The program uses either the Personal Profile System® or Focus Point^TM to identify differences in team member behavior and to understand the impact these differences have on communication and trust. The Time Mastery Profile® will show the participants how to improve their own productivity as related to their behavioral styles. The Coping and Stress Profile® and Innovate with C.A.R.E. Profile® are used in Module 2, the norming stage, where the focus is on getting the team to work effectively in dealing with change and creating change. The final stage of performing is achieved with the Dimensions of Leadership Profile®. This stage ensures all team members understand what they can best contribute to the team through performing acts of leadership, and clarifies when they should support acts of leadership from other team members.

Why use this process?

Behavioral change is not a one-time event. Changing behavior takes time. If you want to achieve lasting behavioral change, you must introduce an ongoing process of integrated training events.

The purpose of most training programs is behavioral modification. Teams take part in team building training to learn to behave in a way that will increase team effectiveness and improve performance. Most programs do not produce any lasting change in behavior. In fact, according to Training Magazine's annual survey, only 10% to 20% of information learned at a single training event is still used after 12 months.

For training to produce high levels of knowledge retention, there are two things that must be done.

• First, we have to make sure the training is transferred back to the workplace through practical, relevant activities, and ensure there is some reinforcement and follow-up to measure effective application.
• Second, the training needs to be delivered in a way that ensures participants can apply what they have learned, before they are taught anything else.

The Empowered Leadership: A Team Development Process^TM is a three-stage series of integrated training modules. The process builds knowledge and skills over a 6-18 month time frame with on-the-job application exercises to be completed between training modules. Follow-up sessions between sessions keep a check on the progress of team development.

Module 1- Part 1: Communication & Trust

 Understanding the impact of different behavioral styles on team communication, individual motivation and goals.
 Accepting the value that different styles bring to the team … learning to communicate with people who are different.
 Learning the "Trust Model" and how to adapt one's style to increase the "trust level" in the team.

Module 1- Part 2: Team Vision, Goals & Action Plans

 Applying the improved commjnication and trust level to clarifying and agreeing on the team's purpose, vision and goals.
 Turning the vision and goals into action plans that have the full support of all team members.

Module 2: Innovation & Change

 Understanding that achieving goals and objectives requires an innovative approach to determine what is achievable and to remove any roadblocks that prevent their achievement.
 Identifying the "Innovative Styles" of each team member and accepting the need for teamwork to produce innovative results.
 Applying the "Z-Process" to innovatively create change and deal with unplanned change.
 Measuring the team's skills in coping with change and developing action plans for increasing skills in problem solving, flexibility, communication and team spirit.

Module 3: Shared Leadership

 Understanding the distinction between management and leadership.
 Accepting that leadership means different things to different people … people follow those whom they perceive to be performing acts of leadership, regardless of whether they have a leadership role.
 Learning the "Shared Leadership" model and how leaders respond to what gets their attention.
 Measuring the "leadership needs" of the team at this time, using the Dimensions of Leadership Profile®.
 Applying "Shared Leadership" to achieving the team's vision and goals.

The process incorporates a number of self-assessment profiles to enhance learning and application of lessons learned. In addition to experiencing the profiles personally, managers are instructed on how to use the Personal Profile System®, Innovate with C.A.R.E. Profile® and Dimensions of Leadership Profile® with their direct reports. The managers also learn how to use the Personal Listening Profile®, Time Mastery Profile®, Coping & Stress Profile® and Discovering Diversity Profile® either with their whole team, or as a coaching tool with individuals who have specific needs. The Personal Profile System for Windows® can also be built into the process.

Why use this process?

Behavioral change is not a one-time event. Changing behavior takes time. If you want to achieve lasting behavioral change, you must introduce an ongoing process of integrated training events.

The purpose of most training programs is behavioral modification. Managers and teams take part in team building training to learn to behave in a way that will increase both individual and team effectiveness and improve performance. Most programs do not produce any lasting change in behavior. In fact, according to Training Magazine's annual survey, only 10% to 20% of information learned at a single training event is still used after 12 months.

For training to produce high levels of knowledge retention, there are two things that must be done.

• First, we have to make sure the training is transferred back to the workplace through practical, relevant activities, and ensure there is some reinforcement and follow-up to measure effective application.
• Second, the training needs to be delivered in a way that ensures participants can apply what they have learned, before they are taught anything else.

The Management Development Process^TM is a six-stage series of integrated training modules. The process builds knowledge and skills over a 12-14 month time frame with on-the-job application exercises completed between training modules.

Module 1: Self-Management

Self-Awareness is essential to understanding the impact you have on others. Understanding how your emotions and motivation impact your behavior and the environment you create as a manager is vital to your success.

Profiles Used: Focus Point^TM and Coping & Stress Profile®
Post Module Application: Each manager takes direct reports through a DiSC® Profile and creates discussion about the impact of behavior on communication and results.
Length of Session: 2 days

Module 2: Interpersonal Skills

Trust is the foundation for productive work relationships. To develop trust, managers need to develop the mentoring skills of giving and receiving feedback, counseling and coaching.

Profiles Used: Personal Listening Profile® and Personal Profile System for Windows Software®.
Post Module Application: Managers use listening adaptability and the Mentoring Action Planner to develop employees' knowledge and skills.
Length of Session: 2 days

Module 3: Managing Differences

In a competitive world, managers need to develop fully the talents of all people regardless of culture, gender, sexual preference or disability.

Profiles Used: Discovering Diversity Profile®
Post Module Application: Managers apply the diversity model of increasing knowledge, understanding, acceptance and behavioral skill in dealing with the differences within their team.
Length of Session: 1 day

Module 4: Performance Management

Learn to use three stages of Diagnosing Performance Problems and the Mentoring Guide^TM to identify the most appropriate strategy, and then apply Mentoring Skills to daily interventions as well as annual performance review sessions.

Profiles Used: Time Mastery Profile® and Role Behavior Analysis®
Post Module Application: Apply Mentoring Guide^TM to specific performance problems. Use other profiles as coaching tools.
Length of Session: 1 -2 days

Module 5: Managing Innovation

Identify the Innovation Styles of all members of your team, then show them how to apply the Z-Process to develop more innovative products, services and processes, and respond to change more creatively.

Profiles Used: Innovate with C.A.R.E. Profile®
Post Module Application: Take all members of your team through the Innovate with C.A.R.E. Profile® and creating your future exercise using the Z-process.
Length of Session: 1 day

Module 6: Leadership

Leadership is an act, not a role! All members of your team can be focused on continuous improvement by applying the Leadership Process to increase their contribution and teams overall results.

Profiles Used: Dimensions of Leadership Profile®
Post Module Application: Managers are to take team members through the Dimensions of Leadership Profile® and introduce steps to make shared leadership the norm within their organizations.
Length of Session: 2 days