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.
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. 詳しくはこちらへ
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. 詳しくはこちらへ
Effectiveness Insights 360: Leaders (EIL) is a 360-degree feedback instrument that enables you to apply Wilson Learning’s Integrated Leadership Model for practical use. This assessment is easily configured to include different competencies and behaviors that best describe your leadership environment. 詳しくはこちらへ
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. 詳しくはこちらへ
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. 詳しくはこちらへ
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. 詳しくはこちらへ