The Truth About Success
Turning Talent into Performance
One-day sample leadership training session. This program
will be customized for your industry. Wynn Solutions also offers assessments
that can be taken by your key people. The assessments are evaluated
and the training content and focuss is shifted to better meet your
participants needs.
In this one-day program, results from the largest management survey
ever conducted (The Gallup Institute study of 80,000 managers in 400
companies) are combined with the Wynn Solutions’ 5-year research
study of top-performing leaders and a customized study of successful
managers in your industry. This session provides solutions on how to
get the most from your people, regardless of their skill level.
Participants learn:
How to manage their ego-driven top performers
How to listen like leaders and make their people feel heard
How to hire for talent and turn it into top performance
How to create a culture of excellence with their most promising people
How to develop an accurate performance measurement tool
How to help their low performers improve
How to get better results with their problem employees
How to dramatically improve their motivating and coaching effectiveness
How to develop a customer-focused management system
Suggested agenda
Being the best vs. being consistently chosen: why leadership skill
and intelligence are not enough
The truth about trust: listening like a leader
Hiring for talent: how to identify the specific reoccurring patterns
that lead to successful
job performance
Identifying the root causes of performance problems
How to match leadership styles with various levels of development:
competence and commitment
Why companies are driven by people and not vision: managing expectations
and emotions
What the most successful people in your industry do differently:
results of our customized research
Making change work: the flywheel effect
The secret of success: maximizing strengths and minimizing weaknesses
How to get people to listen to you: believability and clarity
How to keep and attract top performers
How great managers build a team out of individual performers
How to get more productivity from fewer people
Accountability: how to avoid blame disple go
How to create a culture of customer service: customer-focused systems
Understanding your contributions: the true value of what you do
Based on your specific needs, here are more details and some other possible
agenda topics for one-day or two-day leadership-management programs.
Skill acquisition exercise examples
how behavior affects leadership
In this facilitated process, participants break into groups and try to agree
on the level of satisfaction an employee receives from a mock encounter with
a relationship-challenged leader. This exercise provides insights into how
our behavior can greatly reduce the impact of our skills.
common issues
Through a facilitated process, participants develop the six most common employee
issues in advance, learning how to discover those issues on their own before
they present solutions.
assessing your listening skills
Participants listen carefully to what is being said by the facilitator and
repeat what they hear. The rhyming sentences used by the facilitator are
designed to distract listeners and get them to follow the pattern rather
than the information. This exercise provides insight into how poorly people
listen (the latest studies show that 75 percent retain as little as 10 percent
of the information they gather) and demonstrates how top supervisors make
the most of their listening skills.
reacting effectively
In this facilitated process, participants break into groups and create scenarios
involving the needs of problem employees. Then each group determines the
effective response for each situation. This exercise provides tools for handling
difficult behavior and gives insight into how our reactions create opportunity.
customer service training
In this facilitated process, participants individually create three customized
questions based on the information presented in this segment and role-play
with a partner. Then the entire training team splits into two sections: the
customer consulting group and service provider consultant group. Each team
selects a representative and coaches him or her through a role-playing session.
This exercise provides tools on how to move from objections to gaining agreement
and gives insights into what we often forget about effective communication
when we are in front of customers.
draining the doubt
In this facilitated process, participants make a list of three goals or accomplishments
that they believe are just outside their reach. Then they use a patented
process to literally remove the feeling of doubt around each item on the
list. Due to our agreement with the creator of this exercise, we cannot describe
this process in print. We will, however, be glad to discuss it verbally at
your request.
post-project train the trainer programs
implementation processes
Available upon request
Ask for details
The training segments/topics contained in this proposal represent suggested
agendas and are designed to be customized to your specific needs. The
skill acquisition segments can also be customized and can vary in length.
These segments do not represent the only interactive participation in
each segment. Each segment is approximately 30 percent presented materials,
35 percent skill acquisition, and 35 percent interactive facilitation.
Please contanct your bureau representative with any questions.
Leadership Skills for the 21st Century
Key objectives
Make the transition from manager to leader
Learn the keys to effective delegation
Develop highly effective coaching techniques
Acquire cutting edge team building skills for employees and other
managers
Get problem employees on board
Create long-term solutions for management employee relations
Key insights for new and veteran managers
Suggested agenda
The Transition from manager to leader (or staff to manager)
The key characteristics leaders possess
The three critical factors of leadership
What stops managers from the transition
Compassion and power: Balance
The difference between assertion and aggression
Listening like a leader: The adultism theory
Speaking like a leader: Presentation skills
Leadership style: Perceptions of others and situational leadership
What new leaders need to do first
Goal Setting and the action plan
Begin with the end result: Clarity and mission
The master list
The 5- yr plan
The 1-year plan
The secret to time control
Knowledge is not power
How effective leaders get things done
Setting goals for your employees: Individual goal setting and team
benchmarks
Delegating to win
Building trust: Do your people want you to win?
What makes a good delegator? The difference between real and fake
delegation
If you criticize your employee’s ideas you may notice that
yours don’t work
Accountability, responsibility and authority: Developing a balanced
job function
Using praise effectively: Avoiding drive by praise
The 3 steps of effective delegation
Are you willing to hire people smarter that you are?
Is it a SMART job? Do your people know what they are supposed to
do?
The 10 commandments of project management
Getting great results from difficult people: including ourselves
Know-it-all experts
Indecisive Stallers
Complainers
People pleasers
Difficult personality styles
Managing people you don’t like
Getting problem employees on board
De-escalate emotional confrontations
Better communication between men and women
Understanding your shape: Personality profiles
Diversity issues: Focusing similarities and not differences
Disciplinary actions: What every leader should know about employment
law
Team building: The road to greatness
Bringing people together: Connecting individual and team needs
Instilling intrinsic motivation
The common problem technology industry leaders face
Being an effective press agent for your team
Developing a group concept finding problem areas: Accountability
not blame
Conducting highly effective meetings
Rewarding achievers and helping non-achievers
The secrets to effective coaching
Giving effective feed back
Making sure your team has profitability mindset
Encourage team suggestions
Training programs that are effective and fun
Managing your boss: Taking feedback like a leader
Communication skills for a complicated world: Putting it all together
Does it matter if people really like you?
Establishing your authority, credibility and commitment
Ensuring that your words and actions tell others you’re a professional
Body language and eye contact: 55% of all communication is non-verbal
Getting others to see your point of view: The secret of Socrates
How to combine your listening skills effectively your leadership
style
Fear of failure: Understanding what holds you back
The fear cycle: How we use it and how we lose it
Belief systems: The creating your experience
Follow-up Program: Reinforcing the skills
Leadership transformation and the power of communication
