Management/Leadership

"We appreciated your fresh look at our challenges as well as your positive and easy to implement solutions."
--Vice President of Human Resources, Chicago Merchantile Exchange

Managing the "Tuff Stuff" of Leadership
Managing Performance For Results
Coaching For Improved Performance

Managing the "Tuff Stuff" of Leadership

A Strategic Leader needs to be able to see the invisible, and deliver on the impossible.

Leadership in today's world needs to tap into every aspect of the human capabilities... from a keen visionary mind, to insightful communications to a combination of Machiavellian patience and a well-paced sense of urgency. This requires strategic thinking to see the opportunities with the greatest potential and leading the available resources to achieve the goal in record time.

DPI works with you to customize just the right program to address your goals. They deliver highly interactive, real life based programs on-site or at retreats, on the following topics:

Realistic Strategic Leadership Thinking
Out-of-the-Box Leadership for Boxed-In Situations
Superior Leadership Communication Skills
Expert Use of Strategic Leadership Questions
Leaders as Change Agents
The Power Points of Negotiations
The Lone Leader: How Do You Know You Are Right?
Leading Conflict through to Positive Resolution
Developing a Powerful Leadership Team
Creating Better Decision-Making in Your Leaders
Rebuilding Your Teams after Layoffs, Reorganizations and Mergers
Juggling the Leadership Agenda

All programs are delivered with a sprinkling of humor, application stories, thought provoking and fun interactions with solid content.

Managing the "Tough Stuff" of Leadership: Delivery Team

Twice the Impact.
Twice the Learning

These Leaders of Leaders, Michael Wynne and Janelle Brittain, have been consulting with, coaching and training leaders for over 60 years from top level decision makers at Mobil Oil, Amoco, Monsanto, Bayer, Xerox and IBM to the highest movers and shakers at the Chemical Manufacturing Association, Sears Mortgage, Transamerica Commercial Finance, and many other companies and associations around the world.

Michael and Janelle are both published authors of a list of business books and articles and are frequently quoted in the business press such as the Wall Street Journal, Investors Business Daily and Crain's Business.

Managing Performance For Exceptional Results

Performance management doesn't have to be a yearly appraisal meeting headache. Through this hands-on series focusing on the continuous performance management process, your managers will have the tools to:

Create a Positive Performance System
Conduct a motivating performance review.
Build trust between manager and employee.
Give motivating constructive feedback.
Switch on your employee's motivation
Understand and use conflict management strategies.
Apply the 1 minute documentation process.
Ask motivating questions for results.
Use recognition and acknowledgment for the greatest motivation.

Janelle Brittain will consult with you to determine which topics will best meet your group's needs.

Helpful Book

See "How To Say It® Performance Reviews: Phrases and Strategies for Painless and Productive Performance Reviews" in the Book section.

Continual Coaching for Improved Performance

After the Performance Management Meeting, continual feedback is one of the more effective tools a manager can use to assure the employee is on target toward peak performance. How this coaching is delivered can make the difference between a motivated or demotivated employee.

The Need

Managers are often uncomfortable with the idea of discussing performance issues with an employee. As a result, they approach coaching situations by:

Ignoring the problem, in hopes it will go away.
Repeatedly telling employees what they have done wrong, expecting the behavior pattern to turn around.
Issuing a stern warning to "straighten up or suffer the consequences."
Assuming that nothing can be done. Why waste time? Terminate the employee now.

Module 1

In This Program You Will Learn:

How to coach someone through the process of developing a new behavior, including getting agreement, setting a plan and handling excuses.
What your personal strengths and improvement need areas are in the coaching process.
How to deal with employee's low self-esteem issues.
How to train others in acquiring new skills.
How to improve and maintain positive morale.

Module 2