Results Centred Leadership
Results-Centred Leadership (RCL) is a management program that defines and demonstrates a new leadership style for the 21st century. The program is based on bringing out the very best in people and coaching them to succeed in an environment of respect and trust.
RCL will empower your organization to achieve long-lasting results including improved productivity, enhanced teamwork and co-operation, improved customer service and client services, higher employee motivation, and more dedicated employees who embrace responsibility.
About the Program
The RCL program provides leadership training to help you lead and manage teams and build on employee relationships, creating a positive impact on the company’s objectives. We use focused, hands-on goal setting to change behaviour that produces measurable results for both you and the individuals you lead.
Our step-by-step exercises will leave you feeling more in control of your time with reduced stress, improved goal setting, enhanced self-image, improved listening skills, and the confidence to successfully lead.
The program includes both written and recorded materials for easier learning and retention and can be used for both business and personal applications. We also provide additional, tailored exercises and practical hands-on work for areas of concern.
Training Objectives
The RCL program will address the “self”, individual leadership style strengths/challenges, setting specific and measurable goals, and personal productivity such as time management and delegation.
It will then provide strategies for motivating your team, coaching for success, communicating, building relationships, and dealing with performance issues.
Finally, the program delves into building your team synergy, managing personal stress, and leading organizational change.
Program Structure
Below is a description of the 12 modules of the program with instructional hours and intended learning outcomes.
- Learning Concepts
- Leadership & Personal Success Plans
- The Journey Begins – Key Elements of Good Coaching; Emotional Intelligence
- Organizational Priorities
- Leadership Self-Assessment
- Lifetime Dream List
- Priorities For Life
- Personal Self Assessment
- The Process
- The Transition
- The People
- Self-image
- Walking the Talk
- Trust
- The Role of a Leader
- Focus
- Leadership Case Study
- Leadership Self-Assessment Summary
- Developing Trust With Others
- Personal Self-Assessment Summary
- Win:Win Agreement
- Defining Expected Results
- Examples of Goals and Expected Results
- Goal-Setting
- Satisfying Needs
- Benefits of Goal-Setting
- What is a Goal?
- Three Different Kinds of Goals
- The Process of Setting and Achieving Goals
- Developing an Action Plan
- Making Goals Successful – Overcoming the Obstacles
- Visualization and Affirmations
- Achieving Balance in Life
- Focus
- Questions to Consider in Making Goals SMART
- Defining Expected Results
- Examples of Goals and Expected Results
- Keeping Goals Alive and Relevant Checklist
- Force-Field Exercise
- Obstacles to Goal-Setting
- Goal Success Plan
- Team Win:Win Goals
- Team Goal Success Plan
- Call to Action
- Tracking Success Chart
- Personal Productivity
- Essential Versus Time-Critical
- Weekly Planning
- Delegation
- Dealing with Interruptions
- Meetings
- Managing Electronic Communication
- Helping Others Improve Their Personal Productivity
- Focus
- Delegation Levels of Authority
- Personal Productivity Case Study
- Top-Payoff Activities
- Time Analysis
- Time Analysis Summary
- Communication Planner
- Delegation Self-Assessment
- Delegation Checklist
- Motivation
- Types of Motivation
- Motivation Through Needs
- The Needs of Individuals
- Developing and Maintaining Trust
- Performance Behaviour
- Delivering Timely, Constructive and Meaningful Feedback
- Accepting Mistakes
- What Each & Every Person Needs within an Organization
- Results Centred Leadership – The New Leadership Style
- The Needs of Individuals
- What Each & Every Person Needs Within an Organization
- Examples of Roles & Responsibilities
- Victim Behaviour and Reframing
- Motivation Case Study
- Roles, Responsibilities & Goals
- Having My Needs Met & Others Needs Met
- Coaching For Success
- Coaching & Counselling
- One-on-One Meetings
- Purposes of Coaching & Counselling
- Characteristics of the Coaching for Success Relationship
- Tips Content of the One-on-One Sessions
- Organizational Tasks & Responsibilities
- Span of Coaching Effectiveness
- Including Everyone in Coaching & Counselling
- The Coaching & Counselling Communication Network
- Purposes of Coaching & Counselling
- Confidentiality
- Documentation
- Tips on Conducting One-on-Ones
- Content and Scope of One-on-One Meetings
- Organizational Tasks & Responsibilities
- Communication & Building Relationships
- Value of Face-to-Face Communication
- Four Key Elements of Effective Communication
- Three Organizational, Communication Imperatives
- Building Organizational Relationships
- Practical Reasons for Asking Questions
- Dealing with Performance Issues
- Perception of Conflict
- Pinpointing Performance Issues
- Basic Ground Rules for Dealing with Performance Issues
- Dealing with Minor Performance Issues
- Dealing with More Serious Performance Issues
- Tools for Giving Feedback on Performance
- Team Building & Synergy
- Individual Empowerment
- Differences Between Groups & Teams
- What is Synergy?
- Factors that Make Teams Successful
- Team Checklist
- Managing Stress
- Stress – What Causes It?
- Determining the Key Causes of Stress on the Job
- Responses to Stress
- Managing Stress
- Responsibility as a Leader to Help Others Handle Stress
- Stress Caused by Additional New Responsibilities
- Managing Stress of the Team
- Leading Change
- The Role of the Leader in the Change Process
- Resistance to Change
- How to Lead Change
- Tips for Making Change Successful
- Change Checklist
- Enhancing Future Results
- Personal Growth & Development
- Developing Others
- Developing the Organization
- Getting to the Future First
- Coaching Practices Checklist
- Program Evaluation
- Measuring Results
Frequently Asked Questions
How will the participants be assessed/evaluated?
During the first introductory session, participant handbooks and reading materials will be introduced and reviewed such that all aspects and requirements of the program are well understood. Prior to each session, participants will be required to read, listen, complete the accompanying assessments and write their personal and applied business goals in readiness for their next personal meeting.
What is the total training duration/length & total training hours?
The program will be delivered with the Session 1 being delivered in 5 hours and then 5 additional sessions in 4 hours in length for a total of 25 hours of face to face sessions. The participants will also have 25 hours of assignments (homework) throughout the program. The facilitator will have ongoing discussions with the applicant to ensure all areas of concerns are addressed.
What is the cost of this course?
The cost of the course is $5,000.00 per individual.
Who is the instructor that will be facilitating this course?
Legacy Bowes Group Partner of Leadership Development, Bill Medd is the qualified and experienced facilitator of this comprehensive course. Read his bio here!
Is there a limit on the number of participants who can participate at one time?
There is no minimum or maximum for our course (If preferred, we can present in one to one training) but our preferred course size is in the range of 12 – 20 people. Give us a call and we can build a tailored training program to help your team reach new heights!
