Balanced Score Card
Building A High Performing Team
Building and Leading a Culture of Trust
COACH201: Focused Coaching
COMM201: Influential Communication
CUST201: Customer Engagement Essentials
Discovering Authenticity in your Leadership
Five Dysfunctions of a Team
Goal Setting And Leadership
Key Characteristics of an Exceptional Leader
Leadership and Delegation
Leadership and Relationships
Leadership and Time Management
Leading for the Situation
Leading with a Spirit of Ownership
Listening: The Key to Superior Leadership
Managing Difficult Conversations
PM201: Leadership and Personal Development Plans
Prioritization when "Everything is a Priority!"
Rock Wall Climbing Experience
Strength Based Leadership and/or Teams
Executive Track Program
|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.
|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.
|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:
- Define and recognize “coaching moments”
- Discover how to tune into the right conversations
- Discuss the importance of and how to be present in the moment
- Identify the three primary reasons people get stuck
- Discuss how to expand the world view of others
- Identify ways to help people move toward meaningful action
- Increase our listening skills
- Practice, Practice, Practice
Time required - 1 ½ days (the first day is 8:30am – 4:30pm and the ½ day will be held a week later)
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
|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?
|CUST201: Customer Engagement Essentials
|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.
What participants are saying:
Instructor was enthusiastic and authentic as she presented.
The homework, I hate getting homework, but this homework was great and I really enjoyed listening to everyone share.
Improve relationships with employees and in personal life.
Thought provoking self-assessment
Knowing your strengths/weaknesses, show who you are, tear the walls down, this is who I am.
|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.
|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:
- discuss the purpose of goals
- define “real” goals
- identify the motivators of goals
- create impactful goals
- set accountability
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.
|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:
- learn the characteristics of great leaders
- probe into what makes leaders derail
- analyze the importance of your leadership legacy
- the difference between management and leadership
- write your leadership credo
|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 Relationships
A key ingredient in leadership is the ability to build strong relationships.
In this session we will discuss:
- Leadership and Teams will always be with us
- The cost of relationship
- Psychology and Neuro-science of leadership and relationships
- Statistics and survey results
- What builds strong teams
- Relationship gauge
- Where will you begin
|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:
- How to structure your schedule so that you are ready for deadlines and not surprised by them.
- How to become aware of your energy cycle so you can use it to your advantage.
- How to train your staff to manage their time so that their crises don’t become yours.
|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.
- Identify what a spirit of ownership looks like and why it’s important
- Model ownership through displaying personal accountability
- Encourage others to take personal responsibility for their work
- Create a culture of ownership so that people resolve problems independently
|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.
|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.
|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:
- Critical Conversations
- Situational Leadership
- Consciencious Communication
- Self Leadership
- Teamwork and Trust
|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.
- Tap into your company’s leadership potential.
- Re-ignite your business and attract ideal clients
- Develop and retain the best talent to meet your goals.