Grow Management Consultants: Meeting Agenda: Leadership

Grow management consultants
Meeting Agenda:
Leadership:
Training employees to become better managers or executives is an important part of maintaining a
strong leadership pipeline. Without this type of development, an organization can be left with leadership
gaps that result in decreased productivity, unintentional shifts in the company culture, and potentially lost
profits. That is why it is crucial to address certain leadership topics throughout an employee’s
development, in order to improve communication skills and team dynamics.
The types of leadership topics that are most relevant will depend on factors like where an individual is on
their development path and the foundation of skills that has already been created. Consider including
these ideas as you develop your leadership development program.
Communication
For those individuals who are early in their journey to becoming a leader, learning how to effectively
communicate is critical. Learning and implementing techniques for active listening is the first step in
avoiding misunderstandings and overcoming roadblocks. As they continue to grow into leadership
positions that require managing people, they can achieve greater impact by learning how to solicit and
provide feedback to improve performance. Senior leaders benefit from learning how to create and deliver
the consistent messages that will promote a unified culture.
Why leaders engage: Everybody faces challenges that can be resolved using strong communication
skills. Leaders in training want to know how they can be better at communicating effectively so that they
can generate the results they expect from their teams.
Execution
One of the many strengths that makes an individual a great leader is the talent for developing brilliant
strategies. However, in order to be effective, this skill must be paired with the ability to execute. Learning
how to implement smart strategies through creating plans, tracking milestones, and leveraging innovation
enables leaders to demonstrate that their strategies are valid by delivering results.
Why leaders engage: Teaching leaders how to put their strategies into action empowers them to
develop new initiatives and gives them confidence in their ability to bring them to reality.
Leadership During Transitions

One of the most challenging times for any organization is a period of transition. Whether it is a change in
leadership, a merger, or opening a new branch office, employees crave structure, knowledge, and
security in their roles. With the right approach and solid change management skills, leaders can continue
to drive productivity during transitional times.
Why leaders engage: This type of training is always relevant but is particularly powerful before a planned
transition. Having a clear approach allows executives to respond to change with confidence and poise.
Empowering Others
All leaders must delegate tasks, both large and small. In addition to knowing which tasks are appropriate
for the right people, a good leader also has the skills to engage individuals in the decision-making
process so that they feel empowered to do whatever is required to produce the best results. Leaders who
know how to empower others unleash the full potential of their teams.
Why leaders engage: Leaders who focus on optimizing results want to learn how to get the most from
their teams. Although they might know how to maximize their own productivity, they might not yet know
how to encourage the same in others.
Team Performance
By its very nature, a leadership role requires an individual to guide other people. Different personalities,
work ethics, skill sets, and other factors contribute to the many challenges a leader might face when
trying to improve team performance. Having the practical skills to overcome these various hurdles
enables a leader to both help individuals grow and foster higher levels of collaboration.
Why leaders engage: Effectively leading teams is an ongoing process that requires a broad but refined
skill set in order to handle the wide range of situations that will arise.
Development programs for emerging leaders, managers, and executives can include many types
of leadership topics. Select the ones that make the most sense for everyone depending on their career
level, the challenges they currently face, and the journey you expect them to take as they continue to
grow as leaders.
ACT:
Acceptance and commitment therapy (ACT, typically pronounced as the word "act") is a form of
counseling and a branch of clinical behavior analysis. It is an empirically-
based psychological intervention that uses acceptance and mindfulness strategies mixed in different
ways. With commitment and behavior-change strategies, to increase psychological flexibility. The
approach was originally called comprehensive distancing. Steven C. Hayes developed Acceptance and
Commitment Therapy in 1982 in order to create a mixed approach which integrates both cognitive and
behavioral therapy. There are a variety of protocols for ACT, depending on the target behavior or setting.
For example, in behavioral health areas a brief version of ACT is called focused acceptance and
commitment therapy (FACT).
Principles:
ACT commonly employs six core principles to help clients develop psychological flexibility:
1. Cognitive diffusion: Learning methods to reduce the tendency to reify thoughts, images,
emotions, and memories.
2. Acceptance: Allowing unwanted private experiences (thoughts, feelings and urges) to come and
go without struggling with them.
3. Contact with the present moment: Awareness of the here and now, experienced with openness,
interest, and receptiveness. (e.g., mindfulness)
4. The observing self: Accessing a transcendent sense of self, a continuity of consciousness which
is unchanging.
5. Values: Discovering what is most important to oneself.
6. Committed action: Setting goals according to values and carrying them out responsibly, in the
service of a meaningful life.

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Leadership During Transitions

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