SunWorks Leadership Development Program (SWS-LDP)

Leaders today must be trained with coach-like skills.  We train leaders in the essential coaching skills needed for impact and influence.

* Foundations #1.
     This course gives participants a clear experience of how coaching skills can positively impact relationships through better listening and communication, both at home and work.
      With an experiential learning focus, participants learn a concept, see it modelled with others, then have the opportunity to practice coaching and receive co-worker feedback.
     Foundations #1 is the first of 6 part series that provides an introduction to the techniques of coaching. Participants learn how coaching mindsets are different than managing mindsets, how to ask powerful questions and how listen on multiple levels.

* Foundations #2.
     Coaches often use imagery and metaphor, they inquire intuitively and have agile, conversational skills. In this section participants learn skills for bringing clarity. Through reframing and summarizing participants learn how to inspire self responsibility and accountability.

* Dreaming.
     Dreaming is about envisioning possibility. It is the state of imagining what could be and enlisting yourself and others in a process of creation. In this coaching course, participants will develop skills to help themselves and their relationships take steps in discovering and living their unique values, identifying self-limiting beliefs, and creating their personalized vision for a resonate future. By the end of this course, managers will be able to create compelling visions for themselves and their teams in new ways.
     Dreaming, in the end, is about the human art of imagination and execution. If we can imagine it, we can build it.

* Perspectives.
     We are always in a perspective. And just because we’re in one doesn’t mean that is the truth. It is a truth.
     This workshop will train participants to notice how their own perspectives shape their worlds, and how some perspectives are more powerful than others. Like anything, having the ability to notice and shift one’s point of view requires skill and a lot of creativity.  
     We spend a lot of time in this workshop training people to think outside the box!

* Emotional Literacy.
     The 17th century French philosopher Descartes once said, “I think, therefore I am.” We believe that this is only half of it. Emotions make up the other half.
     In this training, participants will expand their emotional range, vocabulary, and ability to simply “be with” strong emotions. To be a good coach relies far less on problem solving but far more on establishing relationships of trust and open communication. At the heart of this is the ability to empathize in a way that makes team members feel heard and seen.
     In the end, isn’t this what we all want?

* Integration.
     Being a coach-like manager requires incredible presence, self-awareness, and self-management. It also requires holding team members as naturally creative, resourceful, and whole.  This can be a delicate balance for coaches (who are also managers), who must often balance competing agendas at the same time.
     This training will engage participants in the careful dance of coach and manager, and the dance of interchanging the skills learned in the 4 previous trainings: Foundations, Dreaming, Mindsets & Habits, and Emotional Literacy — sometimes done all at once.

     Most managers weren’t placed in their roles because of their experience or expertise in managing people. Instead, they became a manager of people because that was the next stage of their professional development.
     Today, it is estimated that 78% of managers grew into their position because of their technical ability without any formal training in the skills needed to lead others, influence and create change with other people — fundamental skills for any people manager!
     Our series of two-day courses equip managers with the people skills imperative to thrive in a post-covid workplace.

• Performance Management, Feedback and Difficult Conversations.
  One of the greatest opportunities (and biggest challenges) managers face is the art and skill of developing their people. Great managers have heart, grit, courage and consistency. They do not avoid performance management, feedback or difficult conversations. Our experientially-based two-day course equips managers with the skills needed to engage with this skillset with confidence.
• Coaching Skills for Managers.
  Long gone are the days when managers could employ a top-down, command and control style of leadership and expect results (if they ever could). Today, managers who know how to connect with their employees, solicit the best from them, and empower them to make great choices are the ones who produce the best results for their teams and companies.
  

We help co-create cultures where employees are engaged, inspired, and intrinsically motivated to come to work. A shared sense of purpose, common values and collective belonging are some of the ingredients.

• Shared Purpose.
  Why does your organization exist? What value does it bring to the world? And how can members of your organization lend their unique skills to this common purpose? These are just a few of the questions that an organization must answer if it hopes to reach its goals, and ultimately, create a culture where employees are intrinsically motivated to work together towards a shared vision.
• Values-based Communication.
  Employees who are inspired by their organizations enjoy cultures that are deeply rooted in values and behaviors that reflect who they are. Transparency is at the heart of these organizations. Information flows without restraint. We help establish protocols for communication and systems to positively reinforce these values-based systems.
  
• Lead Others.
  Inspired workplaces share a lot in common: from effective time management practices, to efficient meeting agendas, to clear procedures and protocols. This is because at the core of what they do, engaged employees all share a common vision and want nothing more than to achieve their goals in the best way possible. We help organizations craft these imperative systems that co-create responsibility and accountability.
• Lead with Trust.
  Emotional intelligence is the capacity to be aware of, in control of, and express one’s emotions in a way that preserves interpersonal relationships both judiciously and empathetically. We help all levels of an organization understand what EI is, develop self awareness and self-regulation in themselves, and positively develop those skills in others through empathetic listening and shared understandings.
• Lead through Conflict.
  We believe healthy conflict is where growth happens. Conflicts are a natural, and necessary, part of life. We provide leadership trainings so that all levels of an organization can engage in conflict in healthy, productive, and proactive ways. Our goal: to equip teams with the collaborative skills to move an organization forward in a space where people are seen and heard.
• Lead in Sync.
  For organizations to thrive, all levels of an organization must feel psychologically safe, have some degree of autonomy, and be relationally connected with their co-workers. This means that managers must develop the leadership skills to respond to each situation appropriately so that all employees can grow in a culture of learning. Connection and intimacy are not words reserved for private life. These skills are the bonds that glue a culture together.

It's proven that Leaders with coaching support are more resilient, purpose driven and connected to their teams. Even the most experienced Executives can benefit from coaching as they navigate unprecedented change in business world.

As CTI trained Executive Coaches we guide leaders though a series of powerful conversations to improve emotional intelligence and achieve strategic goals. Together, we dive deep into your goals, self-awareness and tactics and push towards accountability and transformation.

• We start with a chemistry call between coach and client to see if there’s an energetic fit.
• We launch with a 90 minute discovery call to identify 2-3 leadership goals to step into over the course of the engagement.
  
• We share 8-12 confidential, coaching sessions, 1 hour each, every two weeks.

Together, we dive deep into your goals, self-awareness and tactics and push towards accountability and transformation.