The objective of Loyalty Factor’s Leadership Management Development program is to enhance individual and team capacity to achieve company objectives by improving participants’ ability to lead and manage others. The program consists of four-hour modules that are customized to meet the specific needs of our clients. A sampling of these modules is described below. Loyalty Factor is also available to develop additional modules to address particular developmental areas not covered in the modules below.

1. Leading and Managing for Commitment

In this module, participants will learn the difference between leading and managing. The 10 characteristics of effective leaders will be described and discussed, including enrolling people in the possibility and never doubting what people can do and what they can achieve. From this module, participants will gain a clear understanding of what their communication style is and how to communicate most effectively with the individuals that they manage. They will also learn how to flex their communications style to motivate and engage all styles of individuals within the organization.

2. Coaching for Commitment

Effective coaching is a key method for increasing productivity and profitability in an organization. Recent studies have shown that 85% of the workforce wants holistic coaching so that they can continually improve and grow. In this module supervisors and managers will learn a systematic process for intrinsically motivating their employees. This five-step coaching process teaches managers to use questions as their most powerful asset. In the program, we will outline a key questioning strategy for each step in the process. By using this process, managers will encourage employees to enhance individual performance and increase their contributions to the team.

3. Changing Behavior by Changing Belief

Depending upon a person’s background and prior experiences, they will have a certain belief structure. This belief structure causes some individuals to feel that they are performing better than they actually are, and causes others to lack confidence in the good job that they are in fact doing. In this segment, managers will examine the confining beliefs of hopelessness, helplessness and worthlessness as well as the corresponding inflated beliefs. They will explore the causes and effects of these limiting beliefs in the workplace and learn how to manage and change the behaviors of individuals with limiting belief structures.

4. Leading with Emotional Intelligence

The most effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In this module we discuss the hallmarks of the four components of emotional intelligence: self-awareness, self-management, social awareness and relationship management. Individuals will complete a self-assessment inventory that correlates their emotional intelligence with a leadership style – coercive, affiliative, democratic, pacesetting, coaching or authoritative. We will discuss the impact of each of these leadership styles on organizational climate in general and on your organizational effectiveness in particular. Finally, we will explore the necessity and value of using just the right style at just the right time in just the right measure to produce the desired business results.

5. Career Planning and Development

Helping individuals achieve their full potential is the mark of a good leader. In this module managers will learn how to determine the amount of direction and support to give to their direct reports based upon their employees' level of competence and commitment. They will also learn a process and questioning strategy to gain focus and commitment from their employees to pursue their own personal and professional development. These techniques assist managers in encouraging employees to maximize their learning and take the appropriate amount of responsibility for their own personal professional development and career planning.

6. Situational Leadership

In this module, managers will learn how to adapt their Leadership style depending upon the situation and goals of their employees. Utilizing these techniques will help managers to encourage employees to maximize their talents, learnings and take responsibility for their actions. Managers will learn how to be versatile in switching their styles.

7. Managing Your Employees’ Learning

In this module supervisors and managers develop an understanding of how personal styles affect the learning process. Through the experience of learning new tasks themselves, first in an assigned mode and then in a self-selected mode, participants will understand the power of involving employees in their own learning process. Participants will identify alternate strategies for conducting their actual on the job learning/training processes in order to meet all employees' preferred learning styles. Both individual and group learning processes are incorporated into this highly experiential session, in order to further enhance teambuilding within the management team.

8. Managing Today’s Multigenerational Workforce

Never before in the business world has there been such a diversity of generations in the workforce, the Veterans (1922-1944), the Boomers (1945 – 1960), the Xers (1961 – 1980) and the Nexters (1980 – 2000). Each of these generations has different values, needs and motivating factors, which can sometimes make it challenging for managers to understand where their employees are coming from. In this module we discuss the various generations that presently coexist in the workplace. We review their typical traits and explore what each of these generations is looking for from an organization. In this module, managers will learn strategies for motivating, coaching and developing employees from different generations, allowing them to create an environment that is conducive to attracting and retaining talent from a cross-section of individuals.

9. Building Individual and Team Momentum

Study after study has shown that teams are more productive and creative when they can achieve high levels of participation, collaboration, and cooperation among members. In this module we will identify and practice processes for managers to build mutual trust among their direct reports and develop a sense of both group identity and group efficacy in order to produce higher productivity. On both an individual and a team basis, effective managers also consistently recognize effort and reward results. This module will help participants develop the skills to motivate, recognize, and reward employees’ productive behavior. We will explore both individual and team motivators and identify specific reward and recognition strategies for participants to employ with their direct reports.

10. Time Management

Time management is not a single issue, it is multidimensional. During this module, each individual will be provided a time management assessment, which will highlight their strengths and weaknesses in various categories including goals, priorities, interruptions, delegation and procrastination. Each individual will develop an individual improvement plan to change habits and build action plans for the future.

11. Managing Managers

Individuals are promoted to management levels because they have demonstrated the skills, attitude and experience needed to fulfill their new roles. However, many times their managers forget that these individuals are the key to their future success via delegation and managing individual contributions. In this module we will discuss how managers need to support and empower their managers for increased productivity and profitability.

12. Managing Ego’s in the Work Environment

Each person has different behavioral characteristics. At the same time, we all have egos that are projected in different ways. This segment will concentrate on dealing with the various types of egos that we encounter in the work environment, how these egos project

themselves, and how we can more efficiently work with other’s egos and manage our own.

13. Conducting Masterful Meetings

In today’s business world, there are meetings, meetings and even more meetings. If you ask participants in these meetings how many are effective, most will unanimously agree that little was accomplished, objectives were not clear, and the result was the setting up of a follow on meeting. During this session individuals will learn how to prepare for a meeting, the four critical things that they need to do when they start a meeting, the most effective strategies for preventing dysfunctional behavior within a meeting and how to implement a decision making process for resolving disagreements within the meeting. In addition they will learn how to close a meeting properly so that everyone understands what has been decided and the outstanding issues that still need to be resolved as well as effectively communicated and outlined future action plans and needed follow ups. Participants in this session will learn how to create masterful meetings that are effective and productive (whether they be large, small, in person of teleconferences).

14. Succession Planning

With the Boomers retiring, there is a huge void in knowledge, skills and talent. This program will bring forth the statistics showing the importance of succession planning, and effectively recruiting, retaining, managing, and developing the Xers and the Nexters who are the workforce of the future. The program will highlight what types of succession planning programs are most effective, and how they should be organized, implemented and the timing associated with them. In addition we will analyze how to identify which will be the most critical positions for future growth.

15. Managing Through Change

In today’s fast moving business environment, companies cannot settle for incremental improvements and must periodically undergo performance transformations to get to and stay at the top. Transformations require extraordinary amounts of energy on the part of everyone within the organization. The key to creating this energy within an organization are the managers and leaders within the organization. They rally people towards change, transformations and a better future.

In this session, managers and leaders will learn how to create an environment that is open to change; how to build the trust that reduces resistance to change so people will follow them throughout the change process. Managers and leaders who are skillful at facilitating change will realize that every communication and interaction that they will have with each team member is an opportunity to build trust. We will explore how they need to consciously choose their words and actions to ensure that they are building trust.

16. Interviewing that Creates Engagement and Long Term Commitment

Today’s fast paced business world requires having the best talent in the right places at the right time. It requires having self directed people who are committed to excellence, maximizing their strengths, and meeting their personal goals while at the same time meeting the corporation’s growth objectives. In this session, participants will learn how to effectively determine the attitude, skills level, work ethic and motivational level of the people they are interviewing – all in a 45-60 minute interview. We will outline a questioning / discussion strategy that when utilized provides the interviewer with a solid understanding of the candidate’s goals, objectives, motivations, prorates in life and skill levels. In summary, increasing the level of engagement of new hires and maximizing results to the organization.

17. Conflict Management