A survey and report that identifies your priorities.
An all-new leadership program that unlocks TRUE leadership success.
High levels of influence endure only with the successful (and consistent) reflection and recalibration of one’s priorities. This continual realignment allows the best leaders to keep the most important at the forefront, cutting through the constant barrage of tasks, activities, interruptions and urgent requests.
Introducing The Prioritized Leader, a new tool for modern leaders who are actively solving rising leadership challenges within a business. This new resource for leaders help leaders to identify their current priorities, obtain guidance on how to correctly order those priorities, and spread the impact of the priorities throughout the organization.
ALINITI’s 7 session leadership program has been developed to help both new and experienced leaders bring out the best in themselves and others. In addition to building a practical understanding of the skills that will enhance your personal effectiveness as a leader, the program’s sessions will incorporate recognized theories on key topics and practically apply them to your current leadership journey.
Our small peer group approach (no more than 10 per group) allows for thorough exploration and discussion of key concepts to help anchor them in practice. Every program participant will complete Leadership Challenges each month and maintain a leadership journal of their progress to support peer-to-peer learning and engrain concepts into their day to day leadership and management.
What are the 5 priorities of a Prioritized Leader?
PURPOSE
It’s about knowing and living the “why” of your organization, being able to articulate a clear and compelling future. The currency is vision and values.
PEOPLE
The level of health and productivity we have with our colleagues and connections. The currency here is encouragement and accountability.
PACE
Discerning how fast (or slow) the organization needs to move to sustain long-term success, capitalize on opportunities, and preserve capital. The currency is time and energy.
PERCEPTION
Choosing a growth mindset, staying open to creative solutions and new ideas. The currency is insight and innovation.
PROFIT
The effective management, investment and release of an organization’s resources. The currency is dollars and cents.
Who is the Prioritized Leader Program designed for?
The Prioritized Leader Program is not designed for everyone. In particular, this assessment, report, and associated training are design for three specific types
of leaders:
- Leaders who desire to be more effective, healthy and influential.
- Future leaders who may have influence today, but aren’t in a formal leadership position yet.
- Leaders who wants to be more purposeful, disciplined and impactful.
What can you expect from the Prioritized Leader Program?
Session 1: WHAT IS A PRIORITIZED LEADER?
Our introductory session will explore how leaders maximize their impact over the long-term through the “five priorities” framework.
The success of any organization rises and falls on its leadership. It’s mission-critical, that individuals and teams do all they can to maximize strengths, build-up weaknesses, and identify blind-spots. It’s only when leaders invest in the right priorities, while keeping those priorities in the correct order, that true potential can be reached. High levels of influence endure only with the successful (and consistent) reflection and recalibration of one’s priorities. This continual realignment allows the best leaders to keep the most important at the forefront, cutting through the constant barrage of tasks, activities, interruptions and urgent requests.
Session 2: PURPOSE
The vision to see, articulate and go for a compelling future. The currency is integrity and inspiration.
Purpose, at its core, is knowing what you are here to do. You are living with purpose when helping your organization actualize goals and priorities as they align with the company’s values and vision. Individually, it means you have clarity of vision and depth of intentionality. Your growing self-awareness illumines the unique, positive contribution you’re able to make. Healthy leaders pursue a purpose bigger than themselves, and encourage others to do likewise. This shared big-picture perspective brings alignment, focus and discipline to teams throughout the organization. Clarity of vision, combined with adherence to a set of values, maximizes the potential of the organization, ensuring the “why” ultimately informs their “what” and “how”.
Session 3: PEOPLE
The level of health and productivity we have with our colleagues and connections. The currency is encouragement and accountability.
Our people priority is second. Our day-to-day interactions with colleagues and customers either fuels empowerment or drains the life out of a healthy, productive culture. Skillfully bringing encouragement and accountability at the right time (and in the right manner) is the best way to invest in your most valuable asset: your people. Sustainable organizational success always relies upon ongoing and progressive people development.
Session 4: PACE
Discerning how quickly or slowly the organization and its personnel need to move to sustain long-term success, maximize opportunities, and grow capital. The currency is time and energy.
As we descend our hierarchy of priorities, pace comes next. Pace is more important than the following two priorities of perception (intellect) or profit. Think about it this way: If you get too stressed to work effectively, your profits will suffer. If you are burned out and exhausted in your role, you won’t have the mental energy to innovate or solve problems. No amount of money or creativity can replace the value of being content in your job, and devoting time, energy, and attention to the projects that matter.
Session 5: PERCEPTION
Choosing a growth mindset and staying open to creative solutions and new ideas. The currency is insight and innovation.
The perception priority unleashes the intellectual and creative firepower that drives innovation and complex problem solving. It is more valuable than money because we can’t creatively innovate simply by spending a lot of cash. We can throw all the money in the world at a problem, but it won’t get solved without bringing the innovative and intuitive powers of perception to bear.
Session 6: PROFIT
The effective management, investment and release of an organization’s resources. The currency is dollars and cents.
Profit is lowest in our hierarchy of priorities, which might surprise many business owners. Of course, profitability is mission critical; and if we have all of our other priorities in order, it will be a natural outcome. Businesses get into trouble by over-valuing or devaluing profit. When we over-value it and sacrifice other priorities to obtain it, like purpose, people, energy calibration or innovation, we undermine the very things that made us profitable in the first place. On the other hand, when we devalue profitability by not paying attention to the bottom line or spending irresponsibly, we ultimately will not have the funds to pay the salaries to fulfill the vision. The key is to take the long-range view in this area.
Not ready for a full leadership program? Get practical guides and resources to support your leadership journey instead.
Session 1 – Lead, Inspire, Motivate
What is covered in the Lead, Inspire, Motivate session?
Workshop Outline
What leaders do:
- As a leader, what is your job?
- Management vs Leadership.
- The three essential roles of a leader.
- People motivation.
What leaders know:
- What employees want from their leader?
- Catch them doing something right!.
- What defines a leader?
- Leadership and perspectives
What are leaders like:
- Find out your leadership style.
- Balance team, task and individual functions.
- Role model strong leadership.
- The leadership critical success factors
Session 2 – Performance Management
A common concern among managers, regardless of background or industry, is their personal effectiveness in dealing with performance management issues. This workshop will introduce you to the skills needed to identify and successfully address common performance challenges.
What is covered in the Performance Management session?
Workshop Outline
Introduction to performance management:
- What is performance?
- Elements of a performance management system
- Establishing performance expectations and measuring results
- Coaches vs. Bosses
Performance analysis:
- Performance relationship maps
- External and Internal performance factors
- Performance analysis decision tree
The coaching discussion:
- The importance of Communication
- Addressing common performance issues
- Documenting performance
Session 3 – Discovering Hidden Talents
The Hidden Talents workshop is designed to help people win and achieve a greater degree of success in life and work. This workshop will open your eyes to a new way of viewing yourself and others and will allow you to discover how to communicate more effectively, identify personal sources of motivation and leverage the personal skills of team members.
What is covered in the Discovering Hidden Talents session?
Workshop Outline
- Understand the benefits of applying a behavioral communication and six values motivation model
- Understand their own behavioral design and personal motivators
- Recognize, understand and appreciate others’ behavioral designs and motivators
- Adapt their behaviors for enhanced communication, understanding and relationships.
Session 4 – Emotional Intelligence
Emotional Intelligence and mastering the skills involving emotional intelligence will greatly help you and your team in difficult situations and under stress due to deadlines, demanding clients or intense and unproductive meetings. This workshop will help you lead a wide variety of people and to respond effectively to the rapidly changing conditions of business.
What is covered in the Emotional Intelligence session?
Workshop Outline
Self-Awareness:
- How does “Emotional Hijacking” take place?
- How does the brain process emotions?
Self-Management:
- How to take advantage of the power of optimism
- How to manage your anger effectively
- How to control your worry
Empathy:
- How to have empathic communication with others
- What is the physiology of empathic communication?
Social Awareness:
- How to have effective group interactions
- How to listen positively
- What are the “Negative Listening Types”?
- How to raise your social awareness through listening
Relationship Management:
- What are the “Six Human Needs”?
- How to recognize others’ needs and desires
- How to categorize people based on their needs to make useful conclusions on follow up actions
Session 5 – Team Building
Learning what it takes to transform a group of people into a team of motivated individuals who work smoothly towards a common goal is the objective of this training module. You will be introduced to the concept of Team Roles and explore different ways of recognizing and establishing roles within a team.
What is covered in the Team Building session?
Workshop Outline
Ideal Teams:
- What are the advantages of working in a team and why should you care?
- What are the three core management responsibilities and what does this mean for team members?
- What three elements should be addressed to avoid ending up with a dysfunctional team?
Team Life Cycle:
- How teams progress over time?
- How quickly can teams go from one stage to another towards the ideal team?
- What are the ideal leadership styles for an ideal team?
Team Roles:
- What roles can each team member take and how does this affect the rest of the team?
- What are the positive and negative qualities of these roles?
- What combinations of roles do you need to have in an ideal team?
- Which types of people are ideal for which types of roles?
Team Coaching:
- How to systematically manage teams based on their maturity?
- How to increase a team’s efficiency using peer-to-peer and management coaching?
- What techniques lead to increase bonding, trust and professionalism in teams?
Session 6 – Decision Making
In our Decision-Making workshop you will learn established theories of decision making and how to choose the right actions moving forward. The concepts will help raise your awareness of the impact of your decisions on others and provide you with tried and tested tools to support your decision-making processes.
What is covered in the Decision Making session?
Workshop Outline
What is Decision Making?:
- What are the characteristics of a good and bad decision maker?
- How much analysis do you need to do?
- What is involved in decision making process?
How to Choose Actions:
- How to choose between a set of options where each has its own advantages and disadvantages
- How to make a quantifiable comparison between alternative options
- How to systematically compare related and unrelated options
How to Analyze the Impact of Your Actions:
- How to use a measure to compare pros and cons
- How to carry out a force field analysis
- How to compare the benefits versus the costs of taking different options
- How to systematically analyze a cascade of decisions where one leads to another
- What tools can you use to increase your creativity when making decisions so you can come up with more options?
How to Decide in Groups:
- What are the implications of deciding in groups?
- What can you do to increase the efficiency of your meetings?
- What tools can you use to streamline the process of group decision making?
- How to avoid groupthink, where participants are so eager to reach a decision without causing conflicts that they end up choosing a wrong solution
Session 7 – Change Management
In our final workshop you will gain an understanding of the stages people experience when confronted by change and how organizational change happens. You will also practice with tools to manage change and what you can do to mitigate change resistance that may exist within the organization.
What is covered in the Change Management session?
Workshop Outline
How Change Affects People:
- How do people respond to change?
- What goes through people’s mind when they are confronted with change in different stages?
- How ideas spread and what does this mean for change management?
How Organizational Change Works:
- What are the 8 stages of change and what should you consider in each stage to maximize the likelihood of success?
- What are the principles of effective change?
- What are the common problems when managing changes that if neglected can seriously impact the change process?
Managing Resistance:
- Why people resist change?
- What are the techniques available to persuade people on change?
- How can you engage stakeholders considering their power and interest?
How to Manage Change:
- What tools can you use to manage and monitor employee skills and identify skill gaps?
- How to develop employee skill profile?
- What are various options in filling these skill gaps and what are each methods advantages and disadvantages?
Aliniti®
2088 Ross Avenue Cincinnati, OH 45212
(513) 578-6500
Office Hours: Monday to Friday, 8am to 5pm (EST).
