NCMA Contract Management Leadership Development Program
The 7 Habits of Highly Effective Managers
No company can succeed until individuals within it succeed. No group can achieve its objectives until its people achieve theirs. That's what FranklinCovey's 7 Habits workshop is about-making people effective so that they, in turn, can make their organizations effective.
Nothing less can ensure survival and prosperity in these tumultuous times. The whirlwind of technological advances; the changing tide of global, national, and local markets; the storms of mergers, downsizing, and structural changes-these are just some of the proliferating challenges that organizations face today.
Quick-fix solutions do not work in this environment. Piecemeal improvements are futile. Only those organizations that have made the effort to build a solid foundation of highly effective people will move surely and safely toward their destinations.
The principles taught in The 7 Habits of Highly Effective People-the national best seller by Dr. Stephen R. Covey, founder and chairman of FranklinCovey Co., are brought to life in this powerful workshop. It has helped transform thousands of organizations throughout the world by transforming the people they depend on.
In today's business environment, it's not enough to do things differently. You must do different things. This workshop will help you and the people in your organization change the fundamental way they approach their jobs, relationships, even problems and opportunities by:
- Breaking common ineffective behaviors and tendencies,
- Creating high levels of trust, and
- Developing strong interdependent relationships.
Once you see and think differently, you will act differently. And those actions will produce superior results. This sort of transformation is the key to turning organizations into places where effective people create lasting results.
This highly interactive one-day workshop engages leaders at all levels in the real work of identifying and closing the trust gaps that exist in your organization. Instead of paying outrageous "Trust Taxes," your organization can begin to realize "Trust Dividends." Doing business at the "speed of trust" dramatically lowers costs, speeds up results, and increases profits and influence.
FranklinCovey's Speed of Trust leadership-development training program is designed to help leaders:
- Choose to make building trust in the workplace an explicit goal of their work,
- Learn how others perceive their trustworthiness fro their personal tQ Report,
- Understand the real, measurable Trust Taxes they might be paying without realizing it,
- Change Trust Taxes to Trust Dividends, which are the benefits that come from growing trusting relationships,
- Make action plans for Building Trust Accounts with all key stakeholders and,
- Begin using the Language of Trust as an important cultural lever.
Whether you're in the midst of a change effort or just planning one, you'll need Leading Change at Every Level. This workshop is built around a diagnostic tool that helps drive home the importance of individual behavior to the success of an overall change effort. The 30-item assessment, Leading Change at Every Level, is an excellent way to gently surface behaviors that are counterproductive to change, generating scores in five dimensions-modeling the change, communicating about the change, involving others in the change, helping others break from the past, and creating a supportive environment for the change.
- Examine change behaviors,
- Develop change leadership skills and behaviors,
- Generate support for change efforts, and
- Improve ability to lead change.
This workshop is based on dimensions drawn from relevant literature on change, including both the emerging work on leading change at lower levels and the now classic work on CEO-led change.
Using a change for which they are currently responsible as a reference, participants complete the 30-item assessment. After indicating how true they find each statement, individuals generate an Overall Effectiveness Score for leading change. Sub-scores measure effectiveness in each of the five dimensions. Next, participants learn about the dimensions and how to interpret their scores in these areas. Finally, questions regarding each dimension prompt participants to plan for improvement.