Leadership Development

Stay in touch with the latest in leadership development and management training ideas and practices.

This unique volume offers ready-to-use, proven activities to introduce and develop key skills in leadership training. Each activity includes clear objectives, detailed instructions on how to run the activity, and reproducible participant materials.

Activities Cover: Leadership theories... Team building... Values and beliefs... Visionary leadership... Recognition and rewards... Change and risk taking... Professional development... Mentoring...

Training Objectives: Develop key leadership skills... Recognize and address skills needing further development... Identify ability to take risks and initiate change... Encourage creativity to enhance visioning skills... Build strategies for personal development...

Training Methods: 16 written exercises encourage personal reflection and development... 2 role-play scenarios aid the transfer of learning from the workshop to the workplace... 14 self-assessments help participants identify their values, beliefs, and leadership style... 14 group exercises call on participants to work together toward a common goal... 4 closure activities provide an interesting way to end a training session.

300 reproducible pages/ 3-ring binder/ $149.95

For years, the popular 50 Activities for Developing Leaders, Volume I, has helped trainers effectively introduce and reinforce key skills in leadership training. Now the all-new, second volume reflects the best and latest thinking on leadership theory making it the best tool available for building leadership skills, attitudes and competencies.

Developed by two veteran leadership experts, the second edition offers 50 ready-made, proven activities organized into four modules that focus on:

• Laying the groundwork for a workshop that makes an impact
• Developing the individual leader
• Setting an example so others will want to be leaders, too
• Helping leaders excel and perform at their best.

The activities help leaders:

Build trust / Be ethical / Teach / Coach / Facilitate meetings / Develop their careers / Create balance / Respond to change / Handle conflict / Be creative / Self-promote

This title is divided into five sections. Each section has ten exercises designed to stimulate discussion and promote inquiry regarding business ethics. The activities focus on Leadership, Corporate Citizenship, Salesmanship, Management, and Teamwork. Contributing to this collection is a range of trainers from a wide variety of disciplines and locations, including Europe, India, Canada, and a broad cross-section of the United States.

Training Objectives include: Increase ethics awareness among managers, teams and sales personnel; Help develop values and guidelines; Provide training activities to support organizational ethics policies ; Provide activities for practice in ethical decision-making. ....... Training Methods include: Icebreakers; Assessments; Role plays; Games.

300 pp/ 3-ring binder/ $149.95

This instrument is a stimulating new addition to existing supervisory and management development workshops on change, teams, and leadership. The 20-item questionnaire can be completed and self-scored in 15 minutes, and includes brief and insightful interpretive material. The Trainer's Guide includes training designs, a lecturette, norms, and references. The result is a complete program of assessment, training, discussions, and development of your managers and supervisors.

Increase management effectiveness through improved motivation skills. This proven instrument is based on the classic motivation theories of Maslow and Herzberg which identify motivating factors in terms of an individual's security, social, self-esteem, and self-actualization needs. Managers will learn to understand their own motivations as well as take into account employees' motivations as they relate to performance and change issues.

Managing by Motivation teaches leaders and managers how to capitalize on employees' natural motivators rather than focusing on external motivators that are less relevant to them.

Purchase Trainer's Guide for $49.75

This customizable skill-based workshop Template is designed for employees in the organization who will be or are currently in a supervisory or management position. All the information and exercises can be easily applied to work-related situations. Practical Leadership is designed to be facilitated in up to two-days, or if you prefer, in a series of short-term meetings.

Participants will learn to: Distinguish between management and leadership; Use followership as a method to determine their leadership abilities; Identify and apply the skills of other effective leaders; Identify and deal with any blocks to their success as a leader; Recognize the emotions of others in determining how to gain followers; Position and present their ideas or solutions to the emotional level of others to gain better listening and greater receptivity; Work with the difficult negative emotions and still gain followers; Deal with "value" challenges in leadership positions.

Skills covered include: Understanding Leadership and Followership; Assessing Your Management and Leadership Skills; Identifying the Skills of an Effective Leader; Identifying Blocks to Leadership; Recognizing the Emotional Level of Others; Determining How to Position Ideas and Solutions to Gain Followers; Deciding How and What to Say to Gain Followers; Working With an Angry Person; Managing Your Own Anger; Identifying Blocks to Successful Performance

Using the power of Microsoft Word 2000, you can modify, change, edit, delete, import, export, copy, paste, add color, logos, clip art, fonts, etc., to this program, just as you would any Word document! On this CD is an original template of the Participant's Workbook and Facilitator'™s Guide. This CD can be used in any IBM compatible computer with Windows 95/98/NT and Microsoft Word already loaded.

Practical Leadership Workshop Template in Word and PowerPoints $149.00

This collection of activities and exercises will provide managers with the skills they need to get positive results from their employees. The activities utilize experiential learning techniques to develop core managerial competencies.

Activities Cover: - Group Development; - Assertiveness; - Leadership; - Problem Solving; - Evaluation; Decision Making.

Active Management/ 300 pp/ 3-ring binder/ $95.00

As its iconoclastic and tough-minded CEO, Jack Welch literally revolutionized General Electric, taking it from sales of $ billion in 1980 to $60.2 billion in 1991. In this frank and wide-open interchange, Jack Welch talks with leadership expert and author Warren Bennis, examining how the elements of speed, simplicity and self-confidence translate directly into measurable improvements in performance.

Program objectives include:... Provide a candid look at the breakthrough strategies and revolutionary actions that have transformed GE during the last decade;... Encourage application of GE's winning equation for success to transform organizations;... Explore the concept and realities of boundaryless behavior;... Reveal revolutionary GE "boundary busters" such as Work-Out and 360° Evaluations;... Examine the true benefits of speed, simplicity and how they can force a company outside of itself. Produced by Hilton-Sucherman.

35 min. Includes Viewer's Handbook.

VHS 5-Day Rental $200

Managers and supervisors will sharpen their analytical and decision-making skills with this new collection of fully reproducible case studies. Based on actual, real-life situations, these exercises prepare supervisors and team leaders for the challenging problems they face in today's complex workplace. Each case study includes: Summary of the case... Discussion questions which evoke thought and analysis... Suggested solutions to the problems presented.

Training Objectives: Improve participant's listening skills... Empower employees to negotiate... solutions fairly... Provide opportunities for participants to practice new skills in a supportive environment... Illustrate the skills needed to respond productively to complex issues...

Activities Cover: Performance appraisal... Managing effectively... Sexual harassment/discrimination... Managing disruptive employees... Coaching/counseling employees... Hiring the right person.

400 pages/ 3-ring binder/ $149.95

Developing a high level of operational discipline is the foundation that supports any successful management system. Operational discipline is defined as "a consistent pattern of desirable behavioral choices that support successful human activity." This program explores the 15 characteristics that we should seek during any interaction with others.

Total Quality Management systems are naturally enhanced, and profitability can be maximized when an organization displays the representative behaviors of operational discipline. Behavior-based safety programs, process-safety management programs or environmental risk management systems can also benefit from promoting a high level of operational discipline.

This training program includes self-evaluation, development tools, and discussion questions. It helps readers assess their personal, as well as their team's and organization's level of operational discipline.

Discovering Operational Discipline introduces the synergistic relationships between business excellence, operating excellence, and operational discipline for an organization. Help your workforce discover the advantages that reveal themselves when everyone practices a high level of operational discipline.

Facilitator's Guide with full lesson plan, PowerPoint presentation, and group activities/ 150 pp/ 3-ring binder with diskette/ Code..DODFG/ $195.00

Participant Workbooks (pack of 5) / $60.00

There are some broad categories from which most good leaders will draw. Ideally, these categories should be viewed as pieces in a "leadership jigsaw." Although no one piece makes for effective leadership by itself, each piece does work in combination with the others to reveal a fully integrated model.

The Leadership Effectiveness profile is a self-scoring assessment of an individual’s relative skills in the critical area of leadership. The eight competencies that contribute to good (or bad) leadership are viewed separately to create an overall profile. The competencies assessed are: 1- Emotional Intelligence / 2- Directional Clarity / 3- Change Orchestration / 4- Reciprocal Communication / 5- Contextual Thinking / 6- Creative Assimilation / 7- People Enablement / 8- Driving Persistence

Interpretive information and action-steps for both high and low scores are included. The Facilitator’s Guide includes steps for administration.

The complete package comes with one Leader's Guide plus one Assessment Profile / $99.95

Additional Profiles are sold in a pack of 5 each / $49.75

Understanding how we impact others is the foundation on which to build effective communication and influencing skills.

The Influencing Style Clock, developed by Stewart Mitchell, Mariana Brkich and Jon Warner, will help increase self awareness and identify how to successfully influence others. This 32 item self scoring assessment helps employees identify and improve the ways they influence others at work. It is a powerful tool for leadership, team building, career counseling, personal development and sales training. This instrument identifies four influencing styles:

The Visioner / The Regulator / The Orchestrator / the harmonizer

Participants will learn to recognize the four influencing types, identify their greatest style preference and develop practical strengths for influencing others in work and non-work situations. They’ll also create a personal action plan for improving their influencing skills. Influencing Style Clock Assessments – Pack of 5 $49.75

If your actions inspire others to dream more, learn more, do more and become more, you are a leader.

-- John Quincy Adams

John Quincy Adams, the sixth President of the United States (1825-1829) managed to summarize the requirements of true leadership in one simple sentence. He observed that leadership is about inspiring others to dream more, learn more, do more, and become more. Here is a test that offers you a way to measure your leadership qualities as defined by Adams, with examples for putting them into action.

During the last week:

Washington, DC Metro Station on a cold January morning. A man with a violin plays six Bach pieces for about 45 minutes. During that time approx. Two thousand people passed through the station, most of them on their way to work. After three minutes a middle-aged man noticed there was a musician playing. He slowed his pace and stopped for a few seconds and then hurried to meet his schedule. 

Four minutes later: The violinist received his first dollar: a woman threw the money in the hat and, without stopping, continued to walk. 6 minutes: A young man leaned against the wall to listen to him, then looked at his watch and started to walk again. Ten minutes: A three-year old boy stopped but his mother tugged him along hurriedly. The kid stopped to look at the violinist again, but the mother pushed hard and the child continued to walk, turning his head all the time. This action was repeated by several other children. Every parent, without exception, forced their children to move on quickly. 45 minutes: The musician played continuously. Only six people stopped and listened for a short while. About 20 gave money but continued to walk at their normal pace. The man collected a total of $32. 1 hour: He finished playing and silence took over. No one noticed. No one applauded, nor was there any recognition.

The violinist was Joshua Bell, one of the greatest musicians in the world. He played one of the most intricate pieces ever written, with a violin valued at $3.5 million dollars. Two days before, Joshua Bell sold out a theatre in Boston where the price of seats averaged $100. This is a true story. Joshua Bell playing incognito in the metro station was organized by the Washington Post as part of a social experiment about perception, taste and people's priorities. The questions raised: in a commonplace environment at an inappropriate hour, do we perceive beauty? Do we stop to appreciate it? Do we recognize talent in an unexpected context?

One possible conclusion reached from this experiment could be this: If we do not have a moment to stop and listen to one of the best musicians in the world, playing some of the finest music ever written, with one of the most beautiful instruments ever made, what else are we missing?

Lessons for leaders: Do you make it part of your responsibilities to search for, discover, and recognize talent in unexpected places around you at work? Do you think that your admin assistant who runs the office so smoothly day in and day out is a violinist playing to no audience? What about other people on your team? What about doing something about this, right now?

Building Interpersonal Influence is a comprehensive 2-day training course exhibiting the highest standards of instructional design. It is a fully modular, trainer-led curriculum. Now you can re-create a course developed at 20 times your cost to teach high impact influencing skills through experiential instruction.

Persuasion and the ability to influence are of paramount importance in many business situations. This workshop shows participants how building influence in relationships can help them be more effective in accomplishing their work responsibilities. The course uses the Insight Inventory to identify personality types and tendencies and to build influencing skills through improved communication. The workshop is ideal for team leaders, managers, sales and customer service professionals, and anyone else who must maximize their positive impact on others to increase effectiveness on the job.

Instructor's Guide & Participant's Guide $495.00

Additional Participant's Guide $100.00

Where can you focus your leadership to improve employee attitudes and make the greatest difference in their performance? This 60-item leader questionnaire provides the answer for busy leaders—quickly and easily.

Uncover what turns on your employees about their workplace, work, associates and leaders. Apply what you learn to build enthusiasm, unleash initiative, and achieve your organization's most challenging goals.

The eye-opening Profile of Leadership Opportunities (POLO) covers 10 essential leadership domains: Commitment, communications, leader's perspective, supervision, innovation, the workplace, transitions, encouragement, decisions, and employee development. The tool is self-scoring, takes only a few minutes to complete, and comes with coaching tips and a simple action plan.

POLO Assessment for 5 users for $49.75

Francois Basili

New York’s late Mayor Edward Koch, whose funeral on Monday, February 4, 2013 was attended by former President Bill Clinton and many other dignitaries, one day said to a young man who asked him for advice about leadership: To be a leader, you have to be larger than life so you can inspire people to follow you. All those who spoke at his funeral who knew him very well, said that he lived up to his own advice - he was indeed larger than life. And they described Koch as the quaint essential New Yorker; a colorful, forceful, and truthful political leader who said what was on his mind with passion that compelled others to respect him, even when they disagreed with him. There are a number of important lessons of leadership we can learn from the life and work of Ed Koch:

Emotional Intelligence: In his talk about the departed Mayor, former President Clinton said: “Ed Koch had a big intellect, and a bigger heart.” A key leadership quality is the ability to feel for real people in order to gain their trust as followers. Pure intellect might make a great scientist, but it is not sufficient for a leader. A great leader needs a high level of emotional intelligence so he or she can develop a better understanding of self and others, and the ability to manage self and the relationship with others - all of which are dimensions of emotional intelligence.

High Engagement: Ed Koch was fully and constantly engaged with his work, his ideas, the people around him, and life as a whole. He would talk to the press, to the average person in the street, to his staff, and to his opponents, all the time. He was famous for asking for feedback on his performance, asking people in the streets: How am I doing? His zest for life was obvious and so was his passion for his work and its impact on people. His tombstone says he "fiercely" defended New York City and loved its people and America.

Authenticity: Ed Koch was true to himself and always said what he believed, not what was good for his image or political interest. A close friend said that when he met Ed the first time as a young activist, Ed asked him to join his organization. The friend said to him: You want me to join because I’m Italian. Ed surprised him by saying: You’re right. He did join him and became a colleague and friend ever since.

Appreciation of Diversity: New York City is the most diverse place on earth, with people from all over the world live and work in it side by side, carrying with them all their differences. A leader who does not appreciate cultural differences cannot lead this city effectively. Ed Koch celebrated differences and embraced diversity. Koch, who was Jewish, asked to be buried in the Trinity Church cemetery because it was near a subway so people can easily visit.

Vision and Ability: New York before Ed Koch was in a terrible shape, physically and fiscally, and almost went bankrupt under his predecessor Mayor Beame. Koch revived it by having a vision of a better status and role for it, and by having the courage and ability to implement that vision. After twelve years of his reign, New York experienced decline again at the hands of Mayor David Dinkins. This is a clear example of the vital role of the leader in determining the fate of the entity he or she leads, whether a company, a city, or a country. With the same people, the same resources, one leader brings a city of 8 millions down terribly, while another lifts it up marvelously. This is the power of leadership. Yes: One Man Can!

* Francois Basili is President of HumaNext, a New Jersey based employee training company. To attend the company’s upcoming training event please visit: http://www.humanext.com/HumaNext-Events.html 

The Strategic Leadership Game uses entertaining Tangram puzzles to bring home the importance of how you manage task performance. It highlights learning points having to do with both dimensions of the classic managerial leadership grid: structure and support.

Game A: Work Orders, simulates a normal or typical task assignment in many workplaces. Participants are delegated a task with clear output criteria, but without any useful performance support or structure.

Game B: Coaching Cards also simulates routine assignments, but participants are placed in pairs, one as manager and one as employee, and manager’s are responsible for supporting the employee’s efforts.

Complete Strategic Leadership Game set/ Code: HR-SLG/ $99.95

Overview

A Comprehensive three-day curriculum designed to provide leaders the experiential learning practices necessary tofully master the appropriate use of four leadership strategies

• Relate.
• Coach.
• Delegate.
• Instruct

Features .

• Carefully crafted Leader's Guide simplifies training delivery
• Curriculum includes training and practice on critical leadership competencies that leverage a participant'a ablity to apply strategic leadership effectively.

Key Benefits

Participants will:

• Learn to assess and identify an effective work climate, and understand the implications of work climate or managing for high performance.
• Self-assess their leadership strategies in varying circumstances of employee capability, performance, and need for leadership.
• Develop task-management (performance-focused) and people management (performer-focused) competencies in the context of different leadership strategies.
• Identify when and how to "flex" their leadership strategies based on the needs of employees.
• Develop, through practice, interpersonal leadership skills to improve performance and coach employees to reach their fullest potential.
• Understand and appreciate the advantages of using the strategic approach to leadership.

Includes:

• Leader's guide
• Power Point presentation
• Participant's Coursebook

Purchase Workshop: One Leaders's Guide and one Participant Coursebook/ $495.00

Additional Participant Coursebook/ $150.00

Alexander Watson Hiam.

Restructuring and reengineering. Downsizing and cost reductions. Regulatory and legal requirements. Increased competition and pressure to do “more with less.” In today’s challenging leadership environment, it is difficult to achieve or maintain acceptable performance levels. Unfortunately, traditional management approaches and tactics may not produce the desired results. Leaders can make more progress when they take a revolutionary, new approach to leadership . . . a strategic approach.

Why a strategic role for leaders?

Employees have varied needs based on the work they are doing and what skills and attitudes they bring to it. Strategic leadership responds to these varying needs with appropriate strategies to guide the leader’s efforts. The leader chooses from a handful of general strategies, then uses judgment, experience and creativity to find (many) good ways to implement the strategy, depending on the circumstances.

Strategic Leadership Type Indicator (SLTi), Leader’s Self-Assessment gives leaders the powerful knowledge and insight to adjust their approach to reflect employee capabilities and desires.

The SLTi Leader’s Self-Assessment is:

• An innovative assessment tool
• A model of leadership behaviors
• A prescriptive job aid for managers and other workplace leaders

SLTi helps leaders understand their own patterns of responses to varied leadership contexts and shows them how they can respond more effectively.

• Part I is a self-assessment that gives leaders feedback about their use of multiple leadership strategies. In each of the 16 case studies leaders are asked to read descriptions of possible responses and decide how well they think each response would work.
• Part II guides participants in selecting the best strategy for a context.
• Part III illustrates how leaders can develop their direct reports using these strategies.

Alexander  Hiam.

Do your own training using this practical administration and interpretation guide. The Facilitator's Manual provides up tp six hours of training design formats based on the SLTi Leader's Self-Assessment, walks you through a PowerPoint presentation and includes helpful teaching tips.

Includes:

• Facilitator's Manual, plus
• Supplemental Module: Case Analysis
• Interpretation and Choosing Leadership Actions Worksheet
• PowerPoint presentation
• One Participant's workbook

Facilitator's Manual with 1 Participant Workbook/ $495.00

Additional Participant's Workbooks (pack of 5)  $99.75

The Strategic Leadership Video

Add to your Strategic Leadership training program with this great new 18 minute video program. Cover all the concepts and implications of the Strategic Leadership process either in a classroom or self-development setting using this video. Purchase the Stratigic Leadership Video alone for  $695.00

Take a look at our vast collection of training videos on leadership and management development at our dedicated website:

www.videos4training.com

Ron A. Carucci, Josh Epperson, Lela Tepavac

September 2010

Generational differences in organizations are creating significant relational and leadership dynamics that organizations are finding increasingly difficult to address. With a significant number of leaders planning to retire, there is an urgent need within organizations to develop emerging leaders. It is essential for organizations to bring emerging leaders together with incumbent leaders to create a dynamic leadership development and knowledge transfer program.

This workshop will invite leaders of multiple generations to practical conversations that help remove the inherent barriers to productive relationships between incumbent and emerging leaders. While there is much information available on generational demographics, the focus of this program is on the relational aspects of generational dynamics.

Based on research within organizations, Carucci and colleagues have identified six patterns that distinguish distressed relationships from powerful relationships between incumbent leaders and emerging leaders. The patterns are indicated as: rank, meaningful conversation, inclusion and engagement, dreaming, generosity, and gratitude. The workshop will explain and assess these patterns as well as explore how these patterns promote or hinder cross-generational relationships. The workshop includes case studies, role plays, journaling exercises, and action planning tools.

The accompanying participant workbook will include case studies, self-reflection exercises, and strategies for a follow-up development plan.

Facilitator’s Guide. This comprehensive Facilitator’s guide package includes case studies and role play exercises, scripts for ½ day, 1 day and 2 day workshops, powerpoints, lecture content, models and frameworks, action planning and instructions for using the assessment tool Loose-leaf 250 pages/$199.00

Participant Workbook. This comprehensive Participant Workbook includes exercises for the workshop and self-directed exercises to continue development after the workshop. Additionally, there are action planning tools and instructions for using the assessment tool. 144 pages at $49.00

Self-Assessment: Incumbent. This self-assessment will provide the items for assessing the behavioral aspects of the six patterns in the incumbent leaders and how they interact across generations in an organizational context. Paperback / 32 pages /$12.00 each

This program has 5 modules with a participant workbook for each module.

Inspire A Shared Vision Workbook $29.00

Model the Way Participant Workbook $29.00

Encourage the Heart Participant Workbook $29.00

Challenge the Process Participant's Workbook $29.00