Level-Up Leadership™, a proven program and proven behavior change process that ensures lasting leadership behavioral change.
It’s not a one-day “training event.” It’s a series of 6 modules that build on one another and challenge participants to build new habits. No fluff. No dopey role plays.
We use a proprietary learning method called In the Moment Coaching™ during real plays that focus on situations leaders face in real time.
We guide participants through skill practice and provide quick, clear feedback whenever needed. The result? The ability to self-correct and build muscle memory and lasting behavioral change.
Yeah, you read that right – we actually measure behavior change!
You make big investments in developing your people. It’s important to ensure that participants are applying what they learned day to day.
To do this, we leverage an easy-to-use, behavior-science based technology called Habit Builder™ that enables learners to integrate micro habits into their daily activities. During the program, we are able to support commitments or “micro habits” established by the participant. At the end of the program, we generate a full insight report which shows new behaviors that have been created as a result.
We use this data and information to conduct a deep dive debrief to help you decide what actions will generate organizational impact.
At the end of this program you will confidently be able to say you can:
Use a variety of communication skills in any situation
Deliver and communicate goals and expectations that ensures employee buy in
Handle a performance issue quickly, calmly and in a way that keeps accountability for solving the issue with the employee
Identify tasks for which employees will be ready to assume more autonomy and self-sufficiency
Have a conversation to develop potential and engage employees in a meaningful way
Apply a conversation model to any conflict or difficult conversation
Each module is packed with tools, lessons, challenges, and massive value that will transform you into a top leader.
Developing Goals and Communicating Expectations
Handling A Performance Issue
Engaging Others: Developing Employee Potential
From Conflict to Collaboration – Having Difficult Conversations
Currently have direct people management responsibility
Have potential to elevate their managerial effectiveness
Have anywhere between 2 months and 20 years of management experience