LeadershipEffective leadership at every level, from supervisors and managers to top executives, is a key characteristic of winning, resilient organizations. Without skillful leaders, an enterprise struggles even in good times, fails to adapt to change, and buckles in the face of adversity. The question is, how to develop those effective leaders? An essential first step in any training effort is to help them gain insight into their own behavior and its affect on those they wish to lead. Part of the best-selling HRDQ Style Series, What’s My Leadership Style? is a validated assessment that quickly and accurately identifies a preference for one of four behavioral patterns based on the proven personality theories of William M. Marston and Carl Jung: Direct, Spirited, Considerate, or Systematic. With increased awareness of their personal style and a practical mental framework to build upon, aspiring leaders can assess and adjust their own actions, interpret the behavior of others, and improve their ability to win hearts and minds in any situation calling for effective leadership. Learning Outcomes • Understand what “leadership style” is all about—and why it matters • Pinpoint your personal leadership style • Learn how to “speed read” the personality styles of others • Examine how to capitalize on your style strengths and how to shore up potential weaknesses • Learn how to “flex” your dominant style to lead effectively in any situation
Theory and Development The power behind What’s My Leadership Style?, like all assessments in the HRDQ Style Series, lies in a simple but effective model for understanding deep-rooted predispositions in human behavior. Based on the well-researched personality theories of Carl Jung and William Marston, the model identifies two basic dimensions of personal style: Assertiveness and Expressiveness. Assertiveness is the effort a person makes to influence or control the thoughts or actions of others. Expressiveness is the effort that a person makes to control his or her emotions and feelings when relating to others. Combining the two dimensions results in a four-quadrant model with four unique personal styles. Psychologists and test builders have given these styles various names over the years. HRDQ refers to them as: Direct, Spirited, Considerate, and Systematic. The simplicity of the model makes it is easier for you to facilitate and easily remembered by your participants. You will find the model is quickly picked up by learners and integrated back on the job. Uses for the Assessment; What’s My Leadership Style? is ideal for training anyone who needs to influence others towards achieving a goal, and appropriate for both new and experienced leaders. The assessment can be used as a standalone training instrument or incorporated into a more comprehensive program. It makes an effective component in training programs for a variety of topics, including leadership, management, and supervisory skills. Go to HRDQ: 
Stepping Up is a management development training program for new supervisors, managers, and leaders. The program offers a basic understanding of the roles, responsibilities, and expectations required to be successful, and it guides supervisors in developing an actionable plan for personal growth. Statistics show that only 60% of new supervisors are successful. So what happens to the other 40%? They’re either fired for lack of performance or step down from the position voluntarily. Problem is, not many new or aspiring supervisors have any idea of what is expected of them – or what it takes to lead others. So how can you as a trainer improve the odds of success? Stepping Up provides new supervisors with an accurate picture of what it truly means to be a supervisor. This one-day workshop takes a different angle than most supervisory training programs. Rather than focusing on typical day-to-day tasks such as planning, budgeting, and problem solving, Stepping Up targets people skills as the foundation for success. It’s Okay to Be the Boss: The Management Workshop: Too many of today's supervisors, managers, and leaders are failing their staff and their organizations by "undermanaging." Falling victim to the empowerment craze of the last decade, they seem to have forgotten what it means to be the boss and are chronically undermanaging their employees. They do not take charge on the day-to-day business basics. They don't spell out expectations. They don't keep track of performance measurements. They don't correct mistakes or reward success. Bruce Tulgan’s message, “It’s okay to be the boss,” addresses the biggest problem in most workplaces – an under management epidemic affecting managers at all levels of the organization and in all industries. It’s Okay to Be the Boss: The Management Workshop is a workshop that provides clear, step-by-step “back to basics” guidance for helping people in supervisory roles become the strong, highly engaged managers who know how to position their employees for success. The one-day workshop explains eight back-to-basics techniques that clearly show how managers at all levels can become capable and highly-engaged and develop the confidence and skills to:
Manage everyday and conduct effective regular one-one-ones with direct reports and others.
Talk like a performance coach and communicate clearly and effectively.
Work effectively with each direct report individually and acknowledge their strengths and weaknesses.
Create an environment that holds employees accountable.
Make expectations of employees clear by telling people what to do and how to do it.
Monitor, measure, and document employee performance.
Solve small problems before they become big problems.
Tie rewards to performance. Find this tool at HRDQ:
Your manager was unexpectedly transferred to another department. Your new leader doesn’t provide the same type of direction. And now, some of your teammates are trying to undermine his efforts. Does this sound like a typical day at work? Hopefully not! The good news is that today, you aren’t at the office. Instead, you’re far away from your everyday environment, participating in a learning experience that will have a profound effect on how you view teams and leaders. Welcome to Leadout: An Experience in Leadership, an intense and exciting simulation that uses a real-life business scenario to drive home the importance of core leadership and team behaviors. Rooted in the theories developed by top management experts, the challenge is for teams to make quality decisions while confronting typical organizational issues. Never before has there been a more positive way to distill best practices in planning, decision making, communication, conflict resolution, and interpersonal relationships. How It Works Working for a land acquisition firm, teams serve as regional offices on a mission to identify and secure land that meets four specific criteria: adequate rainfall, proper drainage, rich soil, and gentle slope. Each player is given a map that contains bits and pieces of relevant information. But they can’t keep it – they must quickly memorize what they see before it’s taken away. Then, it’s up to the individual players to decide if they want to share their information or not. What they may not realize right away is that every move the team makes will have an effect on the final outcome. Suspense builds as, one parcel of land at a time, the results of the group’s decisions are revealed. Choosing a non-viable land is costly, fertile real estate is profitable, and that’s the difference between winning and losing. Sound simple? Not so fast. The plot thickens, just as it does in everyday organizational life. Interpersonal conflict rots away at trust. Personnel changes crop up out of nowhere. And no one single person has all of the tools. Decisions must be made quickly – and oftentimes there’s risk involved. Leadout is a popular favorite among audiences. But the simulation goes beyond just fun. It offers real learning, through the use of midpoint reflection, discussion questions, and a Force Field Analysis exercise. Uses for the Game Leadout can be used as a standalone learning experience, or incorporated into a more comprehensive program that addresses: Objective,
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