Leadership Development
Fundamentals of Leadership
This is a motivational and participative lecture that emphasizes the importance of developing the three most fundamental leadership competencies of AWARENESS, FEEDBACK and taking ACTION. It covers the differences between transactional leadership, transformational leadership and integral leadership and shows how these fundamental competencies are the very foundation from which all other competencies and characteristics of effective leaders spring forth.
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“Attend to the fundamentals.”
– Analects of Confucius 479 B.C.
“Only those who are asleep make no mistakes.”
– Ingvar Kamprad |
Facilitation: 1.5 hours
Cost: $250 includes up to 30 people and all materials
Fundamentals of Leadership Workshop Flier
Herd Dynamics for Leaders
Equine Guided Leadership Education: where individuals and groups collaborate with horses to learn leadership competencies. |
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Why horses?
The horse is an animal of prey and a herd animal. Its life depends on constant awareness of its surroundings and to relationships within the herd. Horses are constantly looking for who is leading the herd. Thus, they are natural followers. They willingly follow and collaborate with humans when humans consistently “show up” as leader. Horses do this by giving people immediate and important feedback about where they stand as leader or follower. By observing and engaging with horses, individuals and groups can see and feel the immediate results of changing their own behavior.
Working with horses can teach people how to effectively lead and manage by creating productive and collaborative relationships with others that are based on mutual respect, consistency, clear boundaries, integrity, intention and authenticity.
Herd Dynamics for Leaders is a workshop that offers individuals and groups an opportunity to develop the following competencies:
- Self awareness
- Social awareness
- Creating and holding a strong vision
- Communication skills – emphasizing the role of body language
- Building trust and collaboration
- Flexibility / adaptability to work in challenging environments
- Strategies for improving team performance
- Heightened appreciation for differences in leadership and followership styles
NO PRIOR EXPERIENCE WITH HORSES IS REQUIRED!
All training is conducted on the ground
"No other exercise could have shown the relationship between leadership and communication better than that of Herd Dynamics… The horses also showed me that I have to be sure about what I want to do and where I want to go before I can communicate those ideas back to the horse. If I am unsure, how am I supposed to communicate my intentions to someone else?"
Ashley Hazelwood – UK Extension Agent
Location
The University of Kentucky Equine Teaching Pavilion, Maine Chance Farm, Lexington, KY
Pine Knoll Farm (northwest of downtown Lexington, KY)
Other qualified equine facilities nationwide
Facilitation: Workshops can be customized to you and your organization's needs and are facilitated by
experienced and Equine Assisted Activity specialists - from private leadership coaching session, to half day, or one or two day workshops for teams. We can also customize leadership development programs taht incorporate the horses over
several weeks or months.
Cost: $250 per person for a half day session (minimum of 7 participants). One day sessions are $350 per person and includes lunch. Extra facilitators are required for larger groups and priced accordingly.
Herd Dynamics Workshop Flier
EGLE: Putting Physical Intelligence Back in Learning Leadership Competencies
The Leadership Circle Profile
The Leadership Circle Profile (TLCP) is an online 360 multi-rater feedback assessment that measures an individual’s Creative and Reactive Leadership Competencies and integrates this information into a visual snapshot that can then be utilized to gain awareness and provide strategies for growth and development. The TLCP reveals the Internal Assumptions (beliefs) that run behavior in both domains, increasing the inner awareness that affects outward behavior.
Creative Competencies include:
- abilities to achieve results
- bringing out the best in others
- lead with vision
- enhance personal development
- act with integrity and courage
- improve organizational systems
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Reactive Competencies include:
- leadership styles that emphasize caution over creating results
- self-protection over productive engagement
- aggression over building alignment
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This assessment can be used either as a personal development tool or incorporated into an organizational leadership development initiative where teams and departments get a more holistic perspective on their leadership style.
“For the self-renewing person the development of his or her own potentialities and the process of self-discovery never end. It is a sad but unarguable fact that most human beings go through their lives only partially aware of the full range of their abilities.”
- John Gardener |
Facilitation: Includes taking the online profile followed by a two-hour coaching session. Multiple coaching sessions are available.
Cost: $650 for one complete assessment and coaching session
For more information go to: http://theleadershipcircle.com/site/index.htm
The Leadership Circle Profile Workshop Flier
The Leadership Circle Culture Survey
The Leadership Circle Culture Survey is an easy to take statistically valid online survey that measures both creative and reactive leadership behaviors and internal assumptions that either lead to a high performance organizational culture or limit the effectiveness of its leaders to create an authentic, empowering organizational culture. Participating in the culture survey will provide a holistic snapshot that allows key leadership team members to compare their current leadership culture to the optimal culture they desire. Revealing the “gap” between actual culture and desired culture reveals opportunities for leadership development.
The Leadership Circle Culture Survey can be utilized simply as a read on the culture to create dialog for change, or can be used as a vehicle to support and measure a larger cultural change initiative within the organization.
“TLCS is not a climate survey: it identifies, with precision, how leadership is impacting your turnover, productivity, and bottom-line metrics. With laser accuracy, it indicates a clear pathway for change.” – the Leadership Circle
For detailed information go to:
http://theleadershipcircle.com/site/main/cs-overview.htm
Facilitation: 2.5 hours. Lissa Pohl is certified to administer The Leadership Circle Culture Survey.
Cost: $1200 includes facilitation and the cost of the survey for up to 10 people. (Ask about non-profit rates)
The Leadership Circle Culture Survey Workshop Flier
Leadership – What is Holding Us Back?
Do you find yourself wondering about the “real reasons people do not change”? This workshop, based on the work of Harvard’s Robert Kegan, professor of Adult Learning and Professional Development and Lisa Lahey, 
associate director of Harvard’s Change Leadership Group and their book “How the Way We Talk Can Change The Way We Work” (2001), will assist you in discovering some of the answers to that question. Participants will gain a better understanding of how psychological hurdles - our thinking, our language, our behaviors and our fears –hold us back from getting what we really desire in life. Then, from a place of awareness, we can take actions to test our assumptions about ourselves and others and move with integrity towards becoming better leaders.
Facilitation: This is a half day (4 hour) interactive workshop
Cost: $700 - includes from 4 – 12 participants, all preparation time and materials
Leadership - What is Holding Us Back? Workshop Flier
Introduction to Followership
Barbara Kellerman is the James MacGregor Burns Lecturer In Public Leadership at Harvard’s John F. Kennedy School of Government. This workshop is based on her book titled “Followership: How Followers Are Creating Change and Changing Leaders” (2008) which describes the importance of the relationship of followers to their leaders. At this workshop you will learn the distinctions among five different types of followers and better understand how each of these types of followers impact the way leaders lead:
Isolates- are completely detached; resulting in the strengthening of existing leaders
Bystanders – observe but do not participate; resulting in tacit support of status quo.
Participants – are engaged and clearly favor or clearly oppose their leaders and try to have an impact on their leadership
Activists – feel strongly about their leaders either for or against and work actively to support or undermine or unseat them
Diehards – are prepared to die for their causes and their leaders.
Facilitation: 1.5 hours
Cost: $310 includes from 4 to 30 participants plus $1 per person for handouts
Introduction to Followership Workshop Flier
communicating. This workshop assists people in understanding the importance of having a clear vision and being able to communicate it effectively, as well as to better understand the differences between the way women and men prefer to communicate.
Learn the secret to understanding and solving other people’s ‘core’ issues. By utilizing a system of inquiry and deep listening a person can effectively coach others to their own solutions. This interactive workshop sheds new light on how to really assist others in finding their own solutions by changing the way we listen. Participants will get a chance to practice solving real issues with their teammates. 
Facilitation: This is a four hour workshop that has a maximum of 12 participants when using one facilitator, and up to 24 participants with two facilitators.
relationships among the members. This workshop will focus on the role of leadership in managing disagreements and conflicts in a group or organization. In addition to learning your own conflict style using the Thomas Kilmann Conflict Style Assessment, the workshop will focus on: (1) identifying the source of the conflict – whether it is about the task or the relationship; (2) ways to deal with the conflict situation realizing that task conflicts are handled differently than relationship conflicts; (3) dealing with task conflicts through better communication and problem solving skills; and (4) dealing with relationship conflicts through interpersonal communication skills. 
liken to going from a ‘rabbit ear antennae’ to a ‘satellite dish’ approach to customer service. From body language to subtle facial changes we can hone in on what another person’s likes and dislikes are and delight those we serve because we are paying close attention! 
morale. This engaging workshop sheds light on how to achieve a healthy balance between competition and collaboration and how to build stronger teams by incorporating incentives based on collaborative innovation and action.
