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Turning Good Managers into Great Ones

Program includes discussion and application of the following:


∑ What is leadership?

∑ What is management?

∑ What are the key responsibilities of managers and leaders and how does one perform them well? How does one keep improving?


A leaderís most important human responsibilities:

∑ To nurture the team. To provide nourishment to the minds, hearts, and souls of the team members. The program is filled with the secrets of how to do this.

∑ To make learning easy and enjoyable. The material includes cutting edge findings into the how the brain operates and how learning occurs. Leaders become much more effective when they know how to cultivate cognitive development.


A leaderís key organizing responsibilities. To provide:

∑ Vision (who we were, who we are, who we will be)

∑ Purpose (our collective overall contribution and our values)

∑ Alignment (how it all fits together in a mutually supportive process)

(The above three are strategic roles.)


Managers: Help team members do their jobs well. (Tactical roles)

∑ Provide members with an understanding of how the whole team functions and how the team fits into the company.

∑ With an eye on the bigger picture, help members pick priorities.

∑ Help with inter-department interactions

∑ Keep relationships coherent within the department.

∑ Provide team members opportunities to grow.

∑ Arrange or provide needed training.

∑ Arrange or provide needed information.

∑ Clarify processes for delivering services.

∑ Create feedback loops so members can learn the effectiveness of their work.



For each core concept, we:

∑ Understand the purpose of learning the concept and why it can be of value (Questions and Socratic dialogue are often used)

∑ Discuss

∑ Apply

∑ Implement

∑ Review as a group (Repeat)


Ideas and concepts are discussed in light of their potential usefulness. Then, in the classroom they are planned and practiced (often through role-playing) in a manner that is relevant to their application to the team. The ideas are then sequentially implemented with the team. The participants continue to meet together on a regular basis to share wins and challenges and help each other improve.



Duration of each course is determined by number of participants and their degree of development. Follow-up Coaching goes on for a minimum of 6 months following initial training. Coaching is done individually and lasts 15-20 minutes every 2-3 weeks. Purpose of coaching program: To provide a reflection of oneís choices and support for progress.


Sessions are 90-120 minutes each for participants with similar types of responsibilities. Training groups can be as large as 10. They are usually held 2-3/week over a period of 6-10 weeks. Then once every two weeks for two months.


Course content includes four core life principles and fundamental insight into relationships. (Two 90 minute sessions.)



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