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E3 Leadership Development

E3 Leadership Foundational Principles:

  • Employee engagement is the most critical component contributing to team success at all levels and functions of organizations.
  • Leadership, as an organizational dimension, is the primary source mediator of employee satisfaction, motivation, commitment, and engagement.
  • There is an inextricable link that exists between quality leadership, enhanced employee engagement and improved client/customer outcomes.
  • Quality and effective leadership is behavioral; comprised of a set of interconnected and mutually reinforcing value-driven and purpose-critical actions/interactions that can be learned.

E3 Leadership Overview

E3 stands for Elite Employee Engagement. The E3 Leadership curricula and its various modules offer team leads, managers and executives proven strategies for enhancing leadership capacity to maximize employee motivation, engagement and overall performance. All E3 tools and approaches emphasize quality and effective leadership skill development and were designed to be simple, practical, immediately operational and sustainable.

E3 was developed by combining a wealth of scholarship, the latest research and years of practice wisdom regarding the direct impacts quality leadership has on employee motivation, engagement and overall performance. E3 Leadership is grounded in “what works best”; data gathered from thousands of employees and managers’ experiences of great leadership and maximized engagement.

This practical and transformative curricula maintains great potency by merging “what we know works” practice wisdom with Leader-Member Exchange (LMX) Theory, the last 30 years of Work Motivation Theory (WMT), Strengths-Based Practice and Value-Driven Leadership Applications.

E3 Leadership Development Priorities

E3 Leadership Development and the E3 Modules maintain a connection to the foundational beliefs above and emphasize quality leadership practice and skill development.

The intent of all E3 Leadership Development components is not simply to inspire managers, but also to give them the tools and capacity to inspire their members towards elite employee engagement; to maximize motivation, enhance commitment and optimize performance.

In order to achieve optimal leadership quality and effectiveness, to positively impact and sustain elite employee engagement E3 Leadership Development:

  • Consistently and throughout emphasizes direct links between quality leadership, employee engagement and client/customer outcomes;
  • Focuses on the enhancement of Leader-Member Exchange (LMX) as an absolute priority;
  • Prioritizes leader-employee relationships as a consistent area of leadership development;
  • Encourages the understanding of human behavior and Work Motivation Theory (WMT) in the context of employee engagement and performance;
  • Promotes on-the-ground operationalization of respect, integrity, accountability, empathy as well as other important organizational values;
  • Emphasizes interpersonal and communication skill development;
  • Utilizes relations-oriented and strengths-based practice strategies for motivating and engaging members;
  • Encourages identification and mobilization of employee needs, values, goals and strengths through the use of a variety of E3 tools;
  • Supports the identification of “best employee-environment fit” and;
  • Prioritizes the understanding and elimination of unnecessary stress and conflict.

E3 Leadership Development: 5-Day Curriculum

The E3 Leadership curriculum can be offered in a variety of structure and process formats; however E3 maintains greatest potency and sustainability when fulfilled entirely. The 5-Day E3 course can be segmented and offered in separate sessions with varied time allotments, given the unique needs, goals and resource demands of the particular team/organization.

 Day 1

  • Introductions and Overview
  • Common Challenges in Leading People
  • Initiate Leadership Development Action Plan
  • What is Leadership?
  • The Differences Between Management and Leadership
  • The Greatest Leadership Ever – Group Exercise
  • Leader-Member Exchange Theory
  • Individualized Leadership Development Plan
  • What is Motivation
  • Keys to Influencing Others
  • Knowing You
    • What Motivates You
    • What are Your Values
    • You and Other People
  • Individualized Leadership Development Plan
  • Greatest Communication Skills – Meaning Making
  • Practice, Practice, Practice
  • Debrief and Discussion
  • Individualized Leadership Development Plan

Day 2

  • Check-in and Overview of Day
  • Review Highlights from Day 1
  • Knowing and Using the Sphere of Leader Influence
  • Quantum Communication and Meaning Making
  • Case Scenarios – Practice, Practice, Practice
  • Individualized Leadership Development Plan
  • Gaining Buy-in
  • Ensuring Accountability for Self, Team and Others
  • Case Scenarios – Practice, Practice, Practice
  • Individualized Leadership Development Plan

Day 3

  • Check-in and Overview of Day
  • Discussion – What’s Going Well (practice and personal/professional goals)
  • Individualized Leadership Development Plan
  • Case Situation – Practice Quantum Communication and Meaning Making
  • Walking the Walk – Living the Organization Values
  • From Values to Action – Group Practice Exercise
  • Strengths Based Strategies for Developing Individual and Team Capacity
  • Case Scenario – Using Values in Leadership
  • Debrief and Discussion
  • Case Scenario – Using Strengths Practice in Leadership
  • Individualized Leadership Development Plan

Day 4

  • Check-in and Overview of Day
  • Revisit the Sources of Conflict and Common Problems
  • What is Employee Resistance and Opposition
  • Proactive Approaches for Decreasing and Eliminating Resistance/Conflict
  • Individualized Leadership Development Plan
  • E3Foundational Principles for Approaching Resistance and Conflict
  • Tools and Strategies for Approaching and Eliminating Resistance
  • Individualized Leadership Development Plan
  • Leading through Conflict: A Process Guide
  • Role Plays – Practice, Practice, Practice
  • Debrief and Discussion
  • Individualized Leadership Development Plan

Day 5

  • Check-in and Overview of Day
  • Discussion – What’s Going Well (practice and personal/professional goals)
  • Bringing it all together – Case Scenario
  • Role – Play Observer Input and Discussion
    • How to know when someone is “lying”
    • How to Make the Best Decision
    • Turning Impossible into Probable
  • Leading to KOPE with Change
  • KOPE Model of Changed Leadership
  • Review Key Skill Areas – Reinforce
  • Anticipations and Trouble Shooting
  • Individualized Leadership Development Plan
  • Where to from Here?

E3 Leadership Development: Individual Modules and Workshops

While 3 days is recommended, the E3 Leadership Modules can be offered in a 1 or 2 – Day Format

Module 1:

E3 Overview and Guiding Priorities
  • Introductions and Overview
  • E3– Foundational Beliefs
  • Great Leadership Implications
  • Leadership Defined
  • E3– Guiding Principles
  • Leader-Member Exchange Theory (LMX)
  • Work Motivation Theory and Employee Performance
  • Operationalization of Values
  • Source of Problems – Information and Meaning
  • Importance of Needs, Values and Goals and Outcomes
  • Individualized Leader Development Planning

Module 2:

Quantum Communication: Strategies for Understanding and Enhancing Employee Performance
  • Introductions and Overview
  • The 3 D’s of E3 Leadership
  • Quantum Communication: Meaning Making Questions
  • Effective Communication and Quality Leadership
  • Barriers to Effective Communication
  • Paraphrasing and Empathic Responding
  • Discovery Responses and Questions – Surfacing Needs, Values, Goals and Strengths
  • Practice, Practice, Practice – Role Plays
  • Discussion Period
  • Individualized Leader Development Planning

Module 3:

E3 and The Preferred Leadership Profile (PLP)
  • Introductions and Overview
  • The 3 D’s of E3Leadership
  • The PLP – Enhance Leadership and Employee Engagement
  • The Preferred Leadership Profile (PLP)
  • PLP: Overview & Categories
  • PLP: Getting Buy-In
  • Ensuring Success: PLP Do’s and Don’ts
  • Role Plays – Challenges and Meaning Making
  • Discussion Period
  • Individualized Leader Development and Planning

Module 4:

Quantum Communication and the Preferred Leadership Profile (PLP)

* This module represents an advanced practice-oriented seminar, which combines the curricula of Modules 2 & 3. It was developed and designed to deepen participants’ knowledge and practice skill for ensuring greater success with the E3PLP tool.

Module 5:

Mobilizing Mission, Vision and Values to Enhance Employee and Client Outcomes
  • Introduction & Overview
  • Purpose and Outcomes
  • Exercise: Greatest Work Experience
  • What are Vision, Mission and Values
  • Differentiating Mission and Vision
  • The Power of Values
  • Walking the Walk: Keys to Value Operation
  • Exercise: Key Organizational Values – Values to Action
  • Leveraging Values for Accountability and Best Practice
  • Reflections & Discussion
  • Individualized Leadership Development and Planning

Module 6:

A Strengths Focus and E3 Leadership
  • Introductions and Overview
  • Group Exercise
  • E3 and a Strengths Focus
  • Strengths Based Approach Overview
  • Prioritize, Define, Search, Build and Leverage
  • Tools and Strategies
  • Positive Implications of a Strengths Approach
  • Role Plays
  • Discussion Period
  • Individualized Leadership Development and Planning

Module 7:

Eliminating Employee Opposition and Leading Through Conflict
  • Introductions and Overview
  • Group Reflection Exercise
  • What is Opposition and Resistance
  • Source of Problems
  • Meaning Making
  • Perspectives on Opposition and Resistance
  • Important Considerations – Proactive Approaches
  • Foundational Beliefs for Approaching Opposition
  • Approaching and Eliminating Opposition and Conflict: A Process Guide
  • Role Plays & Discussion
  • Individualized Leadership Development and Planning

Module 8:

KOPE and Leading Through Change
  • Introductions and Overview
  • Common Challenges with Change
  • Why People “Resist” and “Oppose” Change
  • Exercise “Best Change Experience Ever”
  • Leading to KOPE with Change
  • Finding Certainty in an Uncertain Situation
  • The KOPE Model
    • Knowledge
    • Opportunity
    • Perspectives
    • Expectations
  • Case Summaries and Examples
  • Individualized Leadership Development and Planning

Additional Modules:

The Great E.Q.-ualizer – Strategies for Empathy and Self-Regulation

  • The importance of EQ
  • The critical role of Leader Empathy
  • Empathy and Leader Impact
  • Strategies for Creating Empathy
  • Self-Regulation and Positive Outcomes
  • Strategies for Effective Self-Regulation
  • Individual Leadership Development Plan

From Values to Leadership Action

  • The Power of Values
  • The Values-Great Culture Connection
  • Reflection Exercise – What do you value?
  • COMPANY Values and the Leader’s Role
  • Bringing Values to Life – 4 Concrete Steps
  • Group Exercise – COMPANY Values into Quality Leader Behaviors
  • Individual Leadership Development Plan

Buy-in, Accountability and Leader influence

  • What is Buy-in exactly?
  • Strategies for Ensuring Buy-in
  • What is Accountability exactly?
  • Strategies for Ensuring Accountability for Self and Others
  • Influence defined
  • Demonstration – Influence Anybody
  • The Sphere of Leader Influence
  • Leveraging CORE motivation sources for behavior change
  • Individual Leadership Development Plan

Core Performance Development

  • Performance Development vs. Performance Management
  • The keys to effective performance development
  • Simplifying Performance Development
  • Using COMPANY Core competencies
  • Steps for Optimizing and Sustaining Preferred Performance
  • Individual Leadership Development Plan

E3 Coaching from the Core

  • The critical role of coaching
  • What you see is what you get
  • Understanding the CORE of your people
  • Using the PLP to coach from the Core
  • Interpretation pitfalls
  • Effective Feedback & Input
  • Coaching the coach – Integration and sustainability
  • Individual Leadership Development Plan

Constructive Conflict and Confident Conversations

  • Conflict and the Source of Problems
  • Understanding how and when CORE’s can collide
  • Unhelpful beliefs about conflict and resistance
  • Proactive strategies for decreasing and eliminating conflict
  • Foundational Principles for Effectively Approaching Difficult Situations
  • Confident Conversations – Care-fronting Challenging People and Situations
  • Case Scenarios and Role Plays
  • Individual Leadership Development Plan

The Path to Greater Leadership

  • High level review and summary
  • Review of Individual Leadership Development Plan Objectives
  • Prioritize top five Leadership Skill areas
  • Set goals, activities, timelines
  • Develop support contingencies
  • Discussion – Reflections and Leadership Anticipations
  • Closing