team. The foundation of a high performing team is trust. We work with leaders and their teams to discover where they are in trust, what they are doing well and what is missing. Trust, or lack thereof, is felt in the organizational atmosphere. We use human behavior and emotional intelligence tools as a part of this process to better value yourself, those you work with and to build healthy working relationships. The next step is to create an environment within your corporate culture for productive conflict resolution. We work with your team to collectively create communication expectations, define roles, define the atmosphere (culture) you want, engage in challenging conversations when necessary and how to use self-awareness and social awareness learned in trust building to have healthy conflict resolution. Through trust and productive conflict resolution we become committed to the project, process and the people we are working with. In this section we work through goal setting and conversations that lead to accountability as well. We then move to accountability. It is important for HP teams to be accountable to one another and not just to the “boss”. We take what we have learned in the previous sections to create accountability within the culture. When each person has aired their concerns and worked through their thoughts they are more committed and more likely to hold themselves and their team members accountable to the results. Lastly, we reach results… and not just any results, through this process, we achieve the highest results and everyone is on board producing a high performing team. |
| Building and Leading a Culture of Trust In a culture of trust, transparency forms a foundation for building relationships, collaboration, feedback and real growth. A sense of safety and a comfort level with interpersonal interactions pervade a workplace that has developed trust. In this workshop we will study three components that must be understood and addressed to build and lead in a culture of trust. Leaders will be challenged to look at their personal capacity and perception of trust and the potential impact of that on the organization and those that they lead. We will then address those discoveries with the goal of becoming a role-model of a trust builder. What participants are saying: The instructor’s knowledge, style and data/info shared was very useful. This was the best county training I’ve ever been to – great info to take back to my team. I will use this for my coaching sessions with staff. I will be more understanding and patient with myself. Communicate better with people who are different than me. I will use it to improve relationships with my staff and help them to have more satisfaction in their work. I will be able to find out what motivates team mates and what they would like. |
| COACH101: Coaching as an Effective Leadership Tool We believe that a leader who coaches can: Help their employees set better goals and then reach those goals; Ask their employees to do more than they would have done on their own; Focus their employees to accomplish results quicker; Support employees in developing flexibility and change-readiness; Provide the tools, support and structure to accomplish more. |
| COACH201: Focused Coaching MSBCoach is offering a highly interactive and powerful coaching workshop that will provide participants with tools and approaches that can be used in day-to-day interactions. COACH201 will improve your capability to integrate coaching into your work culture as well as into your personal life. In this workshop we will:
CEUs – this class is eligible for ICF - CEUs – please let us know if you will need certification Sign up for the upcoming Fall 2017 Workshop here: https://www.eventbrite.com/e/msbcoach-presents-focused-coaching-tickets-36075873910 |
| COACH301: Leader as Coach - 2 Day Clinic The MSBCoaching Institute (MSBCI) is a 2 day clinic where executives, managers, and HR professionals and leaders learn crucial coaching skills and competencies. Participants gain an in-depth understanding of the coaching process and how to use it as a leadership tool. This certificate program is an ICF-certified program based on the Corporate Coach U model.
Get tickets to our next clinic: https://www.eventbrite.com/e/msbcoaching-institute-tickets-36073619166 |
Communications 101: Effective Communication The key to effective leadership is effective communication. If you are talking and no one is listening or understanding, you are not communicating. In this introductory session to leadership communication, we identify what communication is (listening and speaking), communicating differently to different people, and when to use email, written, phone, virtual or face-to-face communication. |
| Communications 201: Influential Communication It has been said, “You cannot not communicate.” The problem is that it may not be what you thought or intended. Good communication is vital to a leader’s role and to the success of an organization, department and team. We may recognize good communication when we see, hear, and experience it but it is difficult to identify all the components that make up that good communication. And once we identify those components how do we apply and leverage them? |
| Communications 301: Strategic Communication The cornerstone that builds an organization is based on a good communication strategy that you must speak to your customers and employees. A high quality high impact communication strategy will ensure good relationships with your clients, thus, promoting long term productivity and business growth. With your employees it will create a sense of transparency and a higher level of trust. In this workshop we will:
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Creating and Leading a Shared Vision“If you want to build a ship, then don’t drum up men to gather wood, give orders, and divide the work. Rather, teach them to yearn for the far and endless sea.” -Antoine de Saint-Exupery. The most important role of a leader is to translate and cast the vision of the organization. If done properly, employees will strive to work toward that vision daily. Communication is key to bringing the vision to life and equally important is ensuring that as a leader you are living the values of the company. This workshop will provide leaders with tools, assessment, and resources that will enable them to develop a strategy and communicate that strategy. |
| Creating New Organizational Paradigms This workshop is designed to catalyze participant reflection on the styles and types of thinking they engage in. The course presents a challenge to the habits and patterns of observation and personal behavioral templates. It first presents the latest and most comprehensive review of what we know stimulates alternative perspectives that lead to innovation. The neurobiology of left and right brain thinking is exposed through self-assessment instruments and exercises. Whether it is a need for a new business strategy or collaborating about a difficult situation, or simply enriching one’s perspective and openness to new ideas, this course will shake the participants out of their traditional ways of perceiving and collaborating. |
| Customer 101: Leading Strong Customer Service Teams-- internally and externally Customer service is not just about the “customer”. Excellent customer service begins with the leadership, the culture of an organization and its team members. Research reveals that happy employees create happy customers. Surveys show this consistently within 2% of each other. In this session we will define customer service, identify who your customer is, the three rules for excellent customer service, culture and customer service and listening skills. This workshop includes a workbook and customer service style assessment. |
| CUST201: Customer Engagement Essentials coming soon.... |
| CUST301: Create a Culture of Customer Engagement coming soon... |
| Developing Your Personal Leadership Brand PERSONAL BRAND . . . a trendy phrase or something of value. In short it’s what will you be known for in your organization. Whether you are a student, searching for your next job or already employed, it’s important for you to be able to articulate your unique value proposition. This session explores:
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| Discovering Authenticity in your Leadership Authentic leaders lead with an understanding and appreciation of their life story. They understand how this makes them unique and lead out of passion. Authentic leaders are aware of their personal values and principles and are able to balance their extrinsic and intrinsic motivations. They value a group of people who have shared principles in order to obtain affirmation, advice, perspective and call for a course of correction when needed. Through this process, their lives become grounded and integrated giving them the true right to empower others to become authentic leaders.
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| Emotional Intelligence Logical intelligence will set leaders and team members up for one level of success in their job. But to move to higher levels of effectiveness you must also develop your emotional intelligence (EQ). When you combine both intelligences together, you will understand yourself better, get along better with colleagues and lead more powerful and successful organizations. In this session, you will learn how to identify and handle your emotions as well as gear them towards a positive outcome. You will learn how to respond proactively, communicate more effectively, build stronger relationships and inspire others to do the same. The EQ survey helps to identify strengths and opportunities for growth in the following areas:
What participants are saying:
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| Executive Presence Executive Presence is a new word in leadership; however, it is not a new concept. When you are in the presence of a leader who is:
you are in the presence of someone who has “executive presence”. In this session we will break-down each of the 8 qualities of Executive Presence as well as learn techniques to create your own executive presence. |
| 5 Dysfunctions of a Team The Five Dysfunctions of a Team outlines the root causes of politics and dysfunction on the teams where you work, and the keys to overcoming them. Counter to conventional wisdom, the causes of dysfunction are both identifiable and curable. However, they don't die easily. Making a team functional and cohesive requires levels of courage and discipline that many groups cannot seem to muster. |
| 5 Dysfunctions of a Team for Executives In Five Dysfunctions of a Team for Executives we not only learn about outlines the root causes of politics and dysfunction on the teams where you work, and the keys to overcoming them, but we then take a deeper look into your roles a leader in supporting this development and growth in your teams.. |
| Generational Leadership For the first time in history, four distinct age generations are together in the workplace with a potential fifth one being added soon. What are their differences and how does each generation understand the others and their approach to work? Each generation brings its own perspectives, experiences, and value systems, and each one needs to be understood and celebrated for what it brings to the table. On the flip side, generational conflict causes lost productivity and incalculable effects on motivation and morale. |
| Giving and Receiving Feedback This is one workshop you do not want to miss. Have you ever given or received feedback and it did not turn out at all the way you expected? In this workshop we will explore the SBI feedback model. This model is a powerful and useful tool in leadership and life for giving and receiving feedback in a safe manner. SBI is a model designed by the Center for Creative Leadership for self-evaluation and giving feedback to others. SBI is an acronym that is defined below:
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| Goal Setting And Leadership Goal setting is the process of developing, negotiating and establishing targets that challenge the individual and organization. Are goals really important? We set goals every year and often they are just repeat goals. We view it as a necessary exercise that we must do. In this workshop we will:
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| Identifying and Retaining the High-Potentials Since potential performance does not necessarily equate with current performance, identifying the “right stuff” is more complex than understanding who the current top performers are. What we look for in HiPos are the skills and attributes that will quickly propel them into roles of increasing responsibility, challenge, and, ultimately, success. And once they are identified how do we create a challenging and learning environment that will keep them around? You will be given tools, assessments, resources, and competency surveys as well as participate in a case study that will enable you to identify and then create the needed environment to keep your HiPos. |
| Influential Leadership Are you surprised by the number of leaders who seem to lead only in title? Many leaders assume that once they get to a certain level or receive a certain title people will respect and listen to them… in other words, they will have influence. Leadership and influence are not interchangeable. It would be nice if it were that easy; unfortunately it is not. So what is this powerful word, “influence”? It is something you cannot buy, and is not just given due to position or title. In today’s session you will be motivated and inspired to lead out of influence rather than control and authority. You will learn 5 questions to ask yourself to help you build your influence and how to lead with heart. |
| Innovation Tournament All organizations seek to maximize their financial returns. Profits are driven largely by the quality and number of the opportunities pursued. Would you like to have more quality opportunities? Many of those opportunities are the ideas of your employees. Based on a structured and process-driven approach you can tap into all those employees who have creative and potentially profitable ideas. The Innovation Tournament will enable your organization to systematically identify exceptional opportunities for innovation and growth. |
| Is Innovation a Culture or a Person? Innovation is a new buzz word in the business world and the truth is, it is not going away. We have more information available to us than ever before. If organizations are to stay relevant innovation must be incorporated. The challenge often presented is figuring out how to be innovative especially in an organization where structure and procedures is a part of the culture. In this session we will explore people who are innovative and cultures that are innovative. We will identify which is important and why. |
| Key Characteristics of an Exceptional Leader It can be challenging to wear the many “hats” of today’s leaders. In this session we will explore two of those “hats” – the hat of leadership and the hat of manager. Both roles are vital to an organizations success. In this workshop, participants will:
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| Leadership and Delegation Delegation is a vital key for successful leadership. It is imperative for a leader to delegate in order to develop their people as well as off-load work from their” work plates” in order to provide the capacity to take on more work as well as new opportunities. More often than not, leaders either do not delegate at all (thinking no one can do it as well as they can) or they “dirty delegate” and only off-load things they do not want. Neither of these two extremes demonstrates proper delegation in leadership. In this session we will uncover the importance of delegation and learn techniques to properly delegate |
| Leadership and Public Speaking Public speaking is one of the greatest fears in America. As a leader this is an essential skill whether you are speaking one on one, leading a meeting or just trying to get your point across in the board room…. Not to even mention a key note address. In this session we will learn techniques to help you prepare for speaking engagements as well as discover techniques to make you a more effective speaker and dynamic communication – all key skills for executives. |
| Leadership and Relationships A key ingredient in leadership is the ability to build strong relationships. In this session we will discuss:
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| Leadership and Time Management In the race between you and the clock – who wins? Would you rather manage a difficult employee than try to manage your time? And who has enough time for the extras – hobbies, volunteer work, and family!? When did family become an extra? In this informative session we will explore solutions for balancing time for work, home, and self, help you introduce effective time management techniques for you and your team, and discuss what to do when the unexpected comes along and rocks your boat. In this session we will discuss:
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| Leadership Presence coming soon... |
| Leading Change through The Empowerment Dynamic (TED*) The Power of TED*(*The Empowerment Dynamic) provides a unique and powerful way of responding to challenging times – professionally for yourself and those you lead as well as personally. This session explores the shift in mindset from a Victim Orientation – and its “drama triangle” dynamics between the roles of Victim, Persecutor and Rescuer – to a Creator Orientation and its antidote roles of Creator, Challenger and Coach. How to make this “shift happen” elicits hope for a more resourceful way to respond to life experience. |
| Leading for the Situation Different situations, personalities, skill and confidence levels call for different styles of leadership. Most leaders have a leadership “go to” style they are most comfortable with and default to. Although a leader may have success with this style in some situations, it will become a fatal flaw if it is the only style they go to for every situation. In this session we explore different leadership styles using Ken Blanchard’s Situational Leadership Model and uncover how to use different styles in different situations. This session includes a workbook and assessment. |
| Leading with a Spirit of Ownership When someone “owns” something they take a spirit of pride in it. As leaders, we want our employees to own their work – the quality, relationships involved, and their personal behavior and choices. Setting the example of ownership is key to making this happen. Join us to uncover what it means to be an owner-leader and learn ways to inspire your employees to take ownership. Objectives:
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| Lincoln on Leadership Abraham Lincoln was known as “Father Abraham” as he led during our country’s darkest hours. He has grown to be respected as a truly Authentic Leader. He is unique among leaders in that his “star” has risen with time; not fallen as have so many historic figures. We will listen carefully to his advice and follow his example to uncover fundamental principles that will enhance our business acumen and improve our ability to work effectively with people whether they are employees, peers, seniors, customers, stakeholders, and, importantly, your loved ones as you balance your career and life’s work. |
| Listening – the Key to Superior Leadership Most leaders think they are good listeners. But when it comes right down to it, what do their employees and peers really think? Are you able to silence your own mental chatter long enough to focus on what others are saying? Do you easily read body language and pick up what is being said “between the lines”? Do you know how to make people feel at ease and understood when they talk to you, even if you do not agree with them? Over 70% of people report that they do not feel like their boss really listens to them – these same 70% say it would make a difference in their performance if they felt listened to, valued and understood. Listening is a key skill to successful leadership. What participants are saying:
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| Living and Leading in a World of VUCA Speed, fitness, flexibility, agility are words that are often used to describe a great athlete but in today’s business environment that is what organizations must be to survive. Leadership agility is more important than ever in this world of flux. The term VUCA, created by the US Army War College, serves as an appropriate description of current organizational environments:
In this workshop we will explore this world of VUCA and identify the leadership competencies that are required of the 21st century leader . |
| Managing Difficult Conversations Conflict is a normal and necessary part of healthy relationships. As leaders we must learn to be confident in leading ourselves and others through proper conflict resolution. When a leader mismanages conflict it can harm relationships, break down trust and have long term results on projects… ultimately hitting the bottom line and affecting the entire organization. On the contrary when conflict is handled in a respectful and positive way, it creates the opportunity for growth, ultimately strengthening the bond between team members. By learning the skills you need for successful conflict resolution (which includes managing conflicts between your team members as a mediator), you can face disagreements with confidence and keep your personal and professional relationships strong and growing. |
| Managing the Human Behavior Aspect of Change Change is challenging to all personality types, especially if the change was not “your idea”. In our fast-paced world, change is not going away. If anything, change is becoming more of a daily occurrence. In this session we explore different personality types, how they respond to change and how to manage yourself as well as those you work with and lead to produce the highest results possible. |
| Performance 101: Creating a Performance Plan A high performing organization depends on continually identifying, developing and improving skills, knowledge and behaviors that are necessary for the individual and organization’s growth. An ideal performance plan or a review should establish and maintain a joint planning and communication process between the leader and the employee that focuses on what the employee is expected to accomplish during the performance period. The leader needs to ensure that the employee’s performance is evaluated in terms of measurable results and to describe how these results are achieved through consensus building and level-setting leaders will identify all the necessary components of a strong performance plan. Then leaders will be provided with tools and resources to create a plan |
| Performance 201: Leadership and Personal Development Plans A Personal Development Plan allows the individual employee to take ownership and create a sense of responsibility for their own development in addition to the opportunity to give feedback on the methodology utilized by the organization to train and “grow” them. Because individual learning styles, goals and, skill development can vary considerably among employees; a PDP will foster a constructive and proactive dialogue between the performance appraiser and the individual. In this workshop, you will be given tools and resources to create your own Personal Development Plan and a process that be shared with others. |
| Performance 301: Clarity of Vision Leaders cite performance appraisals as one of their most disliked tasks. Most leaders are ill-equipped and employees are usually left frustrated. Thus the case for the Performance Management approach: Adopting Performance Management eliminates the performance appraisal or annual review and evaluation as the focus and concentrates instead on the entire spectrum of performance management and improvement strategies. These include employee performance improvement, performance development, training, cross-training, challenging assignments, 360 degree feedback and regular performance feedback. Leaders will learn the art of feedback, receive tools and resources that will help create a new culture of giving and receiving feedback. |
| Power Thinking Power Thinking is a crucial skill for leaders to possess if they are to be successful. This session empowers leaders with the information they need to evaluate their current thinking proficiencies, determine areas for improvement, and enhance their thinking skills. By exploring areas of reasoning, self-knowledge and insight and examining thinking strategies of leaders, participants will boost their abilities in the cognitive domains found to be crucial to being an outstanding leader.
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| Prioritizing Work in a World of “Everything is a Priority”! We live in a world of Priorities. Just the task of trying to determine what should be a priority becomes frustrating. In this workshop we will identify what drives priorities, the challenges of keeping priorities the focus and time stealer’s. Participants will leave the workshop with strategies that will reduce distractions, create structure and leverage your time. |
| Indoor Rock Climbing Half Day Experiential Leadership Workshop: This exciting and engaging half-day group program is custom designed to meet your group’s unique goals. It is a perfect way to practice and reinforce skills covered in previous workshops or to introduce new topics and skills to your group. The program will include interactive initiatives, group and individual debriefs and coaching, and, of course, learning to rock climb and to belay, that is, to control the rope that keeps the climber safe. These half-day, morning workshops are held here in Charlottesville, at an indoor rock climbing gym, making them easy to get to and not weather dependent. All fitness levels are welcome, and no climbing experience is needed. Over 80% of the strength used in climbing is in the legs, so anyone who can climb a few flights of stairs or a short ladder will succeed. Topics covered include:
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| Social Awareness and Relationship Management There is a direct correlation between a leader’s success and their ability to “read” people and manage healthy professional relationships. In this session we will identify social awareness and tools to increase your social awareness as well as steps and boundaries necessary to build and grow strong relationships. |
| Strength Based Leadership and/or Teams Over 10 years ago, Gallup ignited a global conversation on the topic of strengths when it revealed the results of a 30-year research project. The research concluded that spending time building strengths was far more productive than logging countless hours shoring up weaknesses, and it created a virtual revolution in the way people think about their natural talents. Gallup has published two bestselling books on the subject (Now, Discover Your Strengths and StrengthsFinder 2.0), and to date, more than 3 million people have taken the company’s StrengthsFinder assessment. “Chances are,” write Rath and Conchie, “you will have many opportunities to lead during your own lifetime. As you will learn, the path to great leadership starts with a deep understanding of the strengths you bring to the table.” One of the most startling conclusions of Gallup’s research is that there is no one strength that all good leaders possess. What’s more, the most effective leaders are not well-rounded at all, but instead are acutely aware of their talents and use them to their best advantage. It this session we will use Now Discover Your Strengths and/or Strengths Based Leadership to uncover your top five strengths and learn why is it important for you and your team members to work from a strengths standpoint. |
| The Executive Track Program Build your Legacy by investing in Your Current and Future Executive Leadership. Out of self-awareness, true leaders emerge. The Executive Track Program (ETP) is designed to develop leaders from the inside-out. This is not a theory class. Emerging executives train with successful entrepreneurs and executives who coach them in self-leadership and developing high-performance teams. This is real-life, real-time training, producing immediate results. Through ETP, you will see an immediate ROI (return on investment). The program is designed to deliver results that not only benefit the students directly, but they in turn help to increase the level of success for their organization. Our students gain an integrated perspective and are more successful in common affairs by practicing outcome-oriented assignments.
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| The Seven Habits of Highly Effective People Our character is a collection of all our habits. And habits have a powerful role in our life. Habits consist of knowledge, skill and desire. Knowledge helps us know what to do, skill gives us the ability to do it, and desire is the motivation to do it. Principles are guidelines for human conduct which have impact upon our habits. In this Stephen Covey 7 Habit workshop, we explore the 7 habits and the principles that apply to those habits. Participants will learn how to: take initiative, balance key priorities, improve interpersonal communication, leverage creative collaboration, and apply principles for achieving a balanced life. |
| The Vineyard Leadership Experience Bring the entire team together for a unique Leadership Experience with POWERFUL results. Recent research suggests that employee engagement is on the decline. The results? Less effectiveness, lowered productivity, and poor performance. The same research also shows that engaged employees are exponentially more effective, work together as a team, and produce powerful outcomes! MSBCoach is pleased to present a unique leadership experience where teams work together in real-world situations. You will see immediate changes in the way your teams communicate and problem solve as well as important hands-on learning that follows them back to the office. This program is perfect for organizations, impact teams, or group of professionals who want to see leadership in a whole new light. |
| Trust-Based Leadership Would it surprise you to learn that recent studies suggest that employees trust in senior management, direct supervisors and co-workers is dwindling across all industries? According to a new Maritz® Poll conducted by Maritz Research, only 11 percent of employees strongly agree their managers show consistency between their words and actions. In addition, only seven percent of employees strongly agree they trust senior leaders to look out for their best interest, and only seven percent strongly agree they trust their co-workers to do so. Approximately one-fifth of respondents disagree that their company’s leader is completely honest and ethical, and one-quarter of respondents disagree that they trust management to make the right decisions in times of uncertainty. While workplace trust has been dwindling since the Enron, WorldCom, and Tyco scandals of the earlier part of the decade, threats of layoffs and downsizing have only exacerbated the problem. |
| Wellness in the Workplace & the Bottom Line Research clearly shows a direct correlation between performance and wellness. There is also a direct correlation between bottom line dollars we all pay for health care and wellness. In this session we will:
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