Course outline

Duration : offered in 10 half-days or 5 full-days

You want to improve your leadership practices, maximizing your performance and impact in today's workplace? This training path is for you. Communicating effectively, structuring work and motivating a team while facilitating collaboration in a virtual environment are all learnable skills. The modules in this action-oriented training path are aligned with today’s business reality. The courses provide participants with relevant and practical tools that are immediately transferable to the work setting.
Audience	New managers Whether you manage people, products or projects, acquire the skills you need to succeed from day one. Experienced managers Enhance your management skills by applying practical tools from our experienced leader-facilitators and experts. The next generation Start preparing for a future management role by accessing the best tools in a learning community.
Prerequisites	None
Be ready to...	Gain confidence in your role as a team manager Elevate your leadership maturity Manage your team with a human approach Implement new influence and collaboration strategies Mobilize your team, and generate collaboration and commitment toward achieving business results ... and drive immediate value for your organization Foster a healthy, humane work environment Develop high-performance teams working toward a common goal Foster an inclusive, collaborative culture Facilitate adaptation to organizational changes and challenges Enhance employee commitment and retention
Contents	Session 1 Acting impactfully Knowing yourself to determine the skills you need to develop so you can be the manager you want to be Assessing your leadership skills and identifying your development priorities Taking concrete action on management traps Making difficult choices to be in sync with circumstances Having quality conversations Developing listening skills for trust-based leadership Realizing the impact of your beliefs and convictions on yourself and others Adapting your communication style to improve the quality of conversations Having conversations with openness and willingness to improve the relationship and achieve the desired results Session 2 Communicating expectations clearly Empowering, and communicating expectations Clarifying your intentions before starting a conversation Establishing winning conditions by communicating clear, engaging expectations (case study) Giving and receiving engaging feedback Incorporating feedback into day-to-day management to ensure ongoing skills development Practising the art of giving and receiving feedback to improve individual and organizational performance Documenting a difficult situation you want to resolve Session 3 Coaching to develop talent Adopting a coaching mindset to promote the empowerment and autonomy of team members Understanding a manager’s different roles Developing your coaching skills Identifying your priorities for development as a coach Managing people Understanding the source and manifestations of emotions to support and empower team members more effectively Appreciating the important role of emotional intelligence in managing yourself and your interpersonal relationships Identifying the triggers and stressors that can affect actions, and knowing how to respond to them in your management role Session 4 Managing difficult situations Acting authentically and confidently toward employees in difficult situations Knowing how to position yourself and analyze the factors involved in an issue with an employee Developing your ability to manage a situation, in some cases an emotional one, to generate results and collaboration Aligning my team with results Communicating a clear vision to inspire your team to take an active part in achieving objectives Recognizing the factors that contribute to team performance and results management Applying a methodology to align a team with results Using tools to monitor results (case study) Session 5 Navigating change Supporting your team with confidence in a context of change by recognizing the factors at play Identifying and addressing employee needs and concerns in an evolving context Defining and communicating change effectively Building an engaged team Defining and aligning actions to mobilize your team effectively Identifying the factors that impact the motivation of your team members Sharing a common vision with my team using mobilizing communications Giving and receiving impactful recognition
Teaching Method	Our training strategy is based on 3 pillars: 1. Learning about oneself and about the course content Participants start their training by completing their self-assessment and identifying their learning goals. A one-hour meeting with a professional coach helps determine a specific tangible development goal to be worked towards during the training. At the end of the training, a second individual coaching session will serve to recognize progress and consider the next steps to ensure the best possible transfer of knowledge. 2. Learning together Training sessions are interactive, allowing for: High participation and engagement Sharing and learning from the experience of other participants Use of practical examples that are easily transferable to the work environment. 3. Learning through action At the end of each module, participants make a commitment to themselves, their team and their manager to apply their learning through a job-related mission. This action contributes to the optimal transfer of learning. Your potential elevated by science and by our technology! B12 draws on cognitive science and artificial intelligence to increase the impact of our programs. It’s like a gym for deepening new knowledge, adopting new behavior patterns, evaluating outcomes, and accelerating on the job application. Greater learner engagement Increased knowledge retention Effective skills transfer Ongoing measurable results Habit formation and behavior change

Leadership and Team Management

Upcoming sessions

Course outline

... and drive immediate value for your organization

Session 1

Session 2

Session 3

Session 4

Session 5

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