Empowering Executives Through Shared Wisdom
Linkedin

In addition to Executive Coaching and Communities of Practice (COP), we offer a variety of Consulting Services and Workshops.

Consulting

Workshops

This workshop is based upon the premise that Leadership is learned. Leadership is not something you are born with. Leadership has absolutely nothing to do with your position or your status. It has everything to do with your behavior.

Leadership Development is self-development. The leader’s primary instrument is the self. It’s what we do with ourselves that makes the difference. The mastery of the art of leadership is the mastery of the self.

The number one reason leaders succeed in their roles is the quality of the relationships with their constituents.  Most important is your boss as it is your boss that most determines your fate and upward mobility.  Additionally, your direct reports are the ones who help your department to achieve its mission and goals. The number one reason leaders derail is poor relationships with these constituents. And the number one reason people voluntarily leave their organizations is that they have relationship issues with their immediate manager.

This workshop consists of two parts: A 360 Assessment resulting in a Development Plan for the participant and a Leadership Workshop which focuses on discovering your own leadership strengths and vision.

The first part (4 hours) focuses on participants in the workshop taking the Zenger Folkman Extraordinary Leadership 360 assessment.  This assessment tool provides an inventory of 19 leadership characteristics based on the book The Extraordinary Leader. All participants will be required to obtain and read the book.  In the workshop, participants learn to analyze their feedback and develop a short-term action plan for improvement. This instrument is a strengths-based tool and focuses on improving those leadership characteristics that you are strong in into the top 10% of all leaders.  Doing so will dramatically impact your effectiveness as a leader.  If any one of your 19 leadership characteristics ratings represents a “fatal flaw”, we will focus on improving that to an acceptable level.  An outcome of the workshop is that each

The second part (4 hours) focuses on examining basic skills based on The Leadership Pipeline and then explores individual’s personal leadership style, vision and understanding more about themselves. Exercises lead to greater understanding. This part of the workshop is based on Discovering the Leader in You. An outcome of the workshop is that each participant will develop their own Leadership Vision.

This workshop is eight hours. Each participant will have to take a self-assessment and obtain assessments from current (and/or previous) managers, subordinates, peers and others who have observed the participant in a leadership role. These assessments are completed on-line prior to the workshop itself.

Curriculum:

Whether you are a first time supervisor or an experienced manager, this workshop will introduce or sharpen the basic skills needed to be a successful leader.

If you are like most managers and supervisors, you are constantly stretched and challenged by the issues that face all managers. As a result, there never seems to be enough time to focus in on yourself and how you can perform your job better.

In this workshop, we review basic management principles, the role of the manger, several management models including Dr. Paul Hersey’s The Situational Leader. As managers, we spend over 70% of our time communicating, so we focus on Communication Skills. Today, most managers feel out of control and want to bring more balance into their lives. Through our time management module, you will understand how you are spending your time today and establish strategies for shifting toward the way you would like to spend your time. We spend more time in meetings. How to run effective meetings, have and conduct effective 1-1’s with your boss and your subordinates, and how to shorten meetings are explored. Tips on how to do these as well as to assess if you should even attend meetings are presented.

We look at the whole Performance, Planning and Evaluation (PP&E) model. Suggestions for how to do these more effectively with real samples are provided. Using the instructor’s years of experience as a mentor and coach, a model for coaching subordinates is presented, with several concrete examples as a take away. Best practices for successful managers are explored, with many useful models reviewed. Moving from manager to leader and your role in the organization are covered.

The workshop completes with an interactive Jeopardy quiz to test participants on their course learnings.

Curriculum

We offer a Team Building workshop based on the Patrick Lencioni book, The Five Dysfunctions of a Team. This workshop can be anywhere from 1/2 day to 2 full days. The five areas we work on include:

We also offer Team Building where we will work with you and your team to address team specific issues. The issues we will work on can be either known or can be uncovered through interviewing team members. In the interview process, we look for themes so as to preserve anonymity of team members being interviewed. Once issues are understood, a customized workshop is developed.

In either workshop, we try to link your team building needs with the use of the DISC assessment tool which examines people’s natural and adaptive behaviors in the work environment. Each participant will take two assessments: one which focuses on behavioral styles and one which focuses on individual values. The concept here is that values drive behaviors. We focus on having individual team members develop communications strategies for communicating with each other to enhance interactions in the workplace. If you can understand people’s natural behavioral styles and/or recognize when they are adapting their style to the situation or workplace, then based on your understanding of DISC behavioral styles, you can choose a communication strategy to interact with them more effectively.

We offer customized team building sessions built around the DISC Behavioral Styles tool from Target Training International (TTI). By understanding your own natural behavioral style and those of others with whom you interact, you can adapt your style to theirs for a significantly enhanced result.

We use two assessment tools – the Employer-Manager DISC Assessment and the PIAV – Personal Interest, Attitudes and Values Assessment. The PIAV measures the why of your actions leading to an understanding of what drives your behavior and the attitudes that move you to action, while the DISC measures the how of your actions.

Using these tools as a foundation and integrating other specific business objectives, we design a specialized program that results in higher performing teams with a greater understanding of each as individuals with specific strategies for dealing with each other more effectively in the workplace.

Curriculum:

Developmental coaching is where we identify a specific need or needs and Steve Heckler Associates develops a customized program for you. If you are not sure as to where your developmental needs lie, we can conduct a 360 assessment for you and we can look at your self evaluation and what others have to say about you across multiple dimensions.

We would focus on those areas that represent need for development or gaps between your self-assessment and the assessment of you by others. Performance coaching is a part of Developmental coaching – where you are having difficulty in an area of responsibility and Steve Heckler Associates can help you with that – it can be functionally based or relationship based.

Projectized coaching is where you are coached through a project – e.g. a Strategic Plan or an Organization Design. We coach while you do the work and learn through doing.

This type of project can be hourly or on a fixed price (if we can define the project well enough).

This workshop is based upon the premise that Leadership is learned. Leadership is not something you are born with. Leadership has absolutely nothing to do with your position or your status. It has everything to do with your behavior.

Leadership Development is self-development. The leader’s primary instrument is the self. It’s what we do with ourselves that makes the difference. The mastery of the art of leadership is the mastery of the self.

The number one reason leaders succeed in their roles is the quality of the relationships with their constituents, particularly their direct reports. The number one reason they derail is poor relationships with their constituents. And the number one reason people voluntarily leave their organizations is that they have relationship issues with their immediate manager.

This workshop consists of two parts: A 360 Assessment resulting in a Development Plan for the participant and a Leadership Workshop which focuses on discovering your own Leadership Style and Vision.

The first part (4 hours) focuses on participants in the workshop taking the Leadership Practices Inventory (LPI), a 360 assessment of the participant’s leadership practices based on the work of Kouzes and Poser, the Leadership Challenge. In the workshop, participants learn to analyze their feedback and develop a short-term action plan for improvement. In the workshop we explore the Five Practices of Exemplary Leadership ®; we examine the valid, reliable and useful feedback about the extent to which the participants engage in the Five Practices. Out of this feedback, we identify strengths and opportunities for improvement. An outcome of the workshop is that each participant will write a plan for his or her next steps in their leadership development.

The second part (4 hours) focuses on the examining basic skills based on The Leadership Pipeline and then explores individual’s personal leadership style, vision and understanding more about themselves. Exercises lead to greater understanding. This part of the workshop is based on Discovering the Leader in You. An outcome of the workshop is that each participant will develop their own Leadership Vision.

This workshop is eight hours. Each participant will have to take a self-assessment and obtain assessments from previous and current managers, subordinates, peers and others who have observed the participant in a leadership role. These assessments can be completed on-line and must be completed prior to the workshop itself.

Curriculum:

Whether you are a first time supervisor or an experienced manager, this workshop will introduce or sharpen the basic skills needed to be a successful leader.

If you are like most managers and supervisors, you are constantly stretched and challenged by the issues that face all managers. As a result, there never seems to be enough time to focus in on yourself and how you can perform your job better.

In this workshop, we review basic management principles, the role of the manger, several management models including Dr. Paul Hersey’s The Situational Leader. As managers, we spend over 70% of our time communicating, so we focus on Communication Skills. Today, most managers feel out of control and want to bring more balance into their lives. Through our time management module, you will understand how you are spending your time today and establish strategies for shifting toward the way you would like to spend your time. We spend more time in meetings. How to run effective meetings, have and conduct effective 1-1’s with your boss and your subordinates, and how to shorten meetings are explored. Tips on how to do these as well as to assess if you should even attend meetings are presented.

We look at the whole Performance, Planning and Evaluation (PP&E) model. Suggestions for how to do these more effectively with real samples are provided. Using the instructor’s years of experience as a mentor and coach, a model for coaching subordinates is presented, with several concrete examples as a take away. Best practices for successful managers are explored, with many useful models reviewed. Moving from manager to leader and your role in the organization are covered.

The workshop completes with an interactive Jeopardy quiz to test participants on their course learnings.

Curriculum

We offer a Team Building workshop based on the Patrick Lencioni book, The Five Dysfunctions of a Team. This workshop can be anywhere from 1/2 day to 2 full days. The five areas we work on include:

We also offer Team Building where we will work with you and your team to address team specific issues. The issues we will work on can be either known or can be uncovered through interviewing team members. In the interview process, we look for themes so as to preserve anonymity of team members being interviewed. Once issues are understood, a customized workshop is developed.

In either case, we try to link your team building needs with the use of the DISC assessment tool which examines people’s natural and adaptive behaviors in the work environment. Each participant will take two assessments: one which focuses on behavioral styles and one which focuses on individual values. The concept here is that values drive behaviors. We focus on having individual team members develop communications strategies for communicating with each other to enhance interactions in the work place. If you can understand people’s natural behavioral styles and/or recognize when they are adapting their style to the situation or work place, then based on your understanding of DISC behavioral styles, you can choose a communication strategy to interact with them more effectively.

We offer customized team building sessions built around the DISC Behavioral Styles tool from Target Training International (TTI). By understanding your own natural behavioral style and those of others with whom you interact, you can adapt your style to theirs for a significantly enhanced result.

We use two assessment tools – the Employer-Manager DISC Assessment and the PIAV – Personal Interest, Attitudes and Values Assessment. The PIAV measures the why of your actions leading to an understanding of what drives your behavior and the attitudes that move you to action, while the DISC measures the how of your actions.

Using these tools as a foundation and integrating other specific business objectives, we design a specialized program that results in higher performing teams with a greater understanding of each as individuals with specific strategies for dealing with each other more effectively in the workplace.

Curriculum:

Developmental coaching is where we identify a specific need or needs and Steve Heckler Associates develops a customized program for you. If you are not sure as to where your developmental needs lie, we can conduct a 360 assessment for you and we can look at your self evaluation and what others have to say about you across multiple dimensions.

We would focus on those areas that represent need for development or gaps between your self-assessment and the assessment of you by others. Performance coaching is a part of Developmental coaching – where you are having difficulty in an area of responsibility and Steve Heckler Associates can help you with that – it can be functionally based or relationship based.

Projectized coaching is where you are coached through a project – e.g. a Strategic Plan or an Organization Design. We coach while you do the work and learn through doing.

This type of project can be hourly or on a fixed price (if we can define the project well enough).

Here’s how we work

Here’s the value to you

Contact

stay informed

Subscribe for Exclusive Insights and Updates