A Successful Start = A Successful Future
Give Your New Supervisors the Tools They Need to Succeed When They Need Them – RIGHT From the Start!
The transition from individual contributor to supervisor is a complex transition and one that requires the support of the organization to be successful. New leaders must learn how to lead others (many of whom are their friends), make high-risk decisions they’ve never had to make before, give difficult and uncomfortable feedback, and strike the delicate balance between delegation and control. That’s a tough list to tackle, and it’s just the beginning!
To ensure success through this difficult transition, it’s critical that the their leaders actively engage in providing new leaders with the preparation they need to transition effectively into their new role.
Over the years, with an increasing gap between the need for and supply of new leaders, many organizations have had no choice but to rapidly promote high performers. As a result, these organizations are then unprepared to support their new leaders with the training and resources they need to succeed.
Your new supervisors are learning BAD habits from day one.
From day one, managers are forming habits. They are developing management strategies and creating attitudes based on trial-and-error approaches that may or may not work. When they develop strategies and habits without knowing sound leadership fundamentals, they often form habits and approaches that fail to fully align with company goals and objectives.
In all likelihood, they were promoted because they were good at their job—not because they can actually manage and lead people.
And the sad truth is that 60% of new managers underperform in their first two years, resulting in high turnover, lowered morale, decreased productivity and ultimately decreased profits and organizational success.
The #1 thing your organization can do to support your leadership pipeline
You can help your company and your employees by providing them with solid management development training – training that goes beyond the technical nuts and bolts of their daily task list. They already know that stuff. Now they need to leadership skills to take them to the next level, to prepare them for all of the unexpected challenges they’ll face and to help prime your leadership pipeline for years of organizational success.
Based on the best-selling book, From Bud to Boss, the Bud to Boss workshop will provide your new leaders with core principles, techniques and approaches that they can apply to any situation they’ll face both in their new role and for years to come as they continue to develop as leaders for your organization.
In just two days, they’ll learn the kinds of things it usually takes most managers years to learn. In an interactive and fun setting (we ALL learn better when we make it fun!), we’ll answer every question they have (and even some they don’t), including:
- How do I get a better understanding of my new role/responsibility?
- How do I communicate with new peers that have way more experience than I do?
- How do I gain respect, trust and credibility in my new role?
- How can I resolve conflict between employees?
- What is the best way to communicate about difficult issues?
- How can I manage my time and juggle an ever-changing list of priorities?
- What do I do to help people deal with change, and how do I minimize their resistance to it?
- What’s the best way to delegate effectively?
Your new supervisors will spend two powerful and information-packed days learning the following:
Setting the Stage for Leadership Success
- Create a personal definition of leadership
- 13 keys to leadership success
Successfully Navigating the Transition to Leadership
- How to transition to your supervisory/leadership role, “from Bud to Boss”
- The 11 components of the supervisor role
- The control/empowerment balance
- The power of expectations
Communicating Powerfully & Persuasively
- How to effectively communicate with different people
- 7 ways to make your communication more powerful, persuasive and memorable
- 6 ways to listen better at work tomorrow – and every day
- 6 keys to winning presentations
Impactful Coaching and Feedback That Produces Real Results
- Use the Coaching ABC’s
- 3 sources of feedback
- 4 types of feedback
- 10 ways to give better feedback
- 6 ways to make performance reviews less painful and more effective
- 10 ways to be more supportive
- How to use a practical coaching model
Leading and Championing Change (With Less Resistance and More Success)
- The 4 levers of change – what they are and how to use them
- The critical differences between managing, leading and championing change
- Why resistance doesn’t have to be a bad thing
- 3 ways to overcome resistance
- 5 ways to accelerate organizational change
Building, Developing and Leading a High-Performing Team
- How to use the 4 stages of team development
- How to manage conflict on your team
- 3 ways to increase team energy and effectiveness
- 7 keys to better meetings
- The role of a team leader
Setting and Reaching Goals – for Yourself and Others
- 5 keys to a successful goal-setting mindset – and why it is important
- 10 steps to setting achievable goals
- How to engage others in team goal setting
- 5 ways to improve goal achievement success
Answering Your Pressing Questions
- We don’t want you to leave with any other nagging questions unanswered — so here is your chance!
Action Planning – Helping You Apply What You’ve Learned to Set You Up for Success
- You will leave with not just ideas but also a real plan to implement back at work!
Making a Leadership Transition Is Among Life’s Most Difficult Personal Challenges
A study by DDI World and World Business magazine found that nearly one out of every five people rank making a leadership transition as the most challenging life event. And while there’s no doubt that this transition is extremely challenging, there are solutions for your organization that can help ease the stress and burden of this transition and set your new leaders up for success now and in the future.
When you look at study after study after study, it’s clear that few leaders will be effective in making this pivotal transition on their own. If you rely on the “sink or swim” method, you are all left with more stress, failure and turnover. However, when you provide leadership training for your managers, you can make a difference in their success and yours.
Management skills may not always come naturally, but they can—and must—be developed. And that’s what Bud to Boss is all about.
This is more than just another training workshop (we guarantee it).
We understand the hesitation that many organizations have about sending their employees to yet another training workshop. We have that same concern. And it’s exactly why when we launched Bud to Boss, we made sure that we put processes and resources in place to sustain participant learning after the workshop.
We know that one workshop isn’t a single ticket to management excellence, and we don’t expect anyone to go back after two days and get it all right, all of the time.
Bottom line – as great as the workshop is, like any training, when our attendees return to work, they will have additional questions, and they will encounter a challenge in applying what they learned.
It’s not a matter of if, it’s a matter of when.
That’s why every Bud to Boss registration includes three live, group coaching sessions. These three sessions give your new leaders direct and personal access to Steve Johnston – one of our certified Bud to Boss Trainers (he may even be their facilitator). These are one hour phone sessions they can attend after they return from the workshop that are designed to help them master the strategies and techniques they learn in the workshop. In these phone coaching sessions, they’ll get answers to questions they may have as new challenges arise, additional strategies to help them through a difficult situation, and encouragement to try their new skills.
With group coaching, they’ll have access to:
- Answers to their most pressing questions.
- Advice on their stickiest situations.
- Advice on implementing their ideas and plans more successfully.
- An opportunity to share successes.
- Confirmation that what they are planning to try will work.
- Valuable learning opportunities from the questions & challenges of others in the group.
Through group coaching and continued email follow-up, Bud to Boss will provide the foundation your new leaders need to take on their new position and move forward in their career right from the start!
Don’t let your new managers risk their career (and everyone’s success) by stumbling along, making rookie mistakes and learning by trial and error.
Give them the essential management techniques and strategies they need to succeed.