Emerging Leader Essentials - Mastering the FundamentalsMBA2U - Supporting Your Internal Leadership University
Leadership Competency: Relationship Building
What This MBA2U Covers
Whether you’ve been a leader for a little while, or trying to get into leadership, the pressure to succeed as a leader can sometimes cause you to do things that actually work against you. This topic is designed to help you to increase the power of your leadership and the contribution capacity of your team.
The contents of this topic come from over 30 years of leadership experience in companies like Nike, the Marines, several startups, several large technology organizations, and in the trenches leadership experiences and research.
What we cover:
- How to build trust.
- Dealing with mistakes.
- Taking the arrows that fly at the group.
- Teaching the “Why” whenever possible.
- The recipe for empowerment.
- Delegation, how and what.
- The value of your social capital.
- About leading peers.
- About developing others.
- Why be a student of leadership.
- The 9th hour is a personal asset.
- Seek to make a difference.
- Simple way to tell if you are an effective leader.
Who should attend
- First time managers.
- Anyone interested in leadership.
- Anyone wanting to take their leadership game up a notch.
More About MBA2U
What is MBA2U?
What are the leadership competencies you focus on?
- Relationship building
- Problem solving and decision making
- Influence and skillful use of power
- Drive and energy
- Organizing and planning (time management and delegating)
Why so passionate about developing leaders?
- Problems with being a working manager.
- Dealing with vague or inconsistent instructions by upper management.
- Leading one’s peers for the first time.
- Resisting the urge to micro-manage.
- Falling back on what worked in the past as an individual contributor.
Lack of leadership development and training stunts our understanding of what management and leadership ought to be. Often, the first-time leader has unrealistic expectations of what management does, and as a result becomes discouraged, inadequately manages resources and relationships, and has a difficult time transitioning from individual contributor to leader.
Organizations should focus on holistic development of emerging leaders in a way that integrates the view and responsibilities of leadership consistent with the organizational culture, while at the same time providing tools and support enabling success.
When we put together leadership development programs we follow a pattern of education integrated with practical development.
We like to organize internal programs to help people develop within their frame of responsibilities and future opportunities. We look at business competencies and leading competencies and customize a long-term program that is sustainable within the organization itself. We pattern our ideas after Nike, the Marine Corps, and GE.
Who should attend and why?
Who Should Attend?
- Team leaders
- Senior leaders
- Anyone interested in developing as a leader
What’s the Biggest Reason to Attend?
How leaders work with their people determines success or failure, especially in the modern age where people are incredibly knowledgeable, independent, creative, and enjoy doing great things. As a leader you’ll either enable the talents of those around you to blossom and grow, or you’ll stifle capability and frustrate the very people who could help you be successful. Most leaders who are failing don’t even recognize it until it is too late.
Leaders who don’t get preparation for their leadership role usually fail to make the most of their opportunity. Don’t let that happen to your future leaders.
Can I watch an entire presentation?
How are you different?
Leadership is a people art. That means we’ve got to bring a realness to the things we talk about that will help people learn how to work with people better. Leadership isn’t hierarchical – it is multi-perspective (up, down, in, out, across, and side-to-side).
We don’t teach the typical surface concepts of leadership. We dig deep and work to help our clients understand how their leadership affects the lives of the people they lead. For example, have you ever thought about the overused word of “empowerment?” So often leaders throw that word around and think they are doing good. However, if a leader says they are empowering someone, but don’t give them the two key elements of empowerment (authority and resources) then all they’ve done is employed the word empowerment as a therapeutic fiction. That technique always backfires when people ultimately discover the truth, and they always do.
Where do your ideas come from?
For over 30 years I have been involved in the process of leading people and organizations, developing strategies, and worrying about how future leaders should be developed.
From the football field to the Marines, from the high-speed action of Nike to the intense complexities of the high-tech startup world, and from Vice President to Entrepreneur, I’ve covered a lot of ground and have seen how leadership makes a difference.
I’ve seen organizations who promote their people into leadership responsibilities without giving them any framework for success. In those cases, the leader is miserable, his or her people are miserable, and the production of the group falls to a stand-still. The results are always catastrophic.
On the other hand, I’ve seen great organizations such as Nike, who invest heavily in the development and support of their leadership talent. While in the Marines I spent almost a third of my 13 years in some sort of school or training, that is an organization that believes in developing people. While at Nike, I noticed the first thing they did for their new managers was to send them to a week-long course called Basic People Management skills. These were profound examples and are modeled heavily in our programs.
Leaders need opportunity to discuss, share, and study leadership in a safe environment, to be able to ask questions, and to dig deep within themselves to discover their capabilities and potential.
If you are genuinely interested in leading people, then you’ll want to get to know us. Our goal is to advance the art of leadership. We believe leadership is both a learned skill and an acquired art. To be good at leadership requires constant study, practice, self-evaluation, and an eagerness to learn from others.
What is the difference between an MBA2U session and a workshop?
The workshop extends the session by an hour and focuses on applying the concepts of the MBA2U session in your business context. Our facilitator creates an experience-action engagement for workshop participants, which helps them to immediately implement the principles introduced.
Are these short segments effective?
Here’s the deal – you are super busy. We live in the “Twitter” generation. We transfer powerful information in short segments and our content makes a difference. People can use what we teach immediately. While we are not quite as brief as a tweet, compared to our competitors, it’s pretty close.
We pattern our delivery from what we learned of a good meetup. Deliver value quickly, use short segments, and people stay engaged.
Prices and Logistics
What are your prices?
Workshops are a flat fee of $950, plus $35 per attendee.