Ignite Leadership Development Course Catalog 2024

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LEADERSHIP DEVELOPMENT

CUSTOMIZED FOR:

Any-levelLeaders

AspiringLeaders

First-timeSupervisors

Mid-levelManagers& ExperiencedSupervisors

SeniorLeader&HighLevelTeams

2024 COURSE CATALOG

NEW!SPRING 2024

HOGAN 101

Hogan 101 is a unique development opportunity that allows you to gain insight into your reputation using Hogan Assessments.

Using three of Hogan’s premium assessments. This session will allow you to discover three major aspects of your personality:

The Bright Side (how you relate to others at your best)

The Inside (your goals, values, drivers, and interests), and

The Dark Side (behaviors that emerge during times of strain and that are most likely to derail our job success)

This 3-hour session is led by a Hogan-certified BHR Leadership coach who will walk you and a small group through your Hogan Assessment results Your results will not be shared with anyone else, nor will you be required to disclose your scores during the session This small-group format allows for personalized content, discussion, and attention in a safe environment where everyone can learn

Hogan 101 provides a foundation of powerful insights that will help shape your leadership journey and set you up for success!

Virtual Sessions This Spring
Tue, Mar 26, 2024, 9:30 AM - 12:30 AM CST Fri, Apr 26, 2024, 9:30 AM - 12:30 AM CST Tue, May 21, 2024, 2:00 PM - 5:00 PM CST

Crucial Accountability

You’ve taken Crucial Conversations. Now take Crucial Accountability!

In reality, performance management is about addressing behavior routinely and consistently, candidly coaching through challenges, and holding people accountable for lapses in behavior. It’s about identifying goals and fast-tracking careers. When learned, these communication skills mean the difference between managing people and managing processes.

Crucial Conversations: For Accountability Add-On is for graduates of Crucial Conversations for Mastering Dialogue and takes a deeper dive into accountability skills for managing performance. The in-person course is an engaging classroom course rich with group discussion, real-time practice, and group support and coaching.

Classroom Dates Spring 2024: PIERRE | Thurs, Mar 14, 2024, 8:30 AM - 4:30 PM CDT SIOUX FALLS | Tues, Apr 9, 2024, 8:30 AM - 4:30 PM CDT RAPID CITY| Thurs, May 30, 2024, 8:30 AM - 4:30 PM MST

CONFLICT TOOLBOX

STRATEGIES FOR SUCCESS

Conflict – love it or hate it, we have all dealt with it in the workplace. Have you ever wanted a toolbox of strategies that would help you get through it more effectively? We have a new class just for you!

As part of class, you will take the Conflict Strategies Inventory to help you understand the five conflict strategies that people most often in use in situations:

Integrating | Compromising | Competing Smoothing | Avoiding

The Conflict Strategies Inventory helps you identify your typical response to conflict, and the pros and cons of each strategy. By the end of class, you will feel more confident in your ability handle conflict successfully!

PIERRE | Thu, May 2, 2024 | 1:00 PM - 4:00 PM CST SIOUX FALLS | Tue, May 7, 2024 | 9:00 AM - 12:00 PM CST RAPID CITY | Fri, May 31, 2024 | 9:00 AM - 12:00 PM MST Clicktoregister!

How Do I enroll in Ignite?

You will enroll in your Ignite Level through SDLearn. Once you enroll in your level, the Ignite curriculum for your particular level (Aspiring Leader, Any-level Leader, First-time Supervisor, Mid-Level Manager & Experienced Supervisor, or Senior Level & High Level Teams) will populate your profile. You will be then be able to enroll in classes right from your populated profile. It’s that easy!

Once you have signed into SDLearn, type “Ignite Leadership” in the search and the 5 levels of Ignite will appear Click on the particular level of Ignite that interests you. This catalog contains details of each particular level.

This will be your screen once you have clicked on your level

Click on “Request” to enroll in the Ignite level you choose

If you are a supervisor, you can also assign a level to an individual employee

Click on the area of your level to see the individual courses In this example, we clicked on BHR Leadership Electives. To the right of this box, you will see the individual courses

This will be your screen once you have enrolled

Click on “Open Curriculum” to view the curriculum for your level.

Finally, click on “Activate” for individual course you want to enroll in. It will then take you to a screen with the course sessions available Choose your session

Note, any course with a cost requires supervisor approval.

WHAT ARE THE LEADERSHIP LEVELS OF IGNITE?

a period of time

WHAT IS A LEARNING PATH?

The learning path for each level is the suggested minimum amount of courses and experiences to be completed in each category each year. You, of course, can do more or less depending on your current year’s needs and schedule. Each leadership level has its own: course page, learning path page, and recommended book list. The course page lists the courses curated for that particular level. We built each level's learning path to include the flexibility to meet your needs, requirements, and interests.

Your path includes:

Instructor-led Courses & Electives

These BHR courses & electives are either held in the classroom or virtually depending on the course. Courses range from a half-day to two-days in length.

SDLearn Leadership Electives

SDLearn electives are online courses you can access anytime that works for your schedule through SDLearn. We are excited to include electives from the Science of Leadership Academy from Leadership IQ

Course Costs

Compliance Training

Coming Summer 2024! BHR Legal Compliance Training is available through SDLearn any time of day. Compliance training is required. New supervisors should complete this training within six months of becoming a supervisor and all other supervisors must complete the Compliance Training Refresher on a yearly basis

Immersive Development

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Each of the immersive development experiences takes place over a period of time. Immerse yourself in a great read with our book groups Attend the Leadership Conference

Courses with costs will be designated with a $ and require supervisor approval. Specific course costs can be found in the course description on SDLearn.

POSTMODERN PAINTING Stella alternately paints in oil and watercolor
This icon indicates instructorled courses that will be held in-person or virtually This icon indicates online courses you will access through SDLearn This icon indicates development experiences that take place over

Any-Level Leaders

Organizational leaders don't necessarily hold a leadership slot on an organizational chart. Strong organizations need leaders at every level. Whether these people are emerging as leaders or are already strong leaders in non-supervisory positions, this level focuses on increasing self-awareness, enhancing communication skills, and developing purpose.

COURSES:

SDLearn Leadership Electives:

Expert Insights: Managing Up with Mary Abbajay (1hr12m)

Working Well with the Boss You Have

Introverts vs Extroverts

The Advancer Boss

The Energizer Boss

The Harmonizer Boss

The Evaluator Boss

The Micromanager And More

Small Acts of Leadership: Intentional Skills for Big Impact (1hr14m)

Small Acts of Confidence

Small Acts of Innovation

Small Acts of Kindness

Small Acts of Personal Mastery

Small Acts of Presence

Small Acts of Team Engagement

Brain Bites: Writing Effective Emails (23m)

When to Write an Email

Email Best Practices

Writing Clear Emails

Writing Concise Emails

Writing Complete Emails

Writing Correct Emails

Project Management Fundamentals (1hr)

Characteristics of Projects

Prioritizing Project Work

The Project Management Life Cycle

The Five Processes of Project Mgmt And More

Developing Grit and Resilience (43m)

How Grit Can Help Grow Your Career

Develop Grit With "The Hard Thing Rule"

Strengthen Your Grit by Finding Purpose in Your Work

When to Use Grit

Why Resilience is a Skill You Need

Practice Resilience by Facing Rejection

Build Resilience by Seeking New Experiences

Manage Self-Talk to Be More Resilient

BHR Leadership Electives:

Hogan 101 $ NEW 2024!

Crucial Conversations$

Effective Writing $

Analyzing Your Team: 16 Personalities for Supervisors & Leaders$

Communicating Expectations: 4T for Supervisors & Leaders$

The Challenge of Change$

Leadership IQ Electives: $

The Science of Finding Time to Be a Leader (51m)

The Science of HARD Goals (1hr21m)

The Science of Influence and Communication (1hr)

The Science of Killer Presentations (53m)

The Science of Managing Up (46m)

The Science of Resolving Conflict (47m)

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

The Science of Emotional Intelligence (1hr2m)

Immersive Experiences:

Participate in an Any-Level book group

Become a facilitator for a Book Group

Attend The BHR Leadership Conference (Fall) $

I'M IN! WHERE DO I START?

John Maxwell defines leadership as influence. Your learning path concentrates on two key areas of leadership where you have influence every day - communication and relationships. Whether you are presenting, dealing with a conflict, or managing up - our electives will strengthen your leadership and influence.

LEARNING PATH:

BHR Leadership Electives:

Choose at least one per year

Analyzing Your Team: 16 Personalities for Supervisors & Leaders

Communicating Expectations: 4T for

Supervisors & Leaders

The Challenge of Change Crucial Conversations Effective Writing

Hogan 101 - NEW 2024!

SDLearn Leadership Electives:

Choose at least two per year

Expert Insights: Managing Up with Mary Abbajay (1hr12m)

Small Acts of Leadership: Intentional Skills for Big Impact (1hr14m)

Brain Bites: Writing Effective Emails (23m)

Project Management Fundamentals (1hr)

Developing Grit and Resilience (43m)

Leadership IQ Electives:

Choose at least two per year

The Science of Finding Time to Be a Leader

The Science of HARD Goals

The Science of Influence and Communication

The Science of Killer Presentations

The Science of Managing Up

The Science of Resolving Conflict

The Science of Emotional Intelligence

Immersive Experience:

Choose at least one per year

Participate in a Book Group

Facilitate an Any-level book group

Attend the BHR Leadership Conference

Any-Level Leaders Book List

To gain a true leadership advantage, organizations must be filled with individuals who understand how to maximize their own ratio of “accomplishment over authority.” They must believe it’s possible to do something big with a little dab of power.

Passion, curiosity, compassion, daring, generosity, accountability and grit - these are the qualities that attract allies and amplify accomplishments. The following books take you through a journey where leadership is possible from anywhere.

Atomic

Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones

James Clear | 2018

If you're having trouble changing your habits, the problem isn't you. The problem is your system. Bad habits repeat themselves again and again not because you don't want to change, but because you have the wrong system for change. You do not rise to the level of your goals. You fall to the level of your systems. Here, you'll get a proven system that can take you to new heights.

Atomic Habits will reshape the way you think about progress and success, and give you the tools and strategies you need to transform your habits--whether you are a team looking to win a championship, an organization hoping to redefine an industry, or simply an individual who wishes to quit smoking, lose weight, reduce stress, or achieve any other goal.

Learn how to:

make time for new habits (even when life gets crazy); overcome a lack of motivation and willpower; design your environment to make success easier; get back on track when you fall off course; ...and much more.

Grit: The Power of Passion and Perseverance

Angela Duckworth | 2016

The daughter of a scientist who frequently noted her lack of “genius,” Angela Duckworth is now a celebrated researcher and professor. It was her early eye-opening stints in teaching, business consulting, and neuroscience that led to her hypothesis about what really drives success: not genius, but a unique combination of passion and long-term perseverance.

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Among Grit’s most valuable insights: any effort you make ultimately counts twice toward your goal; grit can be learned, regardless of IQ or circumstances; when it comes to child-rearing, neither a warm embrace nor high standards will work by themselves; how to trigger lifelong interest; the magic of the Hard Thing Rule; and so much more.

Winningly personal, insightful, and even lifechanging, Grit is a book about what goes through your head when you fall down, and how that—not talent or luck—makes all the difference. This is “a fascinating tour of the psychological research on success” (The Wall Street Journal).

Aspiring Leaders

Do you aspire to move into a supervisory position? Leadership isn’t just about managing a team, but it’s also about having the courage to do things like push past your comfort zone . The Aspiring Leaders level is an excellent way for you to develop as a future supervisor. The curriculum is designed to build skills and behaviors that are needed to lead and manage others. These skills and behaviors will equip you to lead and supervise others when the opportunity arrives.

COURSES:

BHR Leadership Course Electives:

Interview and Selection

CPC: Taking the Coach Approach

Crucial Conversations$

Analyzing Your Team - 16

Personalities for Supervisors & Leaders$

Communicating Expectations: 4T for Supervisors & Leaders$

Effective Writing $

Hogan 101 $ NEW 2024!

Leadership IQ Electives: $

The Science of Leadership Style

The Science of HARD Goals

The Science of Hiring for Attitude

The Science of Increasing Accountability

The Science of Influence and Communication

The Science of Killer Presentations

The Science of Managing Up

The Science of Emotional Intelligence

Immersive Experience Electives:

Participate in an Aspiring Leader Book Group

Volunteer to facilitate a book group

Attend The BHR Leadership Conference (Fall) $

SDLearn Course Electives:

Expert Insights: Managing Up with Mary Abbajay (1hr 12m)

Working Well with the Boss You Have

Introverts vs Extroverts

The Advancer Boss

The Energizer Boss

The Harmonizer Boss

The Evaluator Boss

The Micromanager And More…

Expert Insights; Leadership Skills for New Managers (48m)

NEW 2024!

Introduction

What Makes an Effective Leader

Understanding Yourself

Understanding Your Team

How to Retain Talent

Giving Feedback

Conclusion

Brain Bites: Writing Effective Emails (23m)

When to Write an Email

Email Best Practices

Writing Clear Emails

Writing Concise Emails

Writing Complete Emails

Writing Correct Emails

POSTMODERN

PAINTING Stella alternately paints in oil and watercolor

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Project Management Fundamentals (1hr)

Characteristics of Projects

Prioritizing Project Work

The Project Management Life Cycle

The Five Processes of Project Mgmt And More

I'M IN! WHERE DO I START?

Your learning path takes into account the skills and behaviors that will give you a strong leadership foundation. The courses chosen for you will build your skills in areas including: Leadership, Personal Effectiveness, Communication, Trust & Relationship Building, and Innovation & Change.

LEARNING PATH:

BHR Leadership Course Electives: Leadership IQ Electives:

Choose at least two per year

Interview and Selection

CPC: Taking the Coach Approach

Crucial Conversations

Analyzing Your Team - 16 Personalities for Supervisors & Leaders

Communicating Expectations: 4T for Supervisors & Leaders

Effective Writing

Hogan 101 NEW 2024!

SDLearn Electives:

Choose at least two per year:

Expert Insights: Managing Up

Expert Insights: Leadership Skills for New Managers NEW 2024!

Effective Writing Skills (grammar)

Brain Bites: Writing Effective Emails

Project Management Fundamentals

Choose at least two per year

The Science of Leadership Style

The Science of HARD Goals

The Science of Hiring for Attitude

The Science of Increasing Accountability

The Science of Influence and Communication

The Science of Killer Presentations

The Science of Managing Up

The Science of Emotional Intelligence

POSTMODERN

PAINTING Stella alternately paints in oil and watercolor

Immersive Experience Electives:

Choose at least two per year

Participate in an Aspiring Leader Book Group

Attend The BHR Leadership Conference (Fall)

Facilitate an Aspiring Leader book group

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Aspiring Leaders Book List

Warren Buffett and Mark Cuban have seen exceptional success. But neither billionaire credits shortcuts for his rise to the upper echelons of the business world. Instead, both men point to investing their time into a simple habit that has helped them outperform competitors: Reading. “I read more than three hours almost every day,” Cuban writes on his blog. For you as an Aspiring Leader, challenge yourself to start with a one-chapter-aday habit. We've picked books for you that will help build key leadership skills to prepare you for success both today and beyond.

The Trust Edge: How Top Leaders Gain Faster Results, Deeper Relationships

David Horsager | 2012

The Trust Edge shows that trust is quantifiable and brings dramatic results to businesses and leaders. When leaders learn how to implement the 8 Pillars of Trust, they enjoy better relationships, reputations, retention, and results

1 Clarity: People trust the clear and mistrust the ambiguous

2. Compassion: People put faith in those who care beyond themselves.

3. Character: People notice those who do what is right over what is easy

4 Competency: People have confidence in those who stay fresh, relevant, and capable

5. Commitment: People believe in those who stand through adversity.

6. Connection: People want to follow, buy from, and be around friends

7 Contribution: People immediately respond to results

8. Consistency: People love to see the little things done consistently.

The Three Chairs: How Great Leaders Drive Communication, Performance, & Engagement

Dr. Karyn Gordan | 2021

We all want to be great leaders who are confident, productive, and highly energized But if you don't learn foundational leadership skills, research shows you will face problems with communication, performance, engagement, and employee retention. The Three Chairs will help you discover tools you can easily apply at work and home. These allow you to see yourself more clearly, engage more deeply with those around you, and equip yourself to be a confident great leader.

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Identify Great Leadership: Understand the most essential attitudes in yourself and others Master Communication: Give and receive feedback to drive team accountability

Enhance Proper Goal-Setting: Build a confident mindset and alignment on key objectives

Improve Decision-Making: Drive performance, time-management, and delegation

Reduce Stress And Anxiety: Increase wellness and reduce burnout

Increase Employee Engagement: Boost retention and build a better culture

First-Time Supervisors

For those 0-5 yrs. in a supervisory role

New supervisors are transitioning from the role of doer to that of leading others and making an impact through the accomplishments of their team. Often you are focusing on multiple responsibilities, dealing with constant change, and balancing managing others in addition to your own job functions. Understanding fundamental supervisory, communication, and feedback skills is critical at this level.

COURSES:

BHR Compliance Courses:

To be completed within first six months

ADA

FMLA

Interview and Hiring

Conflict of Interest

Harassment

Coming Summer 2024

BHR Core Supervisory Courses:

Interview and Selection

Having Hard Conversations

Documenting Discipline

Civil Treatment Workplace for Leaders $

CPC: Taking the Coach Approach

BHR Leadership Electives:

Crucial Conversations $

Analyzing Your Team - 16 Personalities for Supervisors & Leaders$

Communicating Expectations: 4T for Supervisors & Leaders$

Hogan 101 $ NEW 2024!

Immersive Experience:

Participate in a First-time Supervisor Book Group

Facilitate a First-time Supervisor Book Group

Attend The BHR Leadership Conference (Fall) $

Apply for Leadership SD (November)

Leadership IQ Electives: $

Electives (approx 45-60 min each)

The Science of Finding Time to Be a Leader

The Science of Leadership Style

The Science of Giving Constructive Feedback

The Science of HARD Goals

The Science of Hiring for Attitude

The Science of Influence and Communication

The Science of Killer Presentations

The Science of Managing Up

The Science of Resolving Conflict

The Science of Taking the Pain Out of Performance

Appraisals

The Science of Emotional Intelligence

SDLearn Leadership Electives:

POSTMODERN

PAINTING Stella alternately paints in oil and watercolor

Expert Insights; Leadership Skills for New Managers (48m) NEW 2024!

What Makes an Effective Leader

Understanding Yourself

Understanding Your Team

How to Retain Talent

Giving Feedback

Leadership: Practical Leadership Skills (2hr41m)

What is a Leader

Motivation

Leadership Styles Part I & Part II

Delegating

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Leadership and Change (1hr4m)

Making Change a Core Competency

Understanding What Drives Change

The Resistance to Change

Creating a Case for Change

Thinking Strategically About Change

Implementing a Change Initiative

Establishing a Culture of Agility

Overcoming a Fear of Change

Leading Effective 1:1 Meetings (47m)

Meeting with Direct Reports

Meeting with Colleagues

Meeting with Your Boss

Brain Bites: Microsoft Teams Meetings (34m)

Would I Inspire Me (15m)

Project Management Fundamentals (1hr)

I'M IN! WHERE DO I START?

It's a huge transition to move to a supervisory role. Your learning path starts with putting those supervisory skills you need most into place during your first year as a supervisor. As you gain more experience, years 2-5 build your supervisory, leadership, and communication skills. Our learning path electives allow you to choose those classes that most fit your needs and interests each year. (Reminder, this path is based on how many years you have been a supervisor.)

LEARNING PATH:

Year 1-2 Supervisors:

Complete within the first two years:

BHR Core Supervisory Skill classes:

Interview and Selection

Having Hard Conversations

Documenting Discipline

CPC: Taking the Coach Approach

Complete

Civil Treatment Workplace for Leaders

Complete within the first six months:

BHR Legal Compliance Training (Coming Summer 2024)

ADA

FMLA

Interview and Hiring

Conflict of Interest Harassment

Year 4-5 Supervisors:

Choose one+ immersive development experience each year:

Consider applying for GLDP (March/Aprilmust be a college grad to apply)

Facilitate or participate in a First-time Supervisor book group

Attend The BHR Leadership Conference (Fall)

Year 2-5 Supervisors:

Complete any not yet completed: BHR Core Supervisory Classes

To be completed yearly: BHR Legal Compliance Refresher

Choose at least one per year: Crucial Conversations

Analyzing Your Team - 16 Personalities for Supervisors & Leaders

Communicating Expectations: 4T for Supervisors & Leaders

Hogan 101 - NEW 2024!

Choose at least one per year:

Participate in a First-time Supervisor Book Group

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Facilitate a First-time Supervisor Book Group

Attend The BHR Leadership Conference

Choose at least three per year: Leadership IQ Electives

SDLearn Electives

What

First-Time Supervisors Book List

One of the first things new managers discover is that their role is even more demanding than they’d anticipated. They are surprised to learn that the skills and methods required for success as an individual contributor and those required for success as a manager are starkly different—and there is a gap between their current capabilities and the requirements of the new position. We specifically chose those books to help give insight and guidance into this very important transition.

The Leadership Code: Five Rules to Lead By

Dave Ulrich, Norm Smallwood, & Kate Sweetman | 2008

makes a great leader?

It's a question that has been tackled by thousands. In fact, there are literally tens of thousands of leadership studies, theories, frameworks, models, and recommended best practices. But where are the clear, simple answers we need for our daily work lives? Are there any?

Dave Ulrich, Norm Smallwood, and Kate Sweetman set out to answer these questions— to crack the code of leadership. Drawing on decades of research experience, the authors conducted extensive interviews with a variety of respected CEOs, academics, experienced executives, and seasoned consultants—and heard the same five essentials repeated again and again. These five rules became The Leadership Code.

In The Leadership Code, the authors break down great leadership into day-to-day actions, so that you know what to do Monday morning. Crack the leadership code—and take your leadership to the next level.

The Making of a Manager: What to Do When Everyone Looks To You

Julie Zhuo | 2019

Congratulations, you're a manager! After you pop the champagne, accept the shiny new title, and step into this thrilling next chapter of your career, the truth descends like a fog: you don't really know what you're doing.

That's exactly how Julie Zhuo felt when she became a rookie manager at the age of 25. She stared at a long list of logistics--from hiring to firing, from meeting to messaging, from planning to pitching--and faced a thousand questions and uncertainties. How was she supposed to spin teamwork into value? How could she be a good steward of her reports' careers? What was the secret to leading with confidence in new and unexpected situations?

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

The Making of a Manager is a modern field guide packed everyday examples and transformative insights, including:

* When you should look past an awkward interview and hire someone anyway

* How to build trust with your reports through not being a boss

* Where to look when you lose faith and lack the answers

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

Middle Managers and Experienced Supervisors

Experienced supervisors, managers, and director-level leaders need training designed around deepening and expanding current skills. These leaders may need a refresher in supervisory skills while also turning their focus to driving change, developing others, and implementing strategic goals.

COURSES:

SDLearn Leadership Electives

Project Management Fundamentals (1hr)

Characteristics of Projects

Prioritizing Project Work

The Project Management Life Cycle

The Five Processes of Project Mgmt And More...

Communication Training for Managers (3hr26m)

Identifying Various Communication Styles

Style Stepping to Overcome Conflicts

Teaching Your Team to Style Step

Projecting an Image of Confidence And more...

Vision Modules (17m)

What is Leadership Vision

Build Your Leadership Vision

Keep Your Leadership Vision Relevant

Communicate Your Leadership Vision Expert Insights: Managing Up with Mary Abbajay (1hr12m)

Working Well with the Boss You Have Introverts vs Extroverts

The Advancer Boss

The Energizer Boss

The Harmonizer Boss

The Evaluator Boss

The Micromanager And More

Immersive Experience:

Participate in a book Book Group

Facilitate a Book Group

Participate in a Book Group

Consider applying for GLDP (March/April - must be a college grad to apply)

Attend the BHR Leadership Conference (Fall) $

Leadership IQ Electives: $

The Science of Leadership Style (52m)

The Science of Finding Time to Be a Leader (51m)

The Science of Giving Constructive Feedback (1hr6m)

The Science of HARD Goals (1hr21m)

The Science of Hiring for Attitude (1hr20m)

The Science of Increasing Accountability (56m)

The Science of Influence and Communication (1hr)

The Science of Keeping High Performers Excited & Engaged (58m)

The Science of Leading Change (1hr)

The Science of Managing Difficult Personalities (1hr)

The Science of Maximizing Middle Performers (46m)

POSTMODERN

The Science of Managing Remote Employees (1hr)

The Science of Managing Teams (1hr11m)

The Science of Resolving Conflict (47m)

PAINTING Stella alternately paints in oil and watercolor

The Science of Taking the Pain Out of Performance Appraisals (1hr5m)

The Science of Emotional Intelligence (1hr)

The Science of Managing Millenials (42m)

BHR Leadership Electives:

Crucial Conversations for Mid-Level & Senior Level $

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Crucial Accountability (Crucial Conversations must be completed prior) $ NEW 2024!

The Challenge of Change$

Help Them Grow$

Having Hard Conversations

Effective Writing $

Analyzing Your Team: 16P for Supervisors & Leaders$

Communicating Expectations: 4T for Supervisors & Leaders$

Hogan 101$ - NEW 2024!

I'M IN! WHERE DO I START?

Leadership development at this level shouldn't be one-and-done. The development opportunities for mid-level and experienced supervisors are designed to be more immersive throughout the year. In your path, we have included experiences that allow you to invest in yourself for transformational results. These courses build on and expand the skills you already have, and add new skills that are essential for your current role.

LEARNING PATH:

BHR Core Supervisory Courses:

Complete any not yet completed:

BHR Core Supervisory Classes

Interview and Selection

Having Hard Conversations

Documenting Discipline

CPC: Taking the Coach Approach

Complete

Civil Treatment Workplace

BHR Compliance Courses:

Complete any not yet completed:

BHR Legal Compliance Training (Coming Summer 2024)

ADA

FMLA

Interview and Hiring

Conflict of Interest

Harassment

Complete yearly:

BHR Legal Compliance Refresher

SDLearn Leadership Electives

Choose at least three each year

LeadershipIQElectives

SDLearnLeadershipElectives

BHR Leadership Electives

Choose at least one per year

Crucial Conversations

Crucial Accountability (Crucial Conversations must be completed) - NEW 2024!

The Challenge of Change

Help Them Grow

Having Hard Conversations

Effective Writing

Analyzing Your Team - 16P for Supervisors & Leaders

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

Communicating Expectations: 4T for Supervisors & Leaders

Hogan 101 - NEW 2024!

Immersive Experience

Choose at least one per year

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

ParticipateinaBookGroup

FacilitateaMid-LevelorExperienced SupervisorBookGroup

AttendtheBHRLeadershipConference (Fall)

ConsiderapplyingforGLDP(March/Aprilmustbeacollegegradtoapply)

Middle Managers & Experienced Supervisors Book List

When you first step into a leadership role, you spend a lot of time thinking about your own development. Once you are a few years in, it's time to start thinking about the other side of the equation: the people that you lead. It's important to understand how to lead diverse groups of people, build productive teams, and generally lean into your ability to empathize with your employees. These books help on this journey of discovering the other side of the equation.

The 50 Year-Old Millennial: The Leadership Gap Exposed by Millennials

and How to Close It

Mark Petitpas | 2021

In The 50 Year-Old Millennial, business strategist Marc Petitpas delivers a leadership masterclass driven by a radical proposition: a new culture of servant leadership is the perfect framework to recruit, mentor, educate and promote the talent that will drive business.

Millennials, Marc writes, are absolutely correct in demanding a workplace in which their career path is clearly delineated, where they are given consistent feedback and recognized for excellence.

The 50 Year-Old Millennial proposes five anchors to install, maintain and renew a servant leadership workplace.

1. How to manage the pivotal connection meeting.

2. How to run short, powerful weekly coaching sessions.

3. How to coach employees on the shop floor.

4. How to shape and implement strategies for personal development.

5. How to sharpen employee results through performance review.

The 50 Year-Old Millennial will reshape the way you look at work.

Digital Body Language: How to Build Trust & Connection, No Matter the Distance

Erica Dhawan | 2021

Email replies that show up a week later. Video chats full of “oops sorry no you go” and “can you hear me?!” Ambiguous text-messages. Weird punctuation you can’t make heads or tails of. Is it any wonder communication takes us so much time and effort to figure out? How did we lose our innate capacity to understand each other?

Humans rely on body language to connect and build trust, but with most of our communication happening from behind a screen, traditional body language signals are no longer visible -- or are they? In Digital Body Language, Erica Dhawan, a go-to thought leader on collaboration and a passionate communication junkie, combines cutting edge research with engaging storytelling to decode the new signals and cues that have replaced traditional body language across genders, generations, and culture. In real life, we lean in, uncross our arms, smile, nod and make eye contact to show we listen and care. Online, reading carefully is the new listening. Writing clearly is the new empathy. And a phone or video call is worth a thousand emails. Digital Body Language will turn your daily misunderstandings into a set of collectively understood laws that foster connection, no matter the distance.

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

Senior Leaders & High-Level Teams

Innovative leaders and teams approach their work differently. They ask better and different questions and create an environment where others can do the same. Leaders create learning-driven cultures. They constantly seek to discover what they don’t know they don’t know. Senior leaders break down barriers and frame new possibilities for their organizations. And they share compelling visions that align and inspire the teams they lead.

COURSES:

SDLearn Electives:

Influencing People (30 min)

Behaviors and Strategies

Influencing upwards

Influencing outwards

Building your Skills

Adjusting Your Executive Presence (1hr38m)

Why you need executive presence

Why executive presence starts with attitude

Why you should evaluate your own executive presence

And 10 more micro learning sessions

Executive Communication Training (2 hr)

Using Language Designed to Inspire and Motivate Handling Questions, Blackouts, and Other Public Speaking Emergencies

Appearing to Always Have Just the Right Words

And more...

Goal Setting for Business Leaders & Executives (41 min)

Setting Goals for Success

How to Integrate Goals in Your Day-to-Day Actions

How to use a Goal Tree

Using the CLAM Leadership Model

And more...

BHR Leadership Electives:

Crucial Conversations $

Crucial Accountability $ NEW 2024!

Hogan 101$ NEW 2024!

The Challenge of Change$

Effective Writing $

Help Them Grow$

CPC: Taking the Coach Approach

16 Personalities for Supervisors & Leaders$

Communicating Expectations: 4T for Supervisors$

Leadership IQ Electives: $

The Science of Leadership Style (52 min)

The Science of Finding Time to Be a Leader (51 min)

The Science of Giving Constructive Feedback (1hr6min)

The Science of HARD Goals (1hr21min)

The Science of Hiring for Attitude (1hr20min)

The Science of Increasing Accountability (56min)

The Science of Influence and Communication (1hr)

The Science of Keeping High Performers Excited & Engaged (58min)

The Science of Leading Change (1hr)

The Science of Managing Difficult Personalities (1hr)

The Science of Maximizing Middle Performers (46min)

POSTMODERN

The Science of Managing Remote Employees (1hr)

PAINTING Stella alternately paints in oil and watercolor

The Science of Managing Teams (1hr11min)

The Science of Resolving Conflict (47min)

The Science of Taking the Pain Out of Performance Appraisals (1hr5min)

The Science of Emotional Intelligence (1hr2min)

The Science of Managing Millenials (42min)

Immersive Experiences:

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

The Hogan Team Workshop (by request) $

Senior Team Retreat Assessment/Training (by request) $

Participate in a Senior-Level Mastermind Book Group

Facilitate a Senior-Level Mastermind Book Group

BHR Compliance Course:

BHR Legal Compliance Refresher

I'M IN! WHERE DO I START?

We know you are in a demanding role and your time is valuable You are not only responsible for your own continuous professional growth, but you also have a huge influence over staff development, engagement, communication, and growth within your agency So whether you want better communication with your staff, better engagement in your agency, or better executive presence for yourself, your learning path can help you on all fronts!

LEARNING PATH:

SDLearn Electives

Challenge yourself to at least two each year

Your SDLearn Electives are focusing on enhancing your skills for the executive level. These electives are available 24/7 to ensure the flexibility to fit into your busy schedule.

Immersive Experiences Electives:

Challenge yourself to read 10 minutes a day

Consider an assessment experience for you - or for your high-level team

Your book selections were chosen for the unique challenges of your level This year, learn data storytelling and its power of communicating numbers

Our other selection will help you not to fall into the ego trap.

We offer assessments in two areas. You may have used Hogan Assessments for hiring - why not experience a Hogan option to learn more about yourself and your team. Did you realize there are several Hogan assessment options? Did you know your emotional Intelligence doesn't peak until our mid-60s. Our EQi assessments are a great way to understand and develop your emotional intelligence. We encourage you to experience both the Hogan and the EQi.

BHR Compliance Courses:

Complete yearly:

BHR Legal Compliance Refresher

Leadership IQ Electives

Challenge yourself to at least three each year

Leadership IQ electives target specific areas an needs. Available 24/7 through SDLearn, these electives are a perfect way to learn new strategies to address engagement survey results, staff challenges, or to enjoy as part of your continuous development.

BHR Leadership Electives:

ERN ella al s in olor

Challenge yourself to at least one a year

Attending a BHR elective is a great way to interact and gain perspectives from other supervisors.

Arranging for a course or an assessment at a senior team retreat can be an option for a highlevel team experience.

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

We encourage you to attend Crucial Conversations (if you haven't attended previously) and then attend the Crucial Accountability elective.

The engagement survey showed that change management was an area where we can improveour Challenge of Change elective is a great way to start

Communication was another big area for the engagement survey. Our other electives are a great way to dive into exploring and understanding more about your team and how to communicate more effectively.

Senior Leaders & High-Level Teams Book List

After years of overseeing different teams at different levels, you've likely mastered the foundations of leadership and people development. At this point in your career, it is valuable to explore different perspectives and different approaches to leadership. These books inspire new ways to lead or simply provide a fresh perspective while working through obstacles.

Making Numbers Count: The Art and Science of Communicating Numbers

Chip Heath & Karla Starr 2022

How much bigger is a billion than a million?

Well, a million seconds is twelve days A billion seconds is thirty-two years Understanding numbers is essential but humans aren’t built to understand them. While the numbers in our world have gotten increasingly complex, our brains are stuck in the past.

This book is filled with examples of extreme number makeovers, vivid before-and-after examples that take a dry number and present it in a way that people click in and say “Wow, now I get it!”

You will learn principles such as:

-Simple Perspective Clues

-Vividness

-Convert to a Process

-Emotional Measuring Sticks

Whether you’re interested in global problems like climate change, running a tech firm or a farm, or just explaining how many Cokes you’d have to drink if you burned calories like a hummingbird, this book will help math-lovers and math-haters alike translate the numbers that animate our world allowing us to bring more data, more naturally, into decisions in our schools, our workplaces, and our society

Ego vs EQ: How Top Leaders Beat 8 Ego Traps With Emotional Intelligence

As much as employees would like to speak freely to their CEOs, most bite their tongues and tell their leaders exactly what they want to hear. Shirkani explores the blind spots that this lack of candor creates for CEOs and the eight ensuing ego traps that hinder their performance.

The remedy for such traps is emotional intelligence (EQ), the capacity for selfawareness, empathy, social skills, and selfregulation—a skill set that CEOs must possess to succeed and thrive. EQ counters such egodriven problems as ignoring feedback you don't like, not relinquishing control, and underestimating how much you are being watched.

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

The author helps readers break free of these traps, and she closes each chapter with three actionable R's (recognize, read, and respond), which help develop new EQ-based behavior. She also explores other traps, such as believing that technology skills trump leadership skills, or falling back into old bad habits. Shirkani's examples effectively show that even the most successful executives fall victim to ego traps.

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

The 5 Essential Growth Areas for All Great Leaders

Webelieveallofyouhavethepotentialtobegreatleaders Nomatterwhatlevelleaderyouare,mastering thefundamentalsbasedonyourleveliskey Thebook,TheLeadershipCode,explainswhenweapplythese fiveareas,weleadwell Whenwehelpotherslearnandfollowthesefiveareas weexpandleadershipfroma personalabilityintoanorganizationalcapability

ThecoloreddotcorrespondstotheLeadershipCodearea(s)theparticularcoursehelpsyoudevelop.

The Human Capital Developer: Building the Next Generation

Coaching & Mentoring

Delegating & Empowering

Creating Strong Networks

Encouraging relationships

Managing careers

The Talent Manager:

Engaging Today's Talent

Communication, communication, communication

Understanding employee strengths, weaknesses

Creating a positive work environment

Giving recognition

Creating fun at work

Personal Proficiency:

Invest in Yourself

Know Yourself

Tolerate Stress

Build Trust & Character

Value Learning

Understand your own strengths/weaknesses

The Strategist:

Shaping the Future

Staying curious

Engaging employees

Sharing a vision of the future

Collaborating across boundaries

Challenging employees with a desire to achieve

The Executor:

Making Things Happen

Making change happen

Building Teams

Ensuring accountability

Ensuring technical proficiency

Ensuring ongoing feedback

Leadership Code Course Categories

The Human Capital Developer: Building the Next Generation

CPC (Continuous Performance Communication): Taking the Coach Approach

Help Them Grow

Communicating Expectations: 4T for Supervisors & Leaders

Analyzing Your Team: 16 Personalities for Supervisors & Leaders

Challenge of Change

Crucial Conversations

The Science of Giving Constructive Feedback

The Science of Great Coaching

The Science of Increasing Accountability

The Science of Keeping High Performers Excited and Engaged

The Science of Maximizing Middle Performers

The Science of Managing Remote Employees

The Science of Managing Teams

The Scient of Resolving Conflict

The Science of Taking the Pain out of Performance Reviews

The Strategist : Shaping the Future

Help Them Grow

Interview and Selection

Effective Writing

The Science of Leadership Style

The Science of HARD Goals

The Science of Hiring for Attitude

The Science of Influence and Communication

The Science of Killer Presentations

The Science of Managing Remote Employees

The Science of Managing Teams

The Science of Managing Up

Personal Proficiency : Invest in Yourself

Communicating Expectations: 4T for Supervisors & Leaders

Help Them Grow

Analyzing Your Team: 16 Personalities for Supervisors & Leaders

Effective Writing

The Science of Leadership Style

The Science of Finding Time to Be a Leader

The Science of Killer Presentations

The Science of Managing Up

The Science of Emotional Intelligence

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency

Leadership Code Course Categories

The Executor : Making Things Happen

Having Hard Conversations

The Challenge of Change

Crucial Conversations

Effective Writing

Supervisory Legal Compliance (Online)

Legal Aspects of Interviewing & Hiring

Compliance Training Courses

The Science of Finding Time to Be a Leader

The Science of Giving Constructive Feedback

The Science of Great Coaching

The Science of Increasing Accountability

The Science of Influence and Communication

The Science of Leading Change

The Science of Managing Difficult Personalities

The Science of Managing Remote Employees

The Science of Managing Teams

The Science of Managing Up

The Science of Resolving Conflict

The Talent Manager: Engaging Today's Talent

CPC (Continuous Performance Communication): Taking the Coach Approach

Having Hard Conversations

Help Them Grow

Interview and Selection

Communicating Expectations: 4T for Supervisors & Leaders

Analyzing Your Team: 16 Personalities for Supervisors & Leaders

The Challenge of Change

Crucial Conversations

Compliance Training Modules

The Science of Hiring for Attitude

The Science of Influence and Communication

The Science of Keeping High Performers Excited and Engaged

The Science of Maximizing Middle Performers

The Science of Managing Difficult Personalities

The Science of Taking the Pain out of Performance Reviews

The Science of Managing Millennials

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency

Sparking Engagement through Leadership Development

Throughout this program, our curriculum will give you the skills and knowledge to drive up engagement in your agency. Highly engaged organizations are more than three times as likely to have leaders who prioritize engagement. Our curriculum will take you there.

Autonomy

The Science of Increasing Accountability

Help Them Grow

CPC: Taking the Coach Approach

Job Challenge

The Science of HARD Goals

Help Them Grow

The Science of Maximizing Middle Performers

The Science of Keeping High Performers Excited & Engaged

CPC: Taking the Coach Approach

Job Purpose

CPC: Taking the Coach Approach

The Challenge of Change

The Science of Managing Teams

Job Stress

Help Them Grow

CPC: Taking the Coach Approach

Clear Expectations

CPC: Taking the Coach Approach

Having Hard Conversations

4T for Supervisors

The Challenge of Change

Crucial Accountability

Resources to do the job

Help Them Grow

CPC: Taking the Coach Approach

Leadership Concern

The Science of Great Coaching

The Challenge of Change

The Science of Influence & Communication

The Science of Giving

Constructive Feedback

Leadership Involvement

The Science of Finding Time to Be a Leader

The Challenge of Change

Leadership Fairness

POSTMODERN

PAINTING Stella alternately paints in oil and watercolor

The Science of Managing Difficult Personalities

The Science of Managing Up

The Science of Managing Teams

Innovation

The Challenge of Change

Vision

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

The Challenge of Change

Mastermind Session

Opportunities for development

CPC: Taking the Coach Approach

Help Them Grow

Sparking Engagement through Leadership Development

Opportunities for Advancement

Help Them Grow

CPC: Taking the Coach Approach

The Science of Keeping High Performers Excited & Engaged

The Science of Maximizing Middle Performers

Supervisor Concern

The Science of Emotional Intelligence

The Challenge of Change

Supervisor Feedback

CPC: Taking the Coach Approach

The Challenge of Change

The Science of Giving Constructive Feedback

Coworker Integrity

The Science of Managing Teams

Coworker Support

The Science of Managing Teams

Analyzing Your Team: 16P for Supervisors & Leaders

Communicating Expectations: 4T for Supervisors & Leaders

Workload

Help Them Grow

CPC: Taking the Coach Approach

Interesting & Challenging Work

Help Them Grow

The Science of Keeping High Performers Excited & Engaged

The Science of Maximizing Middle Performers

The Science of Managing Remote Employees

Positive Work Environment

Analyzing your team:16 P for Supervisors & Leaders

Communicating Expectations: 4T for Supervisors & Leaders

The Science of Managing Teams

The Science of Giving Constructive Feedback

Conflict Resolution

Crucial Conversations

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

The Science of Resolving Conflict

Analyzing Your Team: 16P for Supervisors & Leaders

Communicating Expectations: 4T for Supervisors & Leaders

The Science of Resolving Conflict

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Satisfaction with Career Opportunities

Help Them Grow

CPC: Taking the Coach Approach

The Science of Maximizing Middle Performers

The Science of Keeping High Performers Excited & Engaged

The Science of Leadership Academy

The Science of Leadership Style (0:52:25)

Leadership IQ studies find that 100 % Leaders enjoy the highest employee engagement and are the leaders people most want to follow. Becoming a 100% Leader requires a leadership style that creates the right level of challenge and emotional connection. We’ll help you identify your current leadership style and guide you through the adjustments needed to make the right decisions about how you challenge and connect with your people New managers will learn the techniques that protect against the most common new-manager mistakes

Module 1 – The 100% Leader (22:27)

Module 2 – Management Secrets for New Managers (29:58)

Module 3 – The Science of Leadership Style Quiz

The Science of Finding Time to Be a Leader (0:51:47)

One of the reasons that billionaires like Warren Buffett, Jeff Bezos and Mark Cuban have reached such heights is that their goals are clear and their days are laser-focused. There are four kinds of work that consume leaders’ time: Green Light, Yellow Light, Orange Light and Red Light Work. But only Green Light Work is goal-focused and will make you an effective leader. We’ll show you how to outline your goals, establish your passion for those goals and then cut it down to what you need to do today to reach those goals.

Module 1 – Focus on Clearly Defined Goals (19:54)

Module 2 – Yellow, Orange and Red Light Work (13:38)

Module 3 – The 7 P’s of Delegation (18:15)

Module 4 – The Science of Finding Time to Be a Leader Quiz

The Science of Giving Constructive Feedback (1:06:02)

A Leadership IQ study found that 81% of leaders avoid giving tough feedback because they’re afraid the recipient will respond badly (with anger, denial, blame or excuses) Fact-based conversations allow you to speak candidly without making people angry so you can turn tough conversations into coaching conversations that result in positive behavioral change We’ll show you how to strip feedback messages of any emotional baggage and stick to the facts so defenses stay low and employees can make the “corrective leap” you want.

Module 1 – Setting the Right Goals for Feedback Conversations (4:53)

Module 2 – Fact-Based Communication – The FIRE Model (10:36)

Module 3 – Skills & Attitude Determine Performance/Create a Performance Grid (4:59)

Module 4 – 6 Feedback Conversations to Avoid (7:49)

Module 5 – The IDEALS Script for Delivering Constructive Feedback (18:03)

Module 6 – Feedback Conversations with Talented Terrors (14:07)

Module 7 – The Science of Giving Constructive Feedback Quiz

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency
POSTMODERN PAINTING Stella alternately paints in oil and watercolor

TheScienceofLeadershipAcademy

The Science of Great Coaching (01:08:23)

Managing has its place, especially when there’s a crisis, but it’s coaching that instills inspiration and confidence in people and challenges them to grow, develop and unleash their full potential. Coaching is intrinsic; it examines psychological considerations: Why do you want to do certain things? Where do you see yourself going? What is it that’s driving you right now? that encourage employees to develop emotional connections to their work so they want to be high performers. We’ll work with you on developing the five big coaching competencies of Mindset, Goal-Setting, Framing, Listening and Questioning.

Module 1 – The Coaching Mindset (12:05)

Module 2 – Coaching with HARD Goals (21:19)

Module 3 – Positive Reframing (14:47)

Module 4 – Listening (20:12)

Module 5 – The Science of Great Coaching Quiz

The Science of HARD Goals (01:21:14)

Most leaders fail to set goals that are gutsy and challenging enough to result in something great. HARD Goals (Heartfelt, Animated, Required and Difficult) “amp up” regular goals and push us past roadblocks like achievable and realistic (found in SMART goals). We’ll draw from the research behind the bestseller HARD Goals to show you how to set meaningful goals for yourself and others that result in great achievements.

Module 1 – Overview (14:34)

Module 2 – HARD Goals Are Heartfelt (23:28)

Module 3 – HARD Goals Are Animated (17:53)

Module 4 – HARD Goals Are Required (12:24)

Module 5 – HARD Goals Are Difficult (12:55)

Module 6 – The Science of Hard Goals Quiz

The Science of Hiring for Attitude (01:20:14)

Leadership IQ research shows that attitude accounts for 89% of hiring failures You’ll learn the cuttingedge hiring practices found the bestselling book, Hiring for Attitude, as we walk you through the steps that will reveal if candidates have the right attitude to be high performers in your organization

Module 1 – Why Attitude Matters (22:06)

Module 2 – The Interview Questions You Shouldn’t Be Asking (10:19)

Module 3 – Creating Brown Shorts Interview Questions (21:07)

Module 4 – Creating Brown Shorts Answer Guidelines (15:46)

Module 5 – The Coachability Question (10:56)

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency

TheScienceofLeadershipAcademy

The Science of Increasing Accountability (0:56.27)

Accountable employees take ownership, they’re passionate, driven, collaborative, open, and they make absolutely no excuses. Leadership IQ has studied hundreds of organizations that have accountability hardwired into their culture and we’ve identified the best practices that drive their success. We’ll share scripts and techniques for leading employees out of the emotional and reactive stages of denial, blame, excuses and anxiety so they become more logical, independent, self-sufficient, and accountable.

Module 1 – Overview (11:02)

Module 2 – Stages of Accountability – Denial (7:19)

Module 3 – Stages of Accountability – Blame (9:06)

Module 4 – Stages of Accountability – Excuses (9:40)

Module 5 – Stages of Accountability – Anxiety (10:12)

Module 6 – Stages of Accountability – Accountability (9:08)

Module 7 – The Science of Increasing Accountability Quiz

The Science of Influence and Communication (1:00:24)

The cardinal rule of influence is the more you understand others, the more they’ll understand you But not everybody likes to give and get information in the same way We’ll show you how to diagnose the levels of emotional connection and linearity people want in a given situation so you can adjust your communication style accordingly. You’ll further strengthen your influencer abilities as you learn about the 7 Driving Needs that motivate people in the workplace and start to put into practice techniques for developing informational and expert power.

Module 1 – 7 Driving Needs (22:05)

Module 2 – Sources of Power (15:20)

Module 3 – Communication Styles (22:59)

Module 4 – The Science of Influence and Communication Quiz

The Science of Keeping High Performers Excited and Engaged (0:58:27)

In 42% of companies, high performers are less engaged than low performers Understanding and addressing the deep issues that make high performers tick helps motivate, engage and most importantly, retain these valuable employees Based on Leadership IQ’s groundbreaking study that was featured in the Wall Street Journal, New York Times, Forbes, Fast Company, HR Executive, and Harvard Business Review, we’ll show you how to tap into the psychological motivators and demotivators of your top talent along with other practical tips to make your high performers more excited and engaged

Module 1 – High Performer Motivation Drivers (18:34)

Module 2 – Shoves and Tugs (11:05)

Module 3 – Tips for Motivating and Engaging High Performers (18:44)

Module 4 – Understanding High Performer Reactions (10:04)

Module 5 – The Science of Keeping High Performers Excited and Engaged Quiz

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency

The Science of Killer Presentations (0:53:05)

Most presenters just trudge through a pile of text-heavy slides, boring their audience to sleep, never understanding the one thing their audience actually needs to hear Fortunately, with our dramatically better understanding of neurology and psychology, the science of giving “wow” presentations has advanced light-years We’ll share the latest presentation techniques and tricks from neurologists, visual designers, speechwriters and psychologists to show you how to keep your audience riveted on the edge of their seats

Module 1 – Identifying The Objective (10:50)

Module 2 – Start with the Right Message (3:34)

Module 3 – Killer Graphics (10:30)

Module 4 – Choose your Words Well (6:14)

Module 5 – Assertion Evidence Design (11:31)

Module 6 – Construct The Argument (10:24)

Module 7 – The Science of Killer Presentations Quiz

The Science of Leading Change (01:00:26)

A Harvard Business School study found that 70% of change efforts fail and a Leadership IQ study found that mismanaging change is the number one reason why executives lose their jobs Do we need any more reasons to master this critical skill? We’ll show you how to hardwire change into your organization by creating the urgency and direction people need to successfully make the transition from where they are now to where you want them to go

Module 1 – Understanding the Basic Model of Change (10:53)

Module 2 – The Why, Where and How of Change (19:02)

Module 3 – Readiness for Change Assessment (9:21)

Module 4 – Overcoming Personal Resistance to Change (12:27)

Module 5 – The AVER Technique (8:43)

Module 6 – The Science of Leading Change Quiz

The Science of Managing Difficult Personalities (01:01:51)

Not every person in your organization is going to be nice, pleasant and easy-going. But direct confrontation makes negative personalities even more difficult to manage and work with. We’ve identified the Big Five difficult personalities that drive the most conflict in organizations (Negative, Drama Queens and Kings, Narcissists, Blamers and Overly Sensitive) and we’ll share specific scripts and techniques for understanding and managing these difficult personalities

Module 1 – Overview (4:49)

Module 2 – Blamers (9:20)

Module 3 – Negative Personalities (19:34)

Module 4 – Drama Queens and Kings (11:53)

Module 5 – Narcissist (9:32)

Module 6 – Overly Sensitive Personalities (6:43)

Module 7 – The Science of Managing Difficult Personalities Quiz

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency TheScienceofLeadershipAcademy

TheScienceofLeadershipAcademy

The Science of Maximizing Middle Performers (00:46:27)

About 80% of middle performers have tremendous untapped potential but are blocked from maximizing their full potential due to mistakes in how they’re managed. We’ll show you how to diagnose the blocks and you’ll learn the specific steps you need to take to coach middle performers into achieving superstarlevel performance.

Module 1 – Diagnosing Middle Performer Types (21:50)

Module 2 – Taking Action (24:37)

The Science of Managing Remote Employees (01:00:35)

Many of the leadership techniques used inside the office simply don’t work with remote employees We’ll show you how to meet these unique management challenges by focusing on Connection (building the right bonds with remote employees), Alignment (ensuring remote employees are moving in the same direction), Accountability (making sure the work gets done) and Communication (battling message degradation and other challenges with frequent and focused communications)

Module 1 – The Right Type for Remote Work (9:56)

Module 2 – Building Connection (10:37)

Module 3 – Creating Alignment (14:22)

Module 4 – Accountability (12:07)

Module 5 – Communication Best Practices (13:33)

Module 6 – The Science of Managing Remote Employees Quiz

The Science of Managing Teams (01:11:41)

Teams are the foundation of every organization, but right now, 91% of teams are not fulfilling their full potential. We’ll show you how to connect and align teams through shared purpose and orientation. You’ll learn techniques for streamlining meetings so they become value-added forums for making better, smarter decisions, how to address interpersonal team dynamics and methods for creating definable objectives and clear agendas so people show up to meetings focused, engaged and prepared (and stay accountable after meetings end)

Module 1 – Identifying Team Purpose (13:09)

Module 2 – Putting the Right People on the Team (12:02)

Module 3 – Challengers, Implementers, Analyzers and Diplomats – Four Personalities Found in Teams (7:55)

Module 4 – Improving Team Dynamics (11:34)

Module 5 – Team Decision Making (10:09)

Module 6 – Structuring Effective Meetings (16:52)

Module 7 – The Science of Managing Difficult Personalities Quiz

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency

The Science of Managing Up (00:46:37)

The relationship you have with your boss will hugely impact your success at work But do you know how to speak to your boss’s unique style so they listen to your every word? Do you know how to keep your boss “in the loop” so they never micromanage or feel anxious about your work? Can you bring bad news to your boss without losing their trust or confidence? We’ll show you how to better understand your boss’s strengths, weaknesses, goals, styles, and needs so you can make them, and you, amazingly successful.

Module 1 – Understanding the Boss’s Perspective (12:08)

Module 2 – Tailoring Communications to Intuitive, Functional, Analytical and Personal Preferred Styles (10:38)

Module 3 – Building Trust with the Boss (11:01)

Module 4 – Delivering Bad News to the Boss (12:50)

Module 5 – The Science of Managing Up Quiz

The Science of Resolving Conflict (00:47:42)

Conflict is so touchy we pretend it’s not there, yet we suffer its negative effects every day Whether a conflict is between you and another person, or you’re mediating conflict between others, we’ll show you how to de-escalate conflict by focusing on facts. You’ll learn the latest research on conflict and get the specific psychological scripts and tools you need to fundamentally resolve conflict (and all of its tricky applications).

Module 1 – Overview (12:42)

Module 2 – Conflict Between You and Another Person (16:53)

Module 3 – Conflict Between Employees (18:07)

Module 4 – The Science of Resolving Conflict Quiz

The Science of Taking the Pain Out of Performance Reviews (01:05:38)

A Leadership IQ survey of over 48,000 CEOs, managers and employees showed that only 13% of managers and employees and only 6 % of CEOs thought year-end reviews were effective A few mindset changes can turn reviews into useful, productive, and meaningful adult-to-adult conversations We’ll show you how to leverage the key points that will radically improve performance reviews using techniques that can be implemented quickly and easily at both the HR and frontline manager levels

Module 1 – The Process of Performance Reviews (19:17)

Module 2 – Making Performance Review Conversations (10:31)

Module 3 – High and Middle Performer Conversations (12:47)

Module 4 – Low Performer Conversations (14:54)

Module 5 – Goal Setting (8:09)

Module 6 – The Science of Taking The Pain Out of Performance Reviews Quiz

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency
TheScienceofLeadershipAcademy

The Science of Emotional Intelligence (01:02:38)

Emotional Intelligence is more predictive of leadership success than raw brains or years of experience. People follow leaders with high Emotional Intelligence, and quickly leave leaders with low Emotional Intelligence And a lack of Emotional Intelligence is one of the top reasons why new hires fail Learn how to develop self awareness, to read other people, and develop emotional management skills.

Module 1 – Emotional Intelligence Overview (11:03)

Module 2 – Self-Awareness (16:26)

Module 3 – Other Awareness (20:49)

Module 4 – Emotional Management (14:20)

Module 5 – The Science of Emotional Intelligence Quiz

The Science of Managing Millennials (00:42:10)

The media has called Millennials everything from "deluded narcissists" to the "me-first generation " Well, how are we supposed to manage any group of employees when we give them such horrible labels? In this program we'll explore the latest research of Millennials, what makes them tick, and how to make them highly productive, focused and accountable

Module 1 – Data About Millennials (17:23)

Module 2 – Create an Environment of Learning (13:37)

Module 3 – Leadership Style for Managing Millennials (11:10)

Module 4 – The Science of Managing Millennials Quiz

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency TheScienceofLeadershipAcademy

Drivers of Engagement & Leadership Development

Leadership drives engagement. The 2019 Statewide Engagement Survey determined the top drivers of employee engagement within state government and by agency. Leaders, from coworkers to organizational leaders, influence these drivers every day. The Leadership Development Program course curriculum will influence you to leverage your leadership to maximize engagement.

Department of Agriculture

1. Opportunity for development

2. Supervisor concern

3. Managing conflict

Bureau of Human Resources

1. Leadership involvement

2. Supervisor communication

3. Leadership integrity

Bureau of Finance & Management

1. Purpose

2. Supervisory Concern

Bureau of Information and Telecommunication

1. Feedback from supervisor

2. Vision

3. Resources to do job

Bureau of Administration

1. Clear Expectations

2. Purpose

Department of Environment & Natural Resources

1. Job purpose

2. Autonomy

3. Coworker integrity

Department of Human Services

1. Leadership Fairness

2. Coworker integrity

3. Recognition

South Dakota Developmental Center

1. Realistic expectations

2. Resources for the job

3. Job purpose

Department of Labor & Regulation

1. Job purpose

2. Job challenge

3. Opportunities for advancement

Department of Corrections

1. Innovation

2. Leadership fairness

3. Supervisor feedback

Mike Durfee State Prison

1. Job challenge

2. Opportunity for development

3. Recognition

South Dakota State Penitentiary

1. Job challenge

POSTMODERN

PAINTING Stella alternately paints in oil and watercolor

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

2. Supervisor concern

3. Coworker integrity

South Dakota Women's Prison

1. Job Challenge

2. Purpose

Department of Education

1. Clear expectations

2. Job purpose

3. Opportunity for development

BHR Course Catalog

The Challenge of Change

Change - love it or hate it, it certainly has its challenges, doesn't it?! This is especially true when you are leading and supervising staff.When you are supervising and leading other people, you cannot just start changing things left and right. You need to establish a foundation, get buy in, and leverage small changes into bigger changes. Where do you start? Should we do a quick change? Should the change evolve over time? Who do you talk to? What do you do first? What do you do next?

This class shows tips, steps, and tools to help you decide But that is just part of it - often, the hardest part of leading people through change is understanding the emotions employees go through as they transition through the change process

In the class you will learn the three phases employees go through as they move through accepting the change: Ending (grieving the loss of what used to be); the Neutral Zone (that period of uncertainty between the old and the new); and the New Beginning (launching the new adventure) This class will help you understand the emotions and phases people move through and how to help them not get stuck!

Crucial Conversations

Does your workplace ever struggle with taboo topics, disagreement, information hoarding, office politics, or alienation? Do you have to communicate with other employees or offices when you don’t see eye-to-eye? Is your organization battling declining productivity, low morale, reduced quality, or other bottom line concerns?

Then you, your team, or agency needs Crucial Conversations Training.Crucial Conversations is a twoday course that teaches skills for handling these crucial conversations: a discussion between two or more people where the stakes are high, opinions vary, and emotions run strong.

These conversations – when handled poorly or ignored – lead to strained relationship and dismal results. This course will help you speak and be heard, make the highest-quality decisions, then act on the decisions with unity and commitment.

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency POSTMODERN PAINTING Stella alternately paints in oil and watercolor

BHR Course Catalog

Onboarding New Employees

Onboarding isn’t about benefits anymore - it’s about employee retention Today’s new employees aren’t satisfied with just knowing the benefits offered by the organization New employees want to know what they can contribute, what the team is accomplishing, and how you can use their strengths and talents This course will explore what you need to communicate even before that employees first day on the job through that crucial first year

This course will help you: Understand that onboarding your new employee is your job Learn what to do to start onboarding your new employee, even before their first day on the job Develop plans of what to talk about during the crucial first month, 60 days, 90 days, and throughout that first year

Four Tendencies for Supervisors & Leaders

As leaders, you are giving feedback and expectations constantly. At times, you probably feel like you were crystal clear in your communication and expectations…but your staff seems to feel differently.

Have you ever notices that when it comes to expectations, we are always dealing with inner and outer expectations? Come to class and find out if you are leading Upholders, Questioners, Obligers, or Rebels. Each of the four tendencies deals with inner and out expectations differently. You will leave the class knowing how to feed each tendency the kind of expectations and feedback each need!

16 Personalities for Supervisors & Leaders

Discussions about personality have been around since the dawn of time. As Aristotle said a millennia ago, “the hardest victory is the victory over self” In our modern workplaces we are still in pursuit of this knowledge, which ultimately gives us a lot of power – the power to control and understand yourself

Understanding yourself helps you navigate a variety of situations, both at home and in the workplace Join us for this class where you will learn more about your traits and behaviors, and how that is leading you toward or standing in the way of your success You will gain more insight into your strengths, your values, and your workplace habits

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency POSTMODERN PAINTING Stella alternately paints in oil and watercolor

BHR Course Catalog

Effective Writing

President Obama signed the Plain Writing Act of 2010 on October 13, 2010. The law requires that federal agencies use "clear Government communication that the public can understand and use." Effective Writing participants learn to transfer those same principles used at the federal level to clarify and improve their own writing samples.

Participants learn to transfer the Principles of Clear Writing to their own writing samples - whether those be reports, letters, emails, or online content. Participants receive the Federal Guide to Plain Language as well as the Gregg Reference Manual. The participant will learn to write clearly, accurately, and quickly.

The Five Levels of Leadership

True leadership is not a matter of having a certain job or title In fact, being chosen for a position is only the first of the five levels every effective leader achieves And even if you never hold an official position of authority, you do have influence in your current role Influence is the essence of leadership In this class, we will examine the five stages of leadership and learn how to maximize each one to become more influential, respected, and successful

For each level, we’ll discuss the upsides and downsides associated with leading at that level as well as the beliefs and behaviors necessary to move from level to level

Position - People follow because they have to

Permission - People follow because they want to

Production - People follow because of what you have done for the organization

Development - People follow because of what you have done for them personally.

Pinnacle - People follow because of who you are and what you represent.

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency POSTMODERN PAINTING Stella alternately paints in oil and watercolor

Department of Health

Drivers of Engagement & Leadership Development

1. Interesting & challenging work

2. Positive work environment

3. Satisfaction with career opportunities

Department of Health: Correctional Health

1. Coworker support

2. Opportunities for advancement

3. Supervisor communication

Department of Human Services

1. Leadership Fairness

2. Coworker integrity

3. Recognition

DHS - South Dakota Developmental Center

1. Realistic expectations

2. Resources for the job

3. Job purpose

Department of Labor & Regulation

1. Job purpose

2. Job challenge

3. Opportunities for advancement

Department of Military

1. Job purpose

2. Job Stress

3. Workload

Department of Public Safety

1. Vision

2. Job Purpose

3. Job Fit

Department of Revenue

1. Job purpose

2. Coworker support

3. Opportunities for advancement

Department of Social Services

1. Job purpose

2. Vision

3. Opportunities for development

DSS - Human Services Center

1. Job purpose

2. Resources to do job

3. Conflict Resolution

Department of Tribal Relations

1. Supervisor Concern

2. Job Challenge

3. Job Fit

Department of Transportation

1. Job challenge

2. Positive work environment

3. Job Purpose

Department of Health: Correctional Health

1. Coworker support

2. Opportunities for advancement

3. Supervisor communication

Department of Veteran's Affairs

1. Workload

2. Job challenge

3. Leadership involvement

BHR Course Catalog

Supervisory Legal Compliance (Online)

These courses are assigned monthly to new supervisors of the executive branch. These courses will be assigned on the 15th (or following business day) of each month. The Syntrio database is updated on the 8th of the month and will reflect all changes in supervisory status, hiring, and termination that is updated before that date. A notification will be delivered via Syntrio. After 3 years, supervisors will be automatically reassigned.

Legal Aspects of Interviewing & Hiring

Course Length: 40 minutes

The pre-employment process (i.e. recruitment, interviewing and hiring) is filled with legal pitfalls. As such, individuals involved in the recruitment, interviewing and hiring process need to be familiar with effective techniques and knowledgeable of federal, state, and local laws restricting hiring practices that could be considered discriminatory or invasions of privacy. This course discusses legal issues related to writing job descriptions, recruitment methods, interviewing, testing, and evaluating candidates as well as issues related to reference and background checks and offers of employment.

Americans with Disabilities Act

Course Length: 45 minutes

The Americans with Disabilities Act (ADA), as amended by the ADA Amendment Act (ADAAA), and state and local laws prohibit employment discrimination against qualified individuals with a disability Using hypothetical scenarios and practical exercises, this course teaches managers how to effectively and legally manage individuals with disabilities including the obligation to provide reasonable accommodations, if necessary It also teaches preventive steps that a manager can take to avoid a claim of disability discrimination

Understanding the Family and Medical Leave Act

Course Length: 45 minutes

This course provides an overview of the Family and Med al Leave Act It is designed for managers or supervisors whose employees may request or require leave and discusses eligibility requirements, circumstances that qualify for FMLA protection, procedures for requesting and designating FMLA, and employee and employer rights and responsibilities under the Act

Avoiding Conflicts of Interest

Course Length: 15 minutes

Conflicts of interest that arise in th workplace can undermine the reputation and integrity of the individual(s) involved and the organization. This course teaches employees to recognize potential conflicts of interest or situations that could be perceived as conflicts of interests, and respond appropriately by avoiding or disclosing the situation

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency POSTMODERN PAINTING Stella alternately paints in oil and watercolor

The Executor: LinkedIn Learning Project Management Modules

Project Management Foundations: Small Projects (1h 29m) Released: 6/05/2018

Learn how to efficiently manage small projects for great results. In this newly updated course, instructor and project manager Bonnie Biafore shows how to manage smaller-scale projects with a simpler yet effective approach. She defines what "small" means in the context of project management and provides an overview of the life cycle of a small project, sharing the best techniques for planning, getting things done, tracking progress, and wrapping up.

Managing Projects with Microsoft Teams: (1h 36m) Released: 4/07/2020

Microsoft Teams is the communication and teamwork hub of Office 365. Teams bring together the conversations, files, and meetings that team members collaborate on together - making it an ideal tool for managing projects. In this course, you will walk through everything you need to know to manage small- to medium-sized projects in Teams. You will learn how to set up a team and manage permissions The course then covers how to manage files, connect SharePoint lists and pages, take notes, manage online meetings, and collect project feedback Plus, you will learn how to be even more efficient in Teams by using keyboard shortcuts and leveraging existing teams as templates

Modern Project Management in Microsoft 365: (1h 39m) Released: 9/03/2020

When you're juggling everything from task tracking to meeting facilitation and you leverage several different applications in your workflow keeping yourself and your stakeholders up to date can be a challenge In this course, learn about the Microsoft 365 tools and services including Outlook, Planner, Teams, and more that can help you manage your projects more efficiently. You will learn how to keep the right stakeholders informed by creating threaded conversations and private chats in Teams. She also shares how to create and manage tasks in Planner, including how to update a Planner task from the Teams app; manage cloud-based files in OneDrive, SharePoint, or Teams; collect feedback using Forms; use SharePoint lists to organize projects; and more.

Project Management Foundations: Communication (1h 1m) Released: 2/19/2019

As a project manager, you'll spend most of your time communicating. To keep a fast-moving project on track, you need to know how to juggle the emails, phone calls, voice mail, and documentation. In this course, instructor Doug Rose shares the secrets of managing project communication, detailing how to craft a solid communication strategy that helps your team maximize buy-in and prioritize stakeholder input Discover how to use a communication plan to develop two-way communication goals, run efficient meetings, and create concise reports

SharePoint for Project Management: (1h 57m) Released: 3/18/2019

SharePoint can help you manage small projects and keep them running smoothly In this course, Microsoft Certified Trainer Bill Kulterman reviews the features that make SharePoint an ideal project management tool for teams who already use it for collaboration and document management Learn how to track tasks, use the timeline for visual insights into your project schedule, and leverage built-in and custom views to display exactly the right information. Bill also shows how to use the group calendar and create and add plans from Microsoft Planner to your SharePoint site.

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency

The Executor: Project Management Modules

Critical Thinking: (57m) Revised: 10/06/20

Critical thinking is the ability to think reflectively and independently in order to make thoughtful decisions. By focusing on root-cause issues critical thinking helps you avoid future problems that can result from your actions. In this course, leadership trainer and expert Mike Figliuolo outlines a series of techniques to help you develop your critical thinking skills. He reveals how to define the problem you're trying to solve and then provides several critical thinking tools such as blowing up the business, asking the 5 whys and the 7 so whats, exploring the 80/20 rule, and more. He also provides guidance on how to develop this skill across your whole team.

Project Management Starts With Laying Good Ground Rules: (33m) Revised: 5/20/2019

Great management is a delicate balance. You’re responsible for setting and achieving certain goals, but the ways of getting there are as unpredictable as humans themselves Your job is to create a structure within which your team members can collaborate, create, and stay collectively on track as you work together to build a whole greater than the sum of its parts This involves careful planning, deliberate dialogue, honest self-assessment, and many other practices In this course, get project management advice from real-world practitioners, including actor and director Stanley Tucci and Chief Rob Roy, an award-winning veteran of the US Navy Learn how to balance vision and improvisation and manage complex projects with clarity of purpose and creative freedom

Managing Project Stakeholders: (23m) Revised: 10/08/2019

Your stakeholders individuals with a vested interest in your project's results might not be present in your day-today work. But since they ultimately impact your project's outcomes, knowing how to define who your stakeholders are and what they need is integral to your success as a project manager. In this course, learn how to identify stakeholder needs and expectations, both explicit and implicit, and build and sustain stakeholder engagement. Natasha Kasimtseva begins by detailing the measurable benefits related to successful stakeholder management. She then explains how to iteratively identify your own stakeholders; analyze and evaluate stakeholders using both emotional intelligence and data representation tools; and engage in service-based thinking as a leader.

Project Management: Preventing Scope Creep: (34m) Revised: 8/21/2018

Scope creep can derail projects fast It causes missed deadlines and project failures As a project manager, it's your job to recognize and resolve scope creep before it happens This course, with certified PMP® Oliver Yarbrough, teaches you how Oliver explains what scope creep is and how to identify the causes, whether it's vague expectations, inadequate requirements, or lack of change control Since the best way to solve any problem is to prevent it, Oliver introduces best practices to avoid scope creep from day one Finally, get more insights into the nature of scope creep by following along with a case study, which shows what project managers can accomplish when you set clear expectations, anticipate change, and guarantee satisfaction.

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency

The Executor: Project Management Modules

Mastering Organizational Chaos: (36m) Revised: 7/31/2020

With disruption rampant in a variety of different markets, many companies are left to grapple with workplaces that have become increasingly chaotic. But chaos doesn't have to be your organization's new normal. In this course, instructor Mory Fontanez examines the most common causes of chaos inside companies, as well as how to address these issues at a systemic level to create a steadier, more connected workplace. Learn how to examine the outdated systems that may have caused chaos to flourish within your company Discover the steps you can take to transform chaos into opportunity, including how to break down siloed departments, leverage data to better understand your customers, and develop new methods to connect with and reward employees Plus, learn how to maintain your clarity and focus during times of uncertainty

Project Management: Solving Common Project Problems: (1h 5m) Revised: 4/24/2015

When you're balancing the triple constraints of project management (cost/quality/time) and trying to accomplish something new, problems are bound to crop up In the course, project management trainer Chris Croft shows how to solve the most common problems that arise when working on projects. By breaking these issues into 4 major categories people problems, quality problems, cost problems, and time problems he provides helpful advice and techniques for how to handle them.

The Data Science of Government and Political Science: (1h 2m) Revised: 4/02/2018

Are you interested in enhancing your understanding of how government and politics actually function? If so, this brief course can help by exploring the profound ways in which data science affects how our government and political process works. Data scientist and professor Barton Poulson provides a non-technical overview of how data science functions in the public sector He discusses how predictive analytics can be used to help you understand political representation; explores how data science affects matters of national security, privacy, and social justice; and more

The Data Science of Healthcare, Medicine, and Public Health: (1h 10m) Revised: 10/02/2018

Data analytics plays an increasingly pivotal role in how we go about managing our healthcare systems and our own personal health Designed for anyone with a stake in our healthcare system, this nontechnical course explores a variety of ways to apply data science to medicine and public health Data scientist and professor Barton Poulson discusses the ways that dramatically increased quantities of data from genetic testing, genealogy, blood testing, brain scans, and other sources are changing the theory and practice of healthcare. As he looks over key data sources, he also explores the different methods for analyzing this wealth of data, including machine learning and predictive modeling. Discover how data science can help predict outbreaks, find cures, help with healthcare costs, and more.

The Data Science of Educational Management and Policy: (1h 30m) Revised: 9/12/2018

Educational records and standardized tests offer a treasure trove of data about who our students are and what they actually need from the education system. Data science can help educators glean valuable insights from this deluge of information. In this brief course, data scientist and professor Barton Poulson provides a non-technical overview of how data science changes the way that education is planned, carried out, and evaluated, as compared to traditional methods of research Designed for aspiring and working teachers, parents, administrators, and anyone affected by the changing pace of our times, this course helps to illuminate how data science principles and procedures can help us better understand and educate our citizens

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency

BHR LEADERSHIP DEVELOPMENT PROGRAM

Developing Leaders at Every Level

C O U R S E C A T A L O G 2022

Leadership Development Mastermind Sessions

As part of the Leadership Development Program, we will be facilitating online mastermind sessions. Each level will have their own online mastermind session. During each level's mastermind session, three questions will be asked weekly. Participants will have six days to post their responses and comment on others' responses.

Our first mastermind selection is Start With Why by Simon Sinek.

Book Description: Table of Contents:

Why are some people and organizations more innovative, more influential, and more profitable than others? Why do some command greater loyalty? In studying the leaders who've had the greatest influence in the world, Simon Sinek discovered that they all think, act, and communicate in the exact same way-and it's the complete opposite of what everyone else does. People like Martin Luther King Jr., Steve Jobs, and the Wright Brothers might have little in common, but they all started with why Drawing on a wide range of real-life stories, Sinek weaves together a clear vision of what it truly takes to lead and inspire

“There are only two ways to influence human behavior: you can manipulate it or you can inspire it."
~ Simon Sinek

Preface: The power of why Introduction:

Why start with why?

A world that doesn't start with why: Assume you know

Carrots and sticks

An alternative perspective: The golden circle

This is not opinion, this is biology

Clarity, discipline, and consistency

Leaders need a following: The emergence of trust

How a tipping point tips

How to rally those who believe: Start with why, but know how

Know why. Know how. Then what?

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

Communication is not about speaking, it's about listening

The biggest challenge is success: When why goes fuzzy

Split happens

Discover why: The origins of a why

The new competition

Afterword: Be a part of this movement, share your vision of the world.

POSTMODERN
PAINTING Stella alternately paints in oil and watercolor

Senior Leaders' & High-Level Teams' Book List

After years of overseeing different teams at different levels, you've likely mastered the foundations of leadership and people development. At this point in your career, it is valuable to explore different perspectives and different approaches to leadership. These books inspire new ways to lead or simply provide a fresh perspective while working through obstacles.

Switch: How to Change Things When Change is Hard

Chip Heath & Dan Heath | 2010

Why is it so hard to make lasting changes in our companies, in our communities, and in our own lives? The primary obstacle is a conflict that’s built into our brains.

Psychologists have discovered that our minds are ruled by two different systems—the rational mind and the emotional mind—that compete for control. The rational mind wants a great beach body; the emotional mind wants that Oreo cookie. The rational mind wants to change something at work; the emotional mind loves the comfort of the existing routine. This tension can doom a change effort—but if it is overcome, change can come quickly.

In a compelling, story-driven narrative, the Heaths bring together decades of counterintuitive research in psychology, sociology, and other fields to shed new light on how we can effect transformative change. Switch shows that successful changes follow a pattern, a pattern you can use to make the changes that matter to you, whether your interest is in changing the world or changing your waistline.

Ego vs EQ: How Top Leaders Beat 8 Ego Traps With Emotional Intelligence

Jen Shirkani | 2014

As much as employees would like to speak freely to their CEOs, most bite their tongues and tell their leaders exactly what they want to hear. Shirkani explores the blind spots that this lack of candor creates for CEOs and the eight ensuing ego traps that hinder their performance.

The remedy for such traps is emotional intelligence (EQ), the capacity for selfawareness, empathy, social skills, and selfregulation—a skill set that CEOs must possess to succeed and thrive. EQ counters such egodriven problems as ignoring feedback you don't like, not relinquishing control, and underestimating how much you are being watched.

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

The author helps readers break free of these traps, and she closes each chapter with three actionable R's (recognize, read, and respond), which help develop new EQ-based behavior. She also explores other traps, such as believing that technology skills trump leadership skills, or falling back into old bad habits. Shirkani's examples effectively show that even the most successful executives fall victim to ego traps.

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

Middle Managers' & Experienced Supervisors' Book List

When you first step into a leadership role, you spend a lot of time thinking about your own development. Once you are a few years in, it's time to start thinking about the other side of the equation: the people that you lead. It's important to understand how to lead diverse groups of people, build productive teams, and generally lean into your ability to empathize with your employees. These books help on this journey of discovering the other side of the equation.

Dare to Lead: Brave Work. Tough Conversations.

Whole Hearts.

Brene Brown | 2018

Leadership is not about titles, status, and wielding power. A leader is anyone who takes responsibility for recognizing the potential in people and ideas, and has the courage to develop that potential.

When we dare to lead, we don’t pretend to have the right answers; we stay curious and ask the right questions. We don’t see power as finite and hoard it; we know that power becomes infinite when we share it with others. We don’t avoid difficult conversations and situations; we lean into vulnerability when it’s necessary to do good work.

Brown writes, “One of the most important findings of my career is that daring leadership is a collection of four skill sets that are 100 percent teachable, observable, and measurable. It’s learning and unlearning that requires brave work, tough conversations, and showing up with your whole heart. Easy? No. Because choosing courage over comfort is not always our default. Worth it? Always. We want to be brave with our lives and our work. It’s why we’re here.”

Quiet: The Power of Introverts in a World Where People Can't Stop Talking

Susan Cain | 2012

You likely have introverts on your team. It could be that you yourself are struggling to understand how to lead as an introvert.

At least one-third of the people we know are introverts. They are the ones who prefer listening to speaking; who innovate and create but dislike self-promotion; who favor working on their own over working in teams.

In Quiet, Susan Cain argues that we dramatically undervalue introverts and shows how much we lose in doing so. She charts the rise of the Extrovert Ideal throughout the twentieth century and explores how deeply it has come to permeate our culture. She also introduces us to successful introverts—from a witty, high-octane public speaker who recharges in solitude after his talks, to a recordbreaking salesman who quietly taps into the power of questions. Passionately argued, superbly researched, and filled with indelible stories of real people, Quiet has the power to permanently change how we see introverts and, equally important, how they see themselves.

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

POSTMODERN PAINTING Stella alternately paints in oil and watercolor
C O U R S E C A T A L O G 2 0 2 3 - 2 0 2 4 B U R E A U O F H U M A N R E S O U R C E S & A D M I N I S T R A T I O N

BHR Course Catalog

CPC (Continuous Performance Communication): Taking the Coach Approach

Performance management is taking on a whole new form. Welcome to Continuous Performance Communication (CPC.)

We are ditching the lengthy evaluating and judging forms of the past and focusing on what really makes a difference – ongoing check-ins with employees. Or what are calling, Taking the Coach Approach! The data shows, more frequent, ongoing check-ins with employees strengthen both performance and relationships. We’ve also shortened this process to just three effective touch base questions that when tailored to your employee’s unique needs, experience, and talents can reinforce performance you want to continue to see and redirect performance that could be strengthened.

In this class, learn to tailor your approach to each individual’s needs where you also learn more about your employees in the process! Whether you’re brand new and feeling clueless, or seasoned and feeling confident, you’re guaranteed to pick up something new that will help you make the performance development experience a success!

Documenting Discipline & Performance

There are three keys to legally and successfully resolving employee performance problems: Documentation, Documentation, and Documentation!

For supervisors, documentation can be a challenge – whether sending kudos, writing comments on the ACE document or drafting a disciplinary action In our newly revised course, we will give you guidance on not only what and where to document, but we will also walk you through a framework for having any type of feedback conversation We also spend time clarifying the difference between feedback, coaching, and discipline to help you decide what is appropriate depending on the situation

Interview & Selection

This course will take you through the state's interview and selection process: from announcing the position to developing competency-based interview questions, to submitting the interview packet Participants will analyze their past interview strategies and enhance what is used in the future Content also includes understanding Manager Space, Manager Proxy, & Dispositioning Candidates.

= Human Capital Developer = Strategist = Executor = Talent Manager = Personal Proficiency
POSTMODERN PAINTING Stella alternately paints in oil and watercolor

SUCCESS Cohort

Succession Planning for high level positions is essential for our success as state government. Our SUCCESS cohort combines formal training, thoughtful coaching, trusted mentorship, and key assignments to prepare you for succession. We will help you to close your knowledge/skill gaps and strengthen existing skills and competencies to prepare you for the opportunity to move to a highlevel position.

COURSES:

SDLearn Electives:

Influencing People (30 min)

Behaviors and Strategies

Influencing upwards

Influencing outwards

Building your Skills

Adjusting Your Executive Presence (1hr38m)

Why you need executive presence

Why executive presence starts with attitude

Why you should evaluate your own executive presence

And 10 more micro learning sessions

Executive Communication Training (2 hr)

Using Language Designed to Inspire and Motivate Handling Questions, Blackouts, and Other Public Speaking Emergencies

Appearing to Always Have Just the Right Words

And more...

Goal Setting for Business Leaders & Executives (41 min)

Setting Goals for Success

How to Integrate Goals in Your Day-to-Day Actions

How to use a Goal Tree

Using the CLAM Leadership Model

And more...

BHR Supervisory Electives:

Crucial Conversations for Mid-Level Managers, Experienced Supervisors, & Senior Leaders (2024) $

Crucial Accountability for Mid-Level Managers, Experienced Supervisors, & Senior Leaders (Winter 2023 - 2024) $

The Challenge of Change

Effective Writing $

Help Them Grow

CPC: Taking the Coach Approach

16 Personalities for Supervisors & Leaders

Communicating Expectations: 4T for Supervisors

Leadership IQ Electives: $

The Science of Leadership Style (52 min)

The Science of Finding Time to Be a Leader (51 min)

The Science of Giving Constructive Feedback (1hr6min)

The Science of HARD Goals (1hr21min)

The Science of Hiring for Attitude (1hr20min)

The Science of Increasing Accountability (56min)

The Science of Influence and Communication (1hr)

The Science of Keeping High Performers Excited & Engaged (58min)

The Science of Leading Change (1hr)

The Science of Managing Difficult Personalities (1hr)

The Science of Maximizing Middle Performers (46min)

POSTMODERN

The Science of Managing Remote Employees (1hr)

PAINTING Stella alternately paints in oil and watercolor

The Science of Managing Teams (1hr11min)

The Science of Resolving Conflict (47min)

The Science of Taking the Pain Out of Performance Appraisals (1hr5min)

The Science of Emotional Intelligence (1hr2min)

The Science of Managing Millenials (42min)

Immersive Experiences:

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

The Hogan Team Workshop (by request) $

Senior Team Retreat Assessment/Training (by request) $

The Hogan Experience (2024) $

The EQ Leader (2024) $

Participate in a Senior-Level Mastermind Book Group

Facilitate a Senior-Level Mastermind Book Group

BHR Compliance Course:

BHR Legal Compliance Refresher

SUCCESS Cohort

Succession Planning for high level positions is essential for our success as state government. Our SUCCESS cohort combines formal training, thoughtful coaching, trusted mentorship, and key assignments to prepare you for succession. We will help you to close your knowledge/skill gaps and strengthen existing skills and competencies to prepare you for the opportunity to move to a highlevel position.

COURSES:

SDLearn Electives:

Influencing People (30 min)

Behaviors and Strategies

Influencing upwards

Influencing outwards

Building your Skills

Adjusting Your Executive Presence (1hr38m)

Why you need executive presence

Why executive presence starts with attitude

Why you should evaluate your own executive presence

And 10 more micro learning sessions

Executive Communication Training (2 hr)

Using Language Designed to Inspire and Motivate Handling Questions, Blackouts, and Other Public Speaking Emergencies

Appearing to Always Have Just the Right Words

And more...

Goal Setting for Business Leaders & Executives (41 min)

Setting Goals for Success

How to Integrate Goals in Your Day-to-Day Actions

How to use a Goal Tree

Using the CLAM Leadership Model

And more...

BHR Supervisory Electives:

Crucial Conversations for Mid-Level Managers, Experienced Supervisors, & Senior Leaders (2024) $

Crucial Accountability for Mid-Level Managers, Experienced Supervisors, & Senior Leaders (Winter 2023 - 2024) $

The Challenge of Change

Effective Writing $

Help Them Grow

CPC: Taking the Coach Approach

16 Personalities for Supervisors & Leaders

Communicating Expectations: 4T for Supervisors

Leadership IQ Electives: $

The Science of Leadership Style (52 min)

The Science of Finding Time to Be a Leader (51 min)

The Science of Giving Constructive Feedback (1hr6min)

The Science of HARD Goals (1hr21min)

The Science of Hiring for Attitude (1hr20min)

The Science of Increasing Accountability (56min)

The Science of Influence and Communication (1hr)

The Science of Keeping High Performers Excited & Engaged (58min)

The Science of Leading Change (1hr)

The Science of Managing Difficult Personalities (1hr)

The Science of Maximizing Middle Performers (46min)

POSTMODERN

The Science of Managing Remote Employees (1hr)

PAINTING Stella alternately paints in oil and watercolor

The Science of Managing Teams (1hr11min)

The Science of Resolving Conflict (47min)

The Science of Taking the Pain Out of Performance Appraisals (1hr5min)

The Science of Emotional Intelligence (1hr2min)

The Science of Managing Millenials (42min)

Immersive Experiences:

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

The Hogan Team Workshop (by request) $

Senior Team Retreat Assessment/Training (by request) $

The Hogan Experience (2024) $

The EQ Leader (2024) $

Participate in a Senior-Level Mastermind Book Group

Facilitate a Senior-Level Mastermind Book Group

BHR Compliance Course:

BHR Legal Compliance Refresher

SUCCESS Cohort 5-week Leadership Challenge

Creating a culture of true belonging where people can embrace their full selves at work requires exceptional leaders who embody the right behaviors, support authentic teamwork, and challenge individuals to exceed their own expectations of themselves. This book is designed to help you to become that very leader--and learn more about yourself in the process. As you commit to understanding and sharing your personal leadership story over the course of this book, you'll find others will follow you not because they feel obliged to, but because they truly want to.'--Jennifer Brown, author of How to Be an Inclusive Leader; award-winning entrepreneur, speaker, and diversity and inclusion consultant

Book Description: Table of Contents:

A recent Harvard Business Review article outlining a study of over 17,000 leaders found that although on average, people begin to supervise others at age 30, most do not start to receive formal leadership training until their forties.

The Five-Week Leadership Challenge is an invaluable guide to help any aspiring leader begin a daily practice of exercises and challenges designed to develop and expand your innate leadership ability as quickly as possible. In The Five-Week Leadership Challenge, Leddin shows you how to quickly build standout leadership skills so that when the next opportunity comes along, you're the only person for the job.

The Five-Week Leadership Challenge:

Includes 35 daily challenges designed to quickly develop standout leadership skills.

Outlines the leadership habits you can practice regularly that get you noticed and promoted, based on Leddin's experience training and consulting thousands of leaders all over the world

Gives you access to additional bonus content and tools to continue honing your skills

Week 1: Gain Perspective

Week 2: Discover Purpose

Week 3: Determine Priorities

Week 4: Create Plans

Week 5: Inspire Performance

POSTMODERN

PAINTING Stella alternately paints in oil and watercolor

The Five-Week Leadership Challenge is packed with immense substance on leadership, while also being highly entertaining Through Patrick's wealth of experience, he offers us insight into leadership principles through the way we learn best--stories.

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

He then helps us apply these principles through pragmatic exercises that are meaningful enough to build your awareness, and yet bite-sized enough to internalize. From my experience working with CEOs and senior leaders from places like LinkedIn to highgrowth startups, this book hits the mark on how we can digest and apply the most important leadership principles in today's world.'

-- Prakash Raman, former executive development at LinkedIn; CEO of Raman Consulting

Leadership Development Mastermind Sessions

Creating a culture of true belonging where people can embrace their full selves at work requires exceptional leaders who embody the right behaviors, support authentic teamwork, and challenge individuals to exceed their own expectations of themselves. This book is designed to help you to become that very leader--and learn more about yourself in the process. As you commit to understanding and sharing your personal leadership story over the course of this book, you'll find others will follow you not because they feel obliged to, but because they truly want to.'--Jennifer Brown, author of How to Be an Inclusive Leader; award-winning entrepreneur, speaker, and diversity and inclusion consultant

Book Description: Table of Contents:

A recent Harvard Business Review article outlining a study of over 17,000 leaders found that although on average, people begin to supervise others at age 30, most do not start to receive formal leadership training until their forties.

The Five-Week Leadership Challenge is an invaluable guide to help any aspiring leader begin a daily practice of exercises and challenges designed to develop and expand your innate leadership ability as quickly as possible. In The Five-Week Leadership Challenge, Leddin shows you how to quickly build standout leadership skills so that when the next opportunity comes along, you're the only person for the job.

The Five-Week Leadership Challenge:

Includes 35 daily challenges designed to quickly develop standout leadership skills.

Outlines the leadership habits you can practice regularly that get you noticed and promoted, based on Leddin's experience training and consulting thousands of leaders all over the world

Gives you access to additional bonus content and tools to continue honing your skills

Week 1: Gain Perspective

Week 2: Discover Purpose

Week 3: Determine Priorities

Week 4: Create Plans

Week 5: Inspire Performance

POSTMODERN

PAINTING Stella alternately paints in oil and watercolor

The Five-Week Leadership Challenge is packed with immense substance on leadership, while also being highly entertaining Through Patrick's wealth of experience, he offers us insight into leadership principles through the way we learn best--stories.

Take a peek into a day in the life of budding artist Stella Young, and how she improves her craft

He then helps us apply these principles through pragmatic exercises that are meaningful enough to build your awareness, and yet bite-sized enough to internalize. From my experience working with CEOs and senior leaders from places like LinkedIn to highgrowth startups, this book hits the mark on how we can digest and apply the most important leadership principles in today's world.'

-- Prakash Raman, former executive development at LinkedIn; CEO of Raman Consulting

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