The type of leader with a take charge mentality, who prefers getting down to business and keeping an eye on deadlines. Understanding your leadership style can improve and compliment other areas of your life outside of business too.
One, two-hour coaching session If you are new to this product we highly recommend HRDQ QuickStart Training, whether you are a novice trainer or a seasoned facilitator.
Team Building Activities and Games for Work Our interactive team building games make learning fun, and are a powerful way to develop key skills to succeed in the workplace. A hybrid game and workshop, the Mars Rover Challenge immerses participants in action-packed games that teach team building and leadership. Bridging the Communication Divide is an experiential game that explores the impact personality style has on communication. Whisk your audience away from the traditional classroom with Jungle Escape, the high-energy team building game that’s been a bestseller and perennial favorite among trainers since it was first introduced more than 30 years ago. Common Currency: The Cooperative Competition Game is a flexible, team-based activity that utilizes a wealth of interpersonal and group-process skills. Learn how to overcome and move beyond difficult interpersonal and inter-team relations in the workplace. Available for immediate download, these PowerPoint®-based team building games feature one-click scoring, colorful graphics, and custom animations. A fun spin on corporate team building activities, Do Your Best demonstrates the key principles of setting direction in an organization, group, or team. Send supervisors on a memorable exploration of supervisory skills with Flight from Savo, HRDQ’s exciting hands-on adventure game. Junkyard Games is an exciting new training game from HRDQ that combines energy and fun with creativity and process improvement. A dynamic training tool designed to stimulate wisdom and understanding about how leadership plays out in organizations.
Leadout: An Experience in Leadership is an intense and exciting simulation that uses a real-life business scenario to drive home the importance of core leadership and team behaviors. A team building training game for employee and management development, which aims to improve teamwork, team performance, team leadership, and problem solving skills. Breathe new life into your training with two action-packed games that will send your audience on space-age adventures in team building and leadership. Personal style and how it relates to communication, leadership, performance improvement, and organizational teams is a frequent topic of today’s best-selling business and personal development books. New from subject matter expert Lou Russell, Rocket: The Project Management Game is a competitive team simulation that emphasizes simple, fast, and flexible techniques for tackling everyday projects successfully. Before the people in your organization attempt to maneuver through real-world negotiations, give them the opportunity to practice their skills in the safety of the classroom with Strike Fighter, HRDQ’s new action-packed training simulation that teaches a solid start-to-finish strategy.
The Seven C’s of Effective Team Performance are realistically demonstrated in HRDQ’s Tall Ships simulation game.
The Values Edge System: An Exercise in Personal and Team Discovery is a powerful training tool that clarifies personal values, enhances relationships, strengthens team performance, renews organizational culture, and inspires innovation. Developed by the Center for Creative Leadership, Visual Explorer is a powerful training tool designed to encourage collaborative conversations and useful dialogue in a safe learning environment. VisualsSpeak is an effective communication and team training game for management development training.
Explore the concepts of teamwork and ethical decision making with What Would You Do?, an interactive game that uses eight moral dilemmas to teach these concepts and illustrate the impact that one’s decisions have on teams and the organization.
Thankfully, there’s plenty of different ways to learn how to become a strong leader, and understanding your own leadership style can be a critical first step to improving your abilities. When it comes to managing, this type of leader will direct a team on what to do and when to do it, all while making sure they keep their eyes on the finish line. When approaching a new challenge, she or he might begin by visualizing the big picture, imagining the possibilities, and figuring out how to make the work fun.
When starting a new task, a Considerate leader creates a comfortable working environment and follows procedures. When approaching a new project, she or he will analyze relevant data and then impose logic and structure to proceed. Think of how many times you may be called upon to step up and be a leader, from social situations to family gatherings, negotiating transactions to casual sporting events. It’s an excellent way to quickly get up to speed on the product so you can step into your first training class with confidence. Feedback Form Table of Contents: 18-item assessment with pressure-sensitive response form Scoring What’s My Coaching Style? A learning style assessment will help you identify these preferences so that you can adjust your training to suit your audience.
These communication skills activities introduce a practical communication style model that helps people to make improvements to their communication skills.
After surviving a crash landing in a jungle, teams are challenged to work together to build a make-shift helicopter with only limited parts—and each other. We especially like using it as part of negotiating and strategic planning workshops, but it’s ideal for a wide array of training topics and teamwork games.
Communication Derailed is a high-energy simulation game that demonstrates the profound impact of poor communication and teaches the skills needed to communicate effectively. Emotional Intelligence (EI) is the ability to comprehend your emotions and manage them effectively.
Sound effects, custom graphics, and functionality are built in, so all you have to do is enter your questions and answers into the template slides, and you’re ready to go.
The activities provide a stimulating means of uncovering the crucial principles of setting mission, vision, and goals. Participants gain first-hand experience in the fundamental supervisory skills of: Guiding the Work, Organizing the Work, Developing Your Staff, Managing Performance, and Managing Relations. Based on the Get Fit for Coaching assessment, this fun and fast-paced game gives participants the opportunity to practice the five skills vital to effective coaching. Teams work together, plan, strategize, and execute their ideas to achieve a common goal – all while having fun in a learning safe environment.

By trading and discussing cards and fashioning a hand that best captures their personality style, players learn about the various personality dimensions. Rooted in the theories developed by top management experts, the challenge is to make quality decisions while confronting everyday organizational issues. A comprehensive kit with two standalone modules, the Mars Surface Rover transforms your classroom into a top-secret development lab when your audience is challenged to design and develop a new prototype vehicle for NASA.
But acquiring and mastering this knowledge can take years to understand and internalize through real-life experiences.
These quick, energizing games reinforce learning and build awareness in a fun, nonthreatening manner. Develop high-performing teams and increase overall success by focusing on improving in these seven critical areas. But what happens when cross-functional or virtual teams are asked to collaborate with one another?
Based on more than 20 years of experiential research, this training exercise makes making sense of values simple by putting them on the table, literally.
This innovative game uses a series of diverse images to create a visual vocabulary that helps people to express themselves through the use of metaphors, intuition, and emotion. Visual communication tools and images surface team differences, improve group and team interaction, establish rapport, and encourage dialogue.
A Spirited leadership style also inspires a team to think differently and rallies the troops around a singular vision. She or he may also want to hear feedback from the team, while listening actively and providing support. In terms of management, this leader will request team members be extremely thorough and think before they act.
You never know when you’ll be asked to lead, and our leadership style assessment gives you a great foundation for unlocking your true potential. Your audience won’t be sitting in their seats - they’ll be in action, on an out-of-the-ordinary adventure that promotes cooperation and competition. Along the way, they explore and practice critical group-process skills such as team planning, problem solving, decision making, and conflict resolution. Creating an Emotionally Intelligent World is a new computer-driven training game that offers a fun, interactive way to learn about each of the five EI skills. This collection of card-based teamwork games improves the knowledge of personality style and interpersonal skills. Each of the games allows participants to identify and better understand their preferred styles. Our subject matter experts will review the program with you, offer ideas for tailoring the program to your specific needs, and discuss typical participant questions and reactions, and more.
Rapid economic growth in Brazil, Indonesia, China, and India will add a billion new consumers clamoring for goods and services from around the world over the next decade. The Rainforest Game is a hands-on game that allows teams to experience the challenge of working across boundaries – and what it means to work better together.
With increasing frequency, professionals from one country are interacting with customers and colleagues from other countries.The Challenge Grappling with different languages, cultural barriers, and legal-regulatory differences presents formidable challenges.
There are more than 20,000 cultures and 3,000 languages on planet earth, and learning about every one of them is simply impossible. The good news is that, while learning foreign languages is helpful, it is not necessary to study hundreds of cultures or languages to work effectively in multicultural environments. Extensive international business experience and research provide a solid starting point for successfully navigating global change. Critical knowledge and skills required for effectively working across cultures include self-awareness, using a cultural-general approach to understand key cultural differences, and translating this knowledge and awareness into cross cultural competence.Self-awareness Individuals can increase self-awareness by exploring their preferences in communication style, responses to conflict, decision-making style, and influencing behavior. A heightened understanding of preferences can also help individuals understand their reactions to others who are different. Finally, it can help individuals become more aware of how their preferred behaviors may impact others’ perceptions of and reactions to their behavior.Learning about Culture A “cultural general” approach focuses on understanding differences and similarities using key cultural dimensions. Individuals from higher power distance countries such as China or Brazil tend to defer to figures of authority much more frequently than individuals from lower power-distance countries such as Sweden and the US. To illustrate these differences, frustration mounted when a group of leaders from a low power distance country attributed the slow decision-making process of their counterparts from a high power distance country as a “deceitful bargaining strategy” or “indecisiveness” stemming from incompetence.This created a negative emotional rift between the two teams. From the perspective of the high power distance individuals, bypassing their supervisors to make decisions without first informing and conferring with their leaders would be inappropriate and disrespectful. Had either party realized that the divide arose from cultural differences, they could have discussed and found ways to bridge those differences.It is critical to understand one’s own culture in the context of these dimensions.
This heightened self-awareness permits comparisons and contrasts with other cultures and in turn, helps to dramatically shorten an individual’s cultural learning curve. A normal human tendency at this point is to interpret what was said and how it was said from the context of the receiver’s own culture.
His past clients include Harris, Honeywell Aerospace, Roche do Brasil, Ricoh Latin America and United Space Alliance, among many others. Curtis is a fellow at Florida Institute of Technology’s (FIT) Institute for Cross Cultural Management. Patricia spearheads their international work and co-facilitates leadership programs throughout Latin America. She has a degree in international relations, and has worked with clients including Ricoh, Unilever, Oracle, Sun Nuclear, and the US Peace Corps.
Calibrating the current state of an organization’s culture is always the first step of an effective intervention process. For example, determining the values, behaviors and personal work styles of an organization provides the needed data to define the size of the gap from where your culture is today and what is required to foster alignment in the future. This assessment process also establishes the capability of tracking cultural shifts over time. Your management team will find this helpful as they are asked to resource interventions and fund activities to reach an aligned cultural state.2.
As you can imagine, management consultants and theorists promote dozens of suggested leadership approaches — everything from situational leadership and participative management to leading from the top and leading from commitment.

The danger comes when your leadership team sends managers to different leadership training events and everyone comes back with a different approach.
It’s a fast way to create confusion for the workforce as they work for different leaders over time, each with a different leadership style. It’s also important to apply a leadership approach that instills positive mutual purpose and intent. Once these have been established, active listening skills, decision-making and other activities can create the level of leadership success you seek for your company.3.
It’s essential to teach individuals and teams how to be aligned with and supportive of the decisions that they make.
The secret lies in teaching everyone how to question effectively, listen actively and demonstrate open communications, while stressing authenticity.Alignment comes about when employees understand how to gain alignment on the small steps that ultimately build into larger areas of agreement. Having an effective protocol to communicate and reach agreement within our team helps to make alignment a reality.4.
Sometimes there are not enough facts to make an assumption about a situation that we’re faced with solving. In that case, we can only search for more facts, or in other cases, we may not safely assume anything based on the information provided.This is a difficult human behavior to change.
People often jump to conclusions based upon their cultural biases, personal history or current experience. A lesson worth learning: Help employees to reach a higher level of consciousness by teaching them the difference between assumptions and facts and to know when more information is needed. The benefits of this type of learning have broad and far-reaching implications in how an organization works and how solutions are developed and implemented.Final ThoughtsAs with any good recipe for increased performance, blending the right ingredients and keeping them well balanced will result in a predictable outcome. Determine your organizational cultural attributes, calculate and manage the change, and help your leaders foster a positive shift in organizational behavior. It was reprinted with permission from the author.Mark HordesMark is the founder and lead consultant with Mark Hordes Management Consultants, LLC, a Houston based coaching and training firm dedicated to helping companies increase their relationships with their customers and clients.
He brings over 25 years of experience in consulting with organizations in human resources and talent management. McCall is a Senior Consultant with Pinnacle Group Business Resources, LLC and has been working with leaders across all industries as they seek to enhance their leadership and management skills.
Through a highly interactive learning process and through one-on-one coaching, McCall has contributed to the effectiveness of local, regional, national and global leaders.Over 520 people registered to listen to the webinar live. Please review the image below.It is important to be passionate about your presentation and your work.Do you want to learn more about building and using your executive presence? If so, then click here to watch the recorded session.For a limited time, all participants of the webinar can get a discount on the What’s My Communication Style?
We toured everything from Neolithic sites to Roman ruins to Moorish forts as well as many castles of Portuguese royalty and many Catholic churches. During this time, there were incredible works of art and great advances in economics, industry, global exploration and, of course, leadership. Needless to say, Portugal was prospering during these periods.Intermingled throughout its history, however, Portugal has had periods of extreme repression, such as the “re-conquest” of the Moors, the expulsion of the Jews, the Inquisition, the dominance of the Catholic Church and the Salazar dictatorship. As the bad periods became more and more frequent, overshadowing the periods of enlightenment, Portugal soon regressed into a backward and impoverished nation.This observation got me thinking about how similar traits can exist in leadership today.
Companies can certainly be differentiated by whether or not, at any given time, they are relatively more democratic and decentralized in regards to leadership and which ones are more centralized and authoritarian.
Or would you like to work in an organization where repression and dictatorship is the norm, like during the Inquisition?This seems like a stark, but easy comparison.This entry was posted here. William Seidman is the CEO of Cerebyte, Inc., a company focusing on creating high performing organizational cultures. He has worked as a manager or consultant with many large and small organizations including Hewlett-Packard, Jack in the Box, Intel, Tektronix, CVS Pharmacies, and Sears. He is co-founder and chief executive officer of Cerebyte, Inc., co-author (with Rick Grbavac) of award winning, The Star Factor. Atwood’s background includes radio announcer, newspaper columnist, television anchor, stand-up comic, association executive (which she defined as another version of a stand-up comic), and Universal Studios tour guide (which taught her to point to her left and right). For over two decades now she has focused her efforts on creating learning opportunities — and doing so while “linking laughter and learning.” Her rationale? We always remember a joke longer than a lecture.She’s the best-selling author of five business and training books, which have been translated to both Japanese and Chinese, and are used in universities from the United States to Korea and Lebanon. She’s coordinated skills development systems and the sharing of knowledge within organizations ranging from governmental agencies and municipalities, corporate and retail organizations, associations, and nonprofits.Close to 400 people signed up to listen to this webinar live. Basically, if you were good at what you did, you were promoted to something you weren’t good at doing. And we wonder why we developed so many workplace challenges?Unfortunately, common sense is not as widespread as we once thought.
What are the biggest challenges that you and your managers face?The answers that flooded in were very similar. We reviewed traits of good leaders and talked about challenges and skills that are necessary when added together to be a good manager.Another important topic was performance reviews. Both parties should have time to prepare for their appraisals and nothing that comes up there should be new.There are many principles that govern management. Even if you can talk and text, that behavior gives off the appearance that the phone is more important than the conversation.Be aware of phrases that make people angry (like buzz words) or raise red flags. Know your audience and do not try to impress them with big words – use words they can understand. Think about how you present an idea or approach a topic and change your delivery or inflection if need be. All of these and more can help your management style.Want to learn more about how to be a better manager or make your manager better? If so, then click here to watch the recorded session.Sign up today to make sure you don’t miss the next free webinar!

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  1. 11.10.2015 at 10:25:57

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  2. 11.10.2015 at 12:43:30

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