Leader influence runs strong in organizations. With few exceptions, organizations transform only to the extent that their leaders do. For this reason, Step 2 invests heavily in leader development, equipping leaders to role model and lead the shift to outward mindset ways of working.
Through a training course, leaders advance their ability to implement outward mindset ways of working within their teams and organizations. This course provides leaders with a suite of 38 practical tools to ensure that they and their employees are working with an outward mindset. So that leaders can quickly reference and apply the tools, they are grouped into five categories and listed in a Workplace Situations Index containing 30 common situations faced by leaders and their teams. At the end of the course, participants are equipped to use all 38 outward mindset leadership tools and leave the workshop with a specific plan for implementing the tools to address their pressing organizational issues.
Advanced Leader Training
The Arbinger facilitator training program is an intensive workshop that explores the breadth and depth of Arbinger's groundbreaking work. Even if they do not plan to deliver an outward mindset workshop to employees, attending a facilitator training (train-the-trainer) course is one of the best ways for leaders to develop a deep and practical understanding of outward mindset ways of working. With this understanding, they are well equipped to implement and embed an outward mindset into their teams' day-to-day operations.
Leaders who thoroughly develop a plan to change their patterns of engagement with their peers, customers, and direct reports stand the greatest chance of long-term success in maintaining change and addressing resistance as they lead their teams in new directions. Through in-depth personal exploration, regular touchpoints, and structured follow-up plans, this coaching program equips participants to effectively lead change efforts and to invite more accountability in their direct reports. Leaders increase their ability to inspire individual performance improvement, align teams around strategic goals, resolve conflicts, and solve complex problems.
Equip managers to help employees identify their impact on others, prioritize responsibilities, and hold themselves accountable through structured performance conversations.
Enable managers and their teams to implement outward mindset ways of working among themselves and with other individuals, teams, or organizations.
Prepare managers to effectively hold difficult conversations and to understand and address conflict dynamics.
Provide templates to help develop employees, correct performance problems, and terminate employment if necessary.