Leadership Development

Can you help me get these concepts to my management teams so they can all be on the same page?

Sometimes you need key people to understand the principles and approach in order to design, develop and deliver your intended strategy and role clarity. Sometimes you need to cascade the knowledge through different levels or groups of managers to implement a design you have. COREinternational is committed to knowledge transfer and helping your organization to become self-sufficient with the principles and solutions we provide.

Training

COREinternational offers some standard training sessions that can be tweaked or highly customized for your purposes in leader development and organizational effectiveness capability building.

Defining work expectations
Managing team and individual performance
Work level and capability assessment
Managerial practices for managers and managers-once-removed
Accountability-based principles for individual contributors

Defining work expectations (4-5 hours)

This session helps managers at all levels develop skills to meet their generic managerial accountabilities. It focuses on effective work delegation and context setting. Specifically, participants learn how to

  • differentiate among ongoing, project, and cross-boundary accountabilities
  • clarify accountability for outputs by differentiating among different types of work
  • set context so team members understand how their work fits within departmental goals and the company’s strategy
  • define and quantify performance expectations in the form of quantity, quality, time, and resources
  • hold accountable conversations (authentic requests and promises)

Managing team and individual performance (4-5 hours)

This session helps managers at all levels develop skills to meet their generic managerial accountabilities. It focuses on managing work flow and improving individual and team effectiveness. Specifically, participants learn how to

  • plan their own and their function’s work
  • hold effective team meetings
  • appraise the personal effectiveness of team members
  • coach team members
  • carry out merit reviews
  • deselect team members if appropriate

Work level and capability assessment (1 day)

In this session, managers and managers-once-removed learn how to assess the complexity of work and the capability of individuals, to ensure a proper match between the two and the proper levelling of reporting roles. It also stresses the different accountabilities of managers and managers-once-removed, and helps managers-once-removed begin the process of talent pool evaluation and development. Specifically, participants learn how to

  • accurately assess a role’s level of work
  • use a role-fit formula to determine if a candidate is an appropriate fit for a particular role, and be able to articulate the reasons for their decision
  • use diagnostic questions to make sound judgments about people’s current and future potential capability
  • understand how people’s mental processing skills are likely to develop over time

Managerial practices for managers and managers-once-removed (3 days)

Managers and those who manage managers have unique accountabilities that some (often those who are considered “great managers”) intuitively carry out. Holding managers accountable for carrying out their managerial practices ensures a whole company of “great managers”! This training, which can be customized to address current organizational issues, teaches managers how to

  • identify managerial accountabilities and authorities
  • communicate to build trust
  • delegate work and set context effectively
  • provide appropriate rewards and recognition
  • manage role relationships among team members and across boundaries
  • coach team members and assess performance

A similar program for people who manage managers includes providing mentoring for employees two levels down and ensuring equity in the way those employees are managed.

Accountability-based principles for individual contributors
(3 days)

Not everyone who works in an organization values managing people. Individual contributor roles provide valuable specialized services and knowledge. This session helps individual contributors to better understand their roles in an accountability-based organization and to

  • clarify roles and role relationships
  • understand different output accountabilities
  • identify their own level of work and that of their clients
  • gain skill in acquiring the appopriate degree of participation in decisions
  • identify their need for and sources of support within the organization
  • more effectively identify problems and engage in peer problem-solving

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