Workshops

Interpersonal Style Workshop

This day and a half workshop is designed to help you understand more about how others see you as well as to learn to view others with greater understanding, patience and respect. Participants achieve a heightened awareness of their own unique style as well as competency in managing interpersonal interactions more effectively.

Upon completion of the training, participations will be able to:

	Understand the Interpersonal Style Model as a means to observe, describe, predict and manage interpersonal interactions in a systematic and objective manner.
	Recognize the differing interpersonal styles based on the Interpersonal Style Model.
	Understand their own interpersonal style based on a survey measurement tool.
	Practice versatile management skills based on the application of the model.
	Develop a personal action plan for improving a less than satisfactory relationship.

Instruments

Interpersonal Style Profile

A Multi-rater Feedback survey is used to gather feedback from co-workers who are important to a person's success on-the-job. The feedback is presented in a Profile format that shows graphically, and relates in narrative form information about a person's interpersonal style. The Interpersonal Style Profile has been thoroughly researched and validated, and since feedback comes from several sources, including self-rating, it is possible to answer the question; "Do I see myself as others see me?" with a high degree of accuracy.

Interpersonal Style Profile - Self

As an alternative to multi-rater feedback, the Interpersonal Style - Self profile is often used. This instrument utilizes scoring norms, but does not achieve the reliability of a multi-rater survey. It is recommended for shorter courses of one day or less.

Equitable Leadership

The combination of two strong and reliable performance feedback tools make this workshop very effective for managers. Managers and their associates benefit from a strong action planning model that helps to improve teamwork and bring about change.

The process helps individuals build on their capacity to create more productive relationships while surfacing managerial improvement opportunities. This goal is accomplished by measuring two areas of effectiveness: interpersonal skills and management practices.

Upon completion of the training participants will be able to:

	Establish new levels of cooperation with associates that support improved performance.
	Develop action plans for listening to and acting on ideas from associates.
	Identify and structure methods to continuously gather feedback for use in managing change.
	Use survey information to measure current levels of managerial performance.
	Employ performance improvement strategies that keep pace with organizational change.
	Understand the importance of empowering associates to solve problems and practice continous value improvement.
	Model a process of continuous learning.

Instruments

Interpersonal Style Profile (described above)

Adaptive Leadership Profile

The Adaptive Leadership 360 Degree Feedback Survey helps people at various levels of an organization to obtain feedback about their leadership effectiveness. The survey design is based on the recognition that in today's business environment, leadership emanates from all functions and levels of an organization. A person's effectiveness often depends upon voluntary support from others, rather than power and position.

The survey provides performance feedback to help survey participants:

	Reinforce leadership skills.
	Improve work performance with associates.
	Strengthen relationships
	Identify strengths and growth opportunities.
	Select performance improvement opportunities.
	Prepare personal action plans.
	Implement action planning strategies.
	Measure the results of action planning implementation.

Scales of measurement are: Managing (self), Serving (others), Relating, Negotiating, Adapting, Presenting, and Learning.