“Starla, thank you for the fantastic class last week. Via other classes/books, I had heard much of the material before, but your presentation and ability to elicit discussion and provide context was incredible. I’m still processing everything we learned.”
John H, Workshop Attendee
PHASE 1
Individual Contributor
MANAGING YOURSELF
Individual contributors are responsible for competently completing their own tasks for organizational projects in a timely and responsible manner. The goal during this phase is to effectively manage yourself, your relationships, and the various professional environments you are navigating while working collaboratively with others.
PHASE 2
Team/Group Leader
LEADING OTHERS
Leadership is a process by which social influence is used to maximize the efforts of others toward a shared vision or goal. It is in this phase that you should seek to abandon an individual contributor mindset and instead, place more emphasis on getting work done through others by facilitating collaborative cross-functional problem-solving.
PHASE 3
Executive Leader
LEADING AN ORGANIZATION
Executive leaders are visionary and strategic thinkers responsible for bottom-line results. Balancing between present needs and future goals, they set direction and develop operating mechanisms that drive and monitor quarter-by-quarter performance. Via succession planning, they cultivate a strong talent bench of potential leaders.
GROWTH GOAL DURING THIS PHASE:
Strengthen Your Emotional Intelligence
YOUR FOUNDATION |
Core Values identifying your core value set |
Belief System eliminating negative thought-processes and destructive habits, adopting a growth mindset |
EMOTIONAL INTELLIGENCE |
Natural Talents & Strengths identifying and leveraging your natural talents and strengths |
Emotional Awareness/Regulation managing your emotions and the emotions of others more effectively |
Preferred Behavioral & Communication Style proactively managing the strengths & liabilities of your preferred style |
Impact & Influence reading, understanding, and effectively interacting with the styles of others |
Difficult People & Situations understanding and navigating the behaviors of others |
Non-Verbal Communication using your physical presence to exude confidence, establish credibility, and command respect |
SELF PRESENTATION |
Visibility & Networking Strategies cultivating a powerful professional network |
Your Professional Brand defining your authentic brand and becoming more intentional with how you 'show up' Your Priorities & Professional Vision identifying your priorities and crafting a vision for your future |
GROWTH GOAL DURING THIS PHASE:
Enhance Your
Social Influence
LEADING AUTHENTICALLY |
Leadership Mindset shifting from technical expertise to knowledge & resource management |
Strengths-Based Leadership leveraging your unique talents to lead more authentically |
Your Authentic Leadership Style exploring and identifying your authentic style to bring out the best in you as a leader |
COACHING |
Five-Step Coaching Approach engaging & cultivating the talent within others |
Performance Improvement providing feedback, rewarding & reinforcing, and navigating difficult conversations to redirect behavior |
LEADING WITH INFLUENCE |
Culture Management establishing trust, respect, and accountability on a foundation of shared values |
People Management communicating, motivating, delegating, and training to move others into action |
Project & Time Management getting work done through others |
Conflict Management improving team cohesion while ensuring open and transparent dialogue |
Change Management driving change and helping your team navigate it |
GROWTH GOAL DURING THIS PHASE:
Adopt an Executive Mindset & Approach
COMING SOON |
Building a Personal Board of Directors |
Visionary Leadership |
Crafting & Refining Strategy |
Tactical Planning & Execution |
Negotiation & Influence Strategies |
Driving Cross-Functional Collaboration |
Talent Development & Succession Planning |
Mary Beth
Starla is a great thought-partner for getting to the root cause of business challenges and then identifying which training, coaching, and/or consulting resources are needed to result in positive, transformational change. Various tools were used – training, coaching, assessments, etc. - but it was Starla’s expertise and direct approach as our trusted advisor that made the most impact.
Suzanne
As a leadership team, we began our journey with little insight into each other’s values and strengths and how these important components were influencing our leadership approach and alignment. Starla challenged our assumptions and guided us to a much more intentional way of thinking and behaving. Her leadership coaching was game changing for our team.
Deb