During this four hour session participants will be introduced to the course and learn the importance of developing their leadership skills. Participants will learn the definition of leadership that will be used during the course and how to identify your leadership influence and the power of clarifying expectations. 

Leadership development action plans will be introduced and participants will start to create their own action plan. 


  1. Understand the importance of leadership skills for managers.
  2. Learn the power of clarifying expectations using the CARE model.
  3. Define leadership.
  4. Identify your leadership influence.
  5. Develop an Action Plan for your leadership development.


  1. Recognize the need for leadership skills in managers.
  2. Explain how to clarify expectations using the CARE model.
  3. Define what leadership is.
  4. Identify where your leadership influence is with each of your staff.
  5. Create action steps to develop your leadership influence.


The ability to work well with others is linked to a leader's level of emotional intelligence. In this four hour session, participants learn what emotional intelligence is and how to develop it. The focus will be on helping participants understand the power of different personalities, theirs and others.  Through the Birkman Method® they will learn  how to apply it to their work environment.


  1. Understand the importance of Emotional Intelligence.
  2. Learn the power of personality assessments for personal and professional development.
  3. Develop self awareness through the Birkman Method® Assessment


  1. Explain the importance of Emotional Intelligence in your leadership development.
  2. Recognize the four personality quadrants the Birkman Method® uses.
  3. Describe what you learned through the Birkman Method® assessment that has increased your self awareness.

module three - WORKPLACE CULTURE

This four hour session starts with a look at what core values are, why they are used, and how they influence organizational culture and what their own values are. The different styles of leadership is explored and how it impacts workplace culture. Participants determine what style they use the most and which style would be most effective in their particular organization. 


  1. Learn what core values are and their impact.
  2. Learn the six leadership styles.


  1. Identify ones own personal values.
  2. Identify the six leadership styles and which styles you use.

module four - coaching skills for leaders

During this four hour session participants explore how to use the coaching leadership style. One on one coaching has proven to be the number one success factor for leaders. The problem is that many leaders do not know what coaching is and how to effectively use it in their leadership. Participants learn the two key skills every coach needs and the 5C coaching strategy. Coaching conversations will be modelled for the class allowing them to observe both good and poor approaches to coaching. They will also practice these skills through live coaching of others.


  1. Define coaching.
  2. Recognize the value of coaching skills for leaders.
  3. Learn the 5C Coaching model.
  4. Conduct a 15 minute coaching session.
  5. Observe coaching in action.


  1. Define coaching.
  2. Recognize the value of coaching skills for leaders.
  3. Explain the 5C Coaching model.
  4. Conduct a 15 minute coaching session.


Assessing staff performance is no easy task. In this two hour session new managers will learn how to quickly evaluate whether an employee needs training, a new role, or supportive coaching. 

High performing teams are the backbone of any organization. Participants will learn what the 5 most important factors are in building a successful team. To bring the learning to a practical level, participants will decide what steps they will take with their own team to build trust and incorporate it into their Action Plans.


  1. Learn a simple performance model for evaluating staff.
  2. Learn the 5 most important factors of developing a Team.
  3. Learn how to build trust on your team.


  1. Apply the performance model and evaluate your staff.
  2. Describe the 5 components of developing a Team.
  3. Explain how you will incorporate steps to build trust on your team.


In this four hour session, participants learn how to manage difficult conversations and how to have healthy conflict that is issue based. Using the coaching skills learned earlier and their new conflict management skills, participants will have an opportunity to role play some difficult conversations in class.

Many well meaning managers fail to delegate well and don't know how to hold others accountable in the process. There are two primary reasons this occurs. First, the new manager reverts to being an individual contributor, what they were rewarded for prior to becoming a manager. Secondly, new managers are unsure how to delegate even if they want to. We present a model of how to give away key tasks and projects to others without having them fail. Participants practice using the model within the session.


  1. Learn how to develop healthy conflict based upon trust.
  2. Learn how to have difficult conversations.
  3. Learn how to delegate and hold others accountable.


  1. Explain how to develop healthy conflict on your team.
  2. Conduct a role playing exercise for a difficult conversation.
  3. Create a delegation plan.


Time management can be broken into two areas; the leader's personal time management (often an issue of priority management) and the leader's ability to manage other's time through effective meetings. Participants discover how to set priorities and base it on their key performance indicators. Additionally, they will map out the meetings they are currently having and learn how to make them more effective.

We end this four hour session with feedback from participants on how they will be holding themselves accountable for what they have learned during the course. 


  1. Discover the different kinds of meetings.
  2. Recognize which meetings are necessary for your workplace.
  3. Learn how to make meetings more effective.
  4. Develop personal time management skills.


  1. Identify the different kinds of meetings and which ones you need in your workplace.
  2. Identify how you will make your meetings more effective.
  3. Develop an action plan  to incorporate time and meeting management skills.

PerformancE Feedback SESSION

Performance feedback drastically improves both retention and application of the lessons learned in the classroom training. It also creates a high degree of accountability within the program itself. Our feedback element is unique in the training industry.


  • Participants feel supported in their leadership journey which increases commitment to growth and change.
  • Coaching conversations can lead to breakthroughs in areas that have been chronic issues in their workplace.
  • Participants 'lean in' more during the general sessions when they know they will be spending time with the instructor on a 1:1 basis.
  • Coaching is modelled by a professional which helps them apply coaching skills when giving feedback to their team.
  • Key areas of future development and growth in their position are revealed and discussed in depth when reviewing participant's Birkman Report data.