EffortLead helps your middle/senior managers (typically Directors and above) to better support the front-line managers who attend the EffortWorks or EffortEdge programs. There is a direct and positive correlation between upper management support and the success of any new training intervention or initiative—when upper management models the philosophy, speaks the lingo, and uses the tools of the EffortAdvantage suite, the level of internalization at the front-line level increases dramatically. EffortLead provides an overview of the content the front-line managers will experience, instruction on the macro aspects of implementation, and all of the tools and techniques necessary to support their managers and supervisors during, and after, the implementation stage.

 

 


EffortLead is a high-altitude version of the 2-day EffortWorks program. The target audience includes:

  • Middle managers
  • Senior managers

 

EffortLead includes a comprehensive overview of the components found in EffortWorks, including:

  • Effective leadership
  • Gaining authentic commitment
  • Setting performance expectations
  • Behavioral awareness
  • Coaching versus coaxing
  • Reviewing performance progress
  • Continuous improvement/learning
  • Coaching for improvement/results
  • Reinforcement strategies
  • Diagnosing performance issues
  • Motivating employees
  • Managing performance problems

 

EffortLead uses a combination of experiential learning exercises, stimulating discussion, and breakout sessions to encourage direct participation and interaction, unleash creativity, open the mind to possibility-thinking—and maximize the learning.

Maximum class size is limited to 16 participants. The EffortLead program is a 1-day program delivered in the following format:

  • Two half-day modules (each with a specific theme/focus)
  • Each module includes 3 hours and 40 minutes of instructional material plus one 20 minute break (4 hours in total)
  • The day is 8 1/2 hours long (with a 30 minute lunch break) or 9 hours long (with a 60 minute lunch break)

 

Level 2 learning outcomes for this workshop include the ability to:

  • Differentiate between a focus on "results” and a focus on “process,” and be able to integrate this message into discussions with the front-line management team.
  • Use the Results Formula to better understand where front-line managers should spend their time and what resources are required to achieve the greatest ROI.
  • Use the four quadrants of the Performance Grid to help front-line managers identify the appropriate behavioral coaching intervention for specific employee interaction.
  • Utilize the Step It! planning system to ensure the front-line management team understands the necessary steps to achieve their goals/objectives.
  • Maximize reinforcement opportunities using the AFR (activity focused reinforcement) method of recognition and reinforcement.
  • Differentiate between a “compliance” orientation and a “commitment” orientation, and be better equipped to coach front-line managers on how to gain authentic employee commitment.
  • Implement the TPC (think/plan/commit) coaching model to promote problem-solving and decision-making.
  • Utilize appropriate Behavioral Outcomes to reinforce appropriate behaviors, respond to the behavioral inhibitors to success, and reduce/eliminate inappropriate behaviors.

 

Level 3 & 4 learning outcomes for this workshop include:

  • Increased employee engagement
  • Increased employee satisfaction
  • Increased production
  • Increased quality
  • Reduced turnover