leadership training

Owning It: Getting High Potentials to Think and Act Like the Business Is Theirs

Like most organizations, yours likely has a special group of employees whom you view as high potentials – individuals who stand out because they already demonstrate many of the characteristics necessary to be future organizational leaders.

They know their jobs, they know the organization, they know how to build relationships, manage employees and serve customers. But do they really understand the business? Do they understand the financial metrics that lead to success? financial-indicators

Making decisions based on financial indicators may not be part of your high potentials’ daily job responsibilities today, but such knowledge will likely add enormous value in the future.

That’s why Blueline Simulations is excited to offer Business Challenge™, a one-day simulation in which competing teams of first- and second-level leaders strive to grow their businesses effectively by making investment decisions, funding their strategies and evaluating their results based on real-world financial metrics.

This revolutionary program is delivered as either a classroom or virtual classroom experience. An optional online program called Fluent in Finance™ is recommended to help participants prepare for success in Business Challenge™.

Rather than try to explain in any more detail, I invite you to watch our Business Challenge™ webinar and see for yourself how this experience can add a vital missing piece to your high-potential grooming puzzle.

Looking for more? Discover our complete set of leadership development experiences first hand through a series of 50-minute webinars hosted by Blueline’s Managing Partner and its Director of Leadership Innovations.

I also invite you to contact us to learn more about any of our custom classroom simulations, Blueline Blueprint™ learning visuals or other innovative delivery methods that have been generating notable business results in leading organizations worldwide for more than 13 years.

And the Best-Dressed Award Goes to…

Grooming New Managers for Long-Term Success

They stand out in a number of ways. Their ability to lead and have others willingly follow is a true gift. You’ve pegged them as the people you believe can successfully lead your organization into the future.

But how do you ensure these shining stars have the skills to rise to the occasion? How do you teach the strategies necessary to not only survive but also thrive in the future? And how do you develop the leadership qualities that typically are only acquired through experience?

Of the many answers out there, Blueline Simulations knows of one that sets the bar high, producing real and lasting results – PeopleSIM™: Performance Coaching.

PeopleSIM™: Performance Coaching is an immersive esimulation that challenges new managers to address performance gaps and establish expectations in a realistic setting – while receiving immediate and continuous feedback. Optional classroom and/or virtual classroom elements can be added to create a fully transformative experience.

We’re impressed with the results we’ve seen and think you will be, too.

Contact us today to learn more about PeopleSIM™: Performance Coaching or any of our other custom classroom simulations, Blueline Blueprint™ learning visuals or other innovative delivery methods that have been generating notable business results in leading organizations worldwide for more than 13 years.

Getting Personal: Emotional Intelligence Skills Make a Real Difference

Last week’s blog looked at the recent history of emotional intelligence (EQ) and how it has taken root in today’s business landscape – producing notable results in some of the world’s most influential organizations.

This week, I’d like to share a project in which Blueline worked with a Fortune 120 pharmaceutical firm to assess the EQ skills of its leaders, including coaching to the assessment results and customized training to further develop the skills.

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Our challenge was to develop a solution for 80 key leaders who support the clinical trial pipeline. Our client was committed to the idea that EQ behaviors are integral to the success of this important team, and that increasing skills would increase productivity and results.

The objective was threefold: to build greater awareness of the importance of EQ skills; to provide an understanding of each person’s strengths and gaps related to their skills; and to provide opportunities for people to grow existing skills and acquire new ones in managing their emotions and relationships with others.

The project consisted of four phases:

  1. A “Foundations of EQ” class that explained fundamental concepts and explored the core behaviors that lead to EQ success.
  2. An EQ 360 assessment in which leaders assessed their own skills as well as the skills of their managers, colleagues and direct reports.
  3. Individual coaching based on each participant’s assessment results.
  4. Customized training in response to the strengths and skill gaps discovered in the aggregated assessment results.

Within a month of completion of the six-month project, each participant was asked to evaluate its impact. Preliminary results revealed that participants were convinced the program would make a real difference in both their business and personal lives:

  • 85% said it was the best combination of training and development they had ever received.
  • 87% agreed that they gained knowledge and skills they can use on their job.
  • 85% agreed that they would use the knowledge and skills in their personal lives.
  • 87% were satisfied or very satisfied with the investment of time and effort in the training.

I have come to believe that any business result can be greatly improved simply by focusing on the quality of personal transactions that deliver that result. EQ is an idea whose time has come – and today is delivering enormous gains in speed, efficiency and quality of human interactions.

I can say with complete confidence that your organization – like so many others – has enormous opportunities to leverage the power of emotional intelligence to deliver quantitatively better business results.

Contact Blueline Simulations to find out how. The next success story could be yours.

Bringing Out the Leadership Potential in High-Potential Candidates

Your organization’s high potentials are tagged as such for a reason: They’ve been identified as demonstrating the potential to lead your organization successfully in the future.

Having the potential to be a great leader is one thing. Applying that potential in a way that creates outcomes consistent with your organization’s highest priorities is another.

It all comes down to experience

The saying that leaders are born, not made is only half true. The way we at Blueline Simulations see it, potential is the “born” part. Yet all of the potential in the world doesn’t mean a thing if it’s not used correctly. Only one thing can truly develop the skills and expertise necessary to be a great leader: experience.

A survey by global management consulting firm Booz & Co. shows that the majority of corporate leaders are not able to keep their priorities straight. They’re pursuing strategies they don’t believe in, and many of their own strategies fail to build on the things their companies are especially good at.
A survey by global management consulting firm Booz & Co. shows that the majority of corporate leaders are not able to keep their priorities straight. They’re pursuing strategies they don’t believe in, and many of their own strategies fail to build on the things their companies are especially good at.

So how do you ensure your next generation of leaders develops the insights and skills that can only come from experience? And how do you help them gain the experience necessary to prioritize and make decisions consistent with your highest priorities?

Enter Executive Challenge™, the latest in a series of leadership simulations designed to give your high-potential leaders insight and simulated real-world experience in dealing with nearly every strategic challenge imaginable – from talent management to compliance, from ethics to defining and executing a global vision.

We invite you to watch our recorded 55-minute webinar led by Blueline’s Director of Leadership Innovations, Steve Mosley. During the session, you’ll see first-hand how Executive Challenge™ will change the way you groom your next generation of executives for success.

Contact us today to learn more or schedule a private demonstration for your company.

Top 5 Mistakes Managers Make: Communicating Poorly

Management Challenge Program Designer Kate McLagan is penning our latest blog series “Top 5 Mistakes Managers Make”. Over the next five weeks, Kate will explore these critical mistakes that managers make in their relationships with their direct reports. Read on for Part 2: Communicating Poorly. Click here to read last week’s blog, Mistake #1: Lack of Feedback.

Manager Mistake #2: Communicating Poorly

Managers need to be able to communicate, build relationships and work with individuals at all levels and their behavior and interpersonal skills can affect others both positively and negatively. We often see managers focus on a one-way flow of words rather than a dialogue. They tell instead ask, and blame rather than solve problems. In addition, they tend to communicate too much about the past and what went wrong rather than the present and future.

Engaging employees in focused conversations about performance is at the heart of the management process. Good conversations that lead to mutual understanding and clear action are the most effective ways to get results and build relationships. Employees’ opinions matter, and it is highly motivational when their input is sought. Key conversations between a manager and employee lead to clarity in direction and a sense of shared ownership. The quality of these conversations is determined by the manager’s ability to listen, probe, ask questions and communicate regarding key skills underlying all types of coaching scenarios.

Avoid This Mistake:

  • Set clear expectations
  • Observe behavior and give feedback (balance effective and deficient)
  • Learn about individual needs and motivational drivers
  • Coach to change undesirable behaviors and increase desired behaviors