Ignite Leadership Development Course Catalog 2023

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C O U R S E C A T A L O G 2 0 2 3 B U R E A U O F H U M A N R E S O U R C E S

WHAT

ARE THE 5

LEADERSHIP

LEVELS OF IGNITE?

WHAT IS A LEARNING PATH?

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

Leadership 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

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

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

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 or Mastermind Sessions. Attend the Leadership Conference. Understand yourself better with our assessments & debriefs. Some assessment experiences take place over a 6month or 12-month period of time.

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

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 a period of time

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:

Crucial Conversations for Any-level & Aspiring Leaders and First-time Supervisors $

Effective Writing $

Analyzing Your Team: 16 Personalities for Supervisors & Leaders

Communicating Expectations using the Four Tendencies

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

Hogan 101 (coming soon) $

Attend The BHR Leadership Conference

(Fall) $

Apply for Leadership SD (November)

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: Leadership IQ Electives:

Choose at least one per year

Analyzing Your Team: 16 Personalities for Supervisors & Leaders

Communicating Expectations using the Four Tendencies

The Challenge of Change

Crucial Conversations for Any-level & Aspiring Leaders and First-time Supervisors

Effective Writing

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)

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

Hogan 101 (coming soon)

Attend the BHR Leadership Conference

Consider applying for Leadership SD

I'M
IN! WHERE DO I START?

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

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

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).

Any-Level Leaders Book List

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 for Any

Level/Aspiring Leaders & First-Time Supervisors $

Analyzing Your Team - 16 Personalities for Supervisors

Communicating Expectations using the Four Tendencies

Effective Writing $

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:

Hogan 101 $

Participate in an Aspiring Leader Book Group

Volunteer to facilitate a book group

Attend The BHR Leadership Conference (Fall) $

Apply for Leadership South Dakota (November)

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…

New Manager Starter Kit (50m)

Setting SMART Goals

Model the Way

Inspire a Shared Vision

Challenge the Process

Enable Others to Act

Encourage the Heart

Future Focused Leadership (24m)

The Gap

Reversing the Focus on Fear

A Shift in Focus

Real Change is Hard

High Beams on Research

And More!

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

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...

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 for Any Level & Aspiring Leaders and First-Time Supervisors

Analyzing Your Team - 16

Personalities for Supervisors

Communicating Expectations using the Four Tendencies

Effective Writing

SDLearn Electives:

Choose at least two per year:

Expert Insights: Managing Up

New Manager Starter Kit

Future Focused Leadership

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

alternately paints in oil and watercolor

Immersive Experience Electives:

Choose at least two per year

Hogan 101 (coming soon)

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

Consider applying for Leadership South Dakota (November)

POSTMODERN PAINTING Stella

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.

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

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

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

Worker's Compensation: The Team Approach

BHR Core Supervisory Courses:

Interview and Selection

Adventures in Onboarding (Fall 2023)

Having Hard Conversations

Civil Treatment Workplace for Leaders $

CPC: Taking the Coach Approach

BHR Leadership Electives:

Crucial Conversations for Any Level & Aspiring Leaders & First Time

Supervisors $

Analyzing Your Team - 16 Personalities for Supervisors

Communicating Expectations using the Four Tendencies

Immersive Experience:

Hogan 101 $

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

Leadership: Practical Leadership Skills (2hr41m)

What is a Leader

Motivation

Leadership Styles Part I & Part II

Delegating

Leadership and Change (1hr4m)

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

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

Adventures In Onboarding (Fall 2023)

Documenting Discipline Toolkit

CPC: Taking the Coach Approach

Complete by August 2023

Civil Treatment Workplace for Leaders

Complete within the first six months:

BHR Legal Compliance Training (Coming soon)

ADA

FMLA

Interview and Hiring

Conflict of Interest

Harassment

Workers' Compensation: A Team Approach

Year 4-5 Supervisors:

Choose one immersive development experience each year:

Hogan 101 (Coming Soon)

Consider applying for Leadership SD (Nov)

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 for Any Level Leaders & First Time Supervisors

Analyzing Your Team - 16 Personalities for Supervisors

Communicating Expectations using the Four Tendencies

Choose at least one per year:

Hogan 101

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

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

What 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:

The EQ Leader (coming soon) $

The Hogan Experience (coming soon) $

Participate in a book Mastermind Group or Book Group

Facilitate a Mastermind Group or Book Group

Participate in a Mastermind Group or Book Group

Consider applying for Leadership SD (Nov)

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)

The Science of Managing Remote Employees (1hr)

The Science of Managing Teams (1hr11m)

The Science of Resolving Conflict (47m)

POSTMODERN 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:

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

Crucial Conversations for Mid-Level & Senior Level (Fall 2023) $

Crucial Accountability (Crucial Conversations must be completed) (Summer 2023) $

The Challenge of Change Help Them Grow

Having Hard Conversations

Effective Writing $

Analyzing Your Team - 16P for Supervisors

Communicating Expectations using the Four Tendencies

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

Adventures In Onboarding

Having Hard Conversations

CPC: Taking the Coach Approach

Complete by August 2023

Civil Treatment Workplace

BHR Compliance Courses:

Complete any not yet completed:

BHR Legal Compliance Training (Coming Soon)

ADA

FMLA

Interview and Hiring

Conflict of Interest

Harassment

Workers' Compensation

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 for Mid-Level & Senior Level

Crucial Accountability (Crucial Conversations must be completed)

The Challenge of Change

Help Them Grow

Having Hard Conversations

Effective Writing

Analyzing Your Team - 16P for Supervisors

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

Communicating Expectations using the Four Tendencies

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

ParticipateinaMastermindGrouporBook Group

FacilitateaMid-LevelorExperienced SupervisorMastermindGrouporBook Group

TheHoganExperience(comingsoon)

TheEQLeader(comingsoon)

AttendtheBHRLeadershipConference (Fall)

ConsiderapplyingforLeadershipSD(Nov)

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

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

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
Mark Petitpas | 2021 Dhawan | 2021

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 Supervisory Electives:

Crucial Conversations for Mid-Level Managers, Experienced Supervisors, & Senior Leaders (Fall 2023) $

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

The Challenge of Change

Effective Writing $

Help Them Grow

CPC: Taking the Coach Approach

16 Personalities for Supervisors & Leaders

Communicating Expectations using the Four Tendencies

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)

The Science of Managing Remote Employees (1hr)

POSTMODERN 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 (coming soon) $

The EQ Leader (coming soon) $

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:

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.

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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.

alternately paints in oil and watercolor

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

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

Adventures in Onboarding

Communicating Expectations Using The Four Tendencies

Analyzing Your Team Using 16 Personalities

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 Using The Four Tendencies

Help Them Grow

Analyzing Your Team Using 16 Personalities

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 Talent Manager: Engaging Today's Talent

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

CPC (Continuous Performance Communication): Taking the Coach Approach

Having Hard Conversations

Help Them Grow

Interview and Selection

Adventures in Onboarding

Communicating Expectations Using The Four Tendencies

Analyzing Your Team Using 16 Personalities

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

Documenting Discipline

Four Tendencies

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

The Science of Managing Difficult Personalities

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

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

16 Personalities for Supervisors & Leaders

Communicating Expectations Using the Four Tendencies

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

16 Personalities for Supervisors and Leaders

Communicating Expectations Using the Four Tendencies

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

16 Personalities for Supervisors and Leaders

Communicating Expectations Using the Four Tendencies

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.

POSTMODERN PAINTING Stella alternately paints in oil and watercolor

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

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 TheScienceofLeadershipAcademy

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

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 TheScienceofLeadershipAcademy

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