Leadership Development

Preparing New Leaders and High Potentials

The move from an individual contributor to a manager can be daunting. For the first time, many of the functional skills that helped individuals succeed and be selected as new leaders or high potentials are no longer sufficient for their new roles in leadership. Equipping new leaders and managers is vitally important and requires not only developing core leadership skills, but also cultivating the "why" they are using the core skills.

Developing new leaders begins with understanding the strengths and weaknesses of your leadership talent. A development plan can then be charted, with activities to help leaders grow to their fullest potential. Wilson Learning has many programs designed to help the new leader build foundational skills and mindset.


Coaching for Performance

Leading for Performance: Coaching for Performance offers first-line and mid-level managers coaching skills and techniques to create the conditions under which employees can succeed. This program will enable organizations to gain a competitive advantage using an effective, structural coaching approach that taps employees' potential and leads to improved performance and fulfillment. learn more

Communicating with Purpose

Leading for Performance: Communicating with Purpose provides the knowledge first-line and mid-level managers need to drive more effective one-to-one business communication with employees and colleagues. This program helps organizations gain competitive advantage by teaching leaders how to communicate effectively, ensuring their employees stay informed, participate, and add value. learn more

Delegating with Confidence

In Leading for Performance: Delegating with Confidence, managers explore the challenges of delegating and the conditions under which delegation is most effective. They learn a simple, proven delegation process and related skills and tools. Managers learn to effectively entrust others with tasks, while maintaining ultimate responsibility for the outcome. learn more

The Leader Navigator

The Leader Navigator diagnoses where your leaders are in terms of the Integrated Leadership Model's four roles. Three "off-the-shelf" configurations adapt the competencies from these roles to fit three leadership levels: Performance Leader, Growth Leader, and Strategic Leader. For instance, Performance Leader (first level) competencies, focus primarily on Tactician and Contributor skills. learn more

Managing Conflict

Leading for Performance: Managing Conflict is based on a collaborative, win-win approach called Changing the Game. The module teaches first-line and mid-level managers indispensable techniques and skills for managing conflict effectively so that conflict can be an opportunity rather than a crisis. learn more

Meeting Leadership Challenges

Leading for Performance: Meeting Leadership Challenges helps managers learn how to shift their attention away from output and toward creating optimal conditions for employees in three key leadership action areas. Managers will learn how to be an effective leader, rather than an individual contributor. learn more

Motivating for Results

Leading for Performance: Motivating for Results helps managers learn how to influence motivation. When motivation is a factor, managers need to instill confidence that efforts will lead to success, that success is worth having, and that the effort will result in something that is of value to employees. learn more

Setting Goals for Success

In Leading for Performance: Setting Goals for Success, participants examine the characteristics of effective goals, the need for goals to address both performance and fulfillment, best practices for linking goals to strategy execution, and proven goal-setting processes. learn more