Management & Leadership Courses

AI-Ready Manager

TAILORING
We can tailor the training to your specific needs by gathering input from managers on current AI use, challenges, tools, and priorities.

OVERVIEW

This interactive workshop equips managers with the knowledge and confidence to integrate generative AI into their daily work. Through hands-on exercises, discussions, real-world management scenarios, and guided practice, participants explore how AI can streamline administrative tasks, strengthen communication, support coaching conversations, enhance creativity, and improve strategic thinking.

Rather than replacing managerial expertise, participants learn how to use AI as a trusted thought partner while maintaining accountability, critical thinking, and ethical decision-making.

Each manager leaves with practical tools, reusable prompts, and a personalized AI action plan that can be implemented immediately to improve effectiveness and lead with confidence in an AI-enabled workplace.

KEY TOPICS                                                       

• Understand the evolving role of managers in an AI-enabled workplace.
• Identify practical opportunities to use AI to increase productivity and efficiency.
• Building trust, transparency, and authentic relationships while using AI
• Exploring commonly used generative AI tools for workplace productivity
• Write effective prompts that generate higher-quality AI outputs.
• Use AI as a strategic thought partner for brainstorming, planning, and decision-making.
• Improve coaching, feedback, and communication with AI-assisted preparation.
• Increase efficiency by using AI for meeting preparation, task prioritization, and written communications.
• Recognize AI risks, limitations, ethical considerations, and organizational compliance requirements.
• Know when human judgment and expertise should guide decisions
• Develop a personalized action plan for responsible and effective AI adoption.

View Testimonials

 Coaching for ResultsOVERVIEW

This course helps managers develop a coaching mindset and learn when to coach, when to manage, and when to provide direct guidance. Participants practice shifting from telling and directing toward asking, listening, and guiding—helping employees take greater ownership of challenges, solutions, and results.

Participants will develop practical skills they can immediately apply in employee development, performance coaching, leadership conversations, and ongoing feedback. Using the CLEAR coaching model, participants learn how to structure effective coaching conversations that help employees clarify goals, understand their current situation, explore possibilities, overcome obstacles, and establish specific next steps.

KEY TOPICS

Developing A Coaching Mindset

• Define what effective coaching looks like in the workplace
• Adopt a coaching mindset focused on developing people rather than simply solving problems
• Build trust and mutual respect as the foundation for effective workplace coaching
• Distinguish between managing and coaching and determine when each approach is most appropriate
• Coach with purpose based on the employee’s needs and situation: development, performance, or change

Having Effective Coaching Conversations

• Apply the CLEAR coaching model to structure productive coaching conversations and establish clear next steps
• Use powerful coaching questions to help employees gain clarity, explore options, and identify their own solutions
• Demonstrate essential active listening skills that strengthen understanding and trust
• Adapt coaching conversations to different working styles and communication needs
• Combine powerful questioning and active listening to become a more effective workplace coach
• Practice coaching conversations using realistic workplace scenarios

Creating Opportunities for Ongoing Feedback

• Use the SBIC feedback process to provide specific, constructive feedback
• Connect feedback with employee development, performance improvement, and accountability
• Deliver specific, timely, and actionable feedback
• Coach employees through performance challenges and opportunities for growth
• Adapt coaching strategies based on the employee and the situation
• Practice coaching conversations and use feedback to continuously improve coaching effectiveness

View Testimonials

Delegating, Goal Setting and Engagement

OVERVIEW:
Delegation is a critical management skill for new or experienced managers. This training provides a proven five-step delegation process which helps align company goals to department, project, and individual goals, using the SMART model. Delegating, Goal Setting and Engagement also looks at employee motivation and provides ways to increase engagement at a deeper level.

• Recognizing the challenges to delegation
• Identifying and using a five-step delegation process
• Assessing the employee’s ability and motivation
• Applying the Freedom to Act model

• Communicating company goals
• Aligning department, project and individual goals and expectations
• Creating SMART goals to set clear performance expectations
• Getting commitment, not just compliance

View Testimonials

Establishing Effective Mentoring Relationships

OVERVIEW:

Mentoring refers to a developmental relationship between a more experienced mentor and a
less experienced partner, or mentee.  Through regular interactions, the mentee relies on the
mentor’s guidance to gain perspective and experience.

In this highly interactive and engaging virtual session, participants learn how to establish an
effective mentoring relationship using proven tools to outline initial conversations and establish
effective mentoring goals.  Participants also learn expectations of both the mentor and mentee
that result in a successful mentoring relationship.

KEY TOPICS:

• Mentoring as a key driver of Employee Retention and Career Satisfaction
• Characteristics of a Great Mentor AND a Great Mentee
• The key difference between Mentoring and Coaching
• Three Stages of the Mentoring Process
• Discussions that Build Trust
• Developing a Learning Plan
• Framework to Conduct Meaningful Conversations
• Ongoing meetings and preparation
• Concluding the Mentoring Partnership

From Individual Contributor to Manager

OVERVIEW:

This one-day new manager program provides practical tools to help first-time managers navigate the transition from individual contributor to people manager. Participants learn how to balance technical responsibilities with leadership responsibilities, communicate effectively, delegate with confidence, and lead through their values.

KEY TOPICS:
Role of a Manager

• Recognize the challenges of becoming a people manager
• Understand the mindset shift required when moving from IC to manager
• Identify the key characteristics of a great manager and leader

The Balancing Act

• Recognize the challenges in being a working manager
• Balance manager and individual contributor responsibilities 
• Analyze your use of time to reach a balance
• Learn the dos and don’ts of an effective transition to management

Managing Through Values

• Understand why values are important as a manager 
• Discuss how to improve your impact as a manager and leader through values.
• Manage and lead through values for which you want to be known

Knowing Your Working Style

• Understand why individual working styles are important 
• Identify the working style that best describes you
• Demonstrate flexibility to all styles to get the best results 
• Identify your team and their working styles profile

Communicating Effectively

• Avoid communication stoppers
• Start conversations with listening non-judgmentally
• Balance inquiry and advocacyin conversations
• Seek first to understand others’ perspective and rationale

Delegating for Results

• Recognize the challenges of delegation
• Identify and use a five-step delegation process
• The Readiness and Delegation Matrix
• Assess the employee’s ability and motivation
• Delegation Do’s and Don’ts
• The Freedom to Act – Five Levels of Empowerment and Decision Making

View Testimonials

Giving Feedback & Navigating Challenging Conversations

OVERVIEW

Providing constructive feedback and navigating difficult conversations are essential leadership and workplace communication skills. When handled effectively, these conversations strengthen relationships, improve performance, increase accountability, and build trust within teams.

In this interactive virtual training, participants learn a practical, repeatable framework for preparing for, conducting, and following up on challenging workplace conversations. Through facilitator-led discussion, real-world examples, role-play, and guided practice, participants gain the confidence and skills to deliver balanced feedback, address performance concerns, and manage employee reactions with professionalism and empathy.

By the end of the course, participants will be equipped with proven techniques to turn difficult conversations into productive opportunities for growth and collaboration.

KEY TOPICS
Giving Balanced Feedback

• • • Understanding the three types of feedback and when to use each
    • Best practices for delivering constructive and balanced feedback
    • Applying the SBIC feedback model to improve clarity and effectiveness
    • Building confidence through guided feedback practice and role-playing

 Navigating Challenging Conversations

• • • Preparing for challenging discussions with a structured approach
    • Connecting previous conversations and performance expectations
    • Using facts and observable behaviors to guide the discussion
    • Managing employee reactions with empathy and professionalism
    • Gaining commitment and establishing clear action plans
    • Practicing realistic workplace conversation scenarios

View Testimonials

Increasing Employee Engagement – The 4 C’s Model

Overview

Engagement is a major key to ongoing company success — impacting team collaboration, innovation and business results. Yet, research shows that only 23% of employees worldwide are fully engaged. Organizational leaders must take an intentional step toward engaging their employees and teams to ensure continuous business success.

The 4C’s Model provides a solid foundation for increasing engagement, performance and accountability to achieve better results. It helps teams collaborate more effectively, delivering the outcomes the organization and company needs to meet objectives.

Key Topics:

• Develop Leadership Skills: Equip organizational leaders with the skills and tools needed to foster a more engaged and collaborative workforce, ensuring long-term success for their teams and the organization.
• Understand the Importance of Engagement: Explore the critical role of employee engagement in driving team collaboration, innovation, and overall business success.
•  
• Identify Barriers to Engagement: Recognize the factors that contribute to low engagement levels within teams and understand how they can impact organizational performance.
• Learn the 4C’s Model: Gain a comprehensive understanding of the 4’s Model as a framework for enhancing engagement, performance, and accountability within teams.
• Apply the 4C’s to Real-World Scenarios: Develop the ability to apply the 4’s Model in practical situations to improve team collaboration and achieve desired business outcomes.
• Increase Accountability and Performance: Discover strategies to use the 4C’s Model to boost team accountability, enhance performance, and drive better results.
• Assess and Improve Engagement: Learn methods for assessing current engagement levels and implementing continuous improvements based on the 4C’s Model.

Management Essentials

OVERVIEW:
The following four modules details ETA’s Management Essentials Series that prepare people for the skills on how management and leadership practices work together to be a highly effective manager.

KEY TOPICS:
Role of a Manager

• Recognize the challenges of being promoted to a people manager
• Shift your mindset from individual contributor to manager and leader
• Identify the characteristics and behaviors of effective managers
• Recognize the challenges in being a working manager
• Prioritize your time and responsibilities to successfully transition into management

Managing Through Values

• Understand why values are important as a manager
• Define your personal leadership values and compare to your company values
• Manage and lead through values for which you want to be known

Knowing Your Working Style

• Understand how working styles influence communication, collaboration, and workplace relationships
• Identify your own working style and understand how it shapes your approach to work
• Explore the strengths, potential blind spots, and preferences associated with all four working styles
• Recognize and adapt to different working styles to improve communication and achieve better results

Communicating Effectively

• Recognize and avoid common communication barriers and behaviors that can shut down productive conversations
• Practice listening without judgment to better understand others’ perspectives
• Balance inquiry and advocacy—asking thoughtful questions while clearly expressing their own ideas and needs
• Use open- and closed-ended questions to encourage dialogue and gather the information needed to make effective decisions

Delegating and Setting Clear Expectations

• Delegate effectively by assessing employees’ ability and motivation and applying the five-step delegation process and Freedom to Act model
• Translate company strategy into clear department, project, and individual goals
• Set SMART goals and clear performance expectations
• Build commitment and accountability—not just compliance

Engaging and Motivating Employees

• Understand the key factors that influence employee engagement, motivation, retention, and turnover
• Identify practical ways to engage and motivate employees to improve productivity and performance

Managing Hybrid and Remote Employees

• Understand the unique strengths, challenges, and dynamics of managing remote and hybrid teams
• Identify strategies for building trust, connection, and engagement across locations
• Apply best practices for keeping team members aligned and focused on shared goals and results

Giving Balanced Feedback

• Identify the three types of feedback and the impact on employees
• Apply best practices and the SBIC feedback model to deliver balanced, effective feedback
• Practice delivering balanced feedback to a partner

Having Difficult Conversations

• Connect feedback to previous conversations and address ongoing performance concerns
• Identify effective approaches for navigating difficult conversations
• Anticipate and manage employee reactions to feedback
• Practice navigating difficult conversations through realistic role-play scenarios

View Testimonials

Managing Hybrid Teams

OVERVIEW:
Mastering the art of leading hybrid teams is more important than ever. This interactive webinar gives you the best practices to connect and communicate with hybrid employees to maintain engagement and productivity.

• Assess the benefits and challenges of leading hybrid teams
• Identify the four basic needs of members on hybrid teams
• Identify the key elements of successful 1:1s
• Identify and leverage individual working styles to increase team synergy
• Leverage virtual technology and virtual norms to enhance staff meetings

View Testimonials

StrengthsFinder: Strengths-Based Leadership

OVERVIEW:
StrengthsFinder: Strengths-Based Leadership will look at your role as a leader in creating an environment that builds trust and fosters innovation by recognizing and developing the talent and strengths in each of your people and how to orchestrate their strengths to drive results. When managers and teams use a common language of strengths, it changes their conversations, creating more positive dialogue and boosting overall engagement and performance.

This approach helps employees identify how they can purposefully aim their talents so that team members are better equipped to accomplish their goals and performance objectives.

• Identify the six major changes that organizations need to make in order to be successful with the current generations entering the world of work
• Understand the business case for a “Strengths-based” approach to leading their people
• Name their unique Clifton Strengths Talent Themes
• Claim their Talent Themes by identify their Top Leadership Domain
• Aim their Strengths by completing a Strengths Individual Development Plan
• Identify the factors that drive an engaged workforce
• Focus their team members through strengths-based conversations
• Practice the “Quick Connect” conversation
• Assess the Four C’s of creating a strength-based team culture (Connect, Communicate, Collaborate and Celebrate)
• Create an Action Plan for ongoing team development

StrengthsFinder: Strengths-Based Teams

OVERVIEW:
StrengthsFinder: Strengths-Based Teams aims to help team members discover, develop and use their unique talents for greater team engagement and productivity. When team members are aware of each other’s talents, they have a better understanding of how each person is inclined to think, act, and feel. Research by the Gallup Organization states that when teams and team leaders focus on strengths every day, they can achieve a 12.5% boost in productivity. When individual team members are encouraged to focus on their strengths, they are SIX TIMES more like to be engaged in their jobs.

• Identify the conditions for a successful team culture through the Four C’s (Connect, Collaborate, Communicate and Celebrate
• Name their Top 5 Signature themes and how they are currently being used in their work and team
• Claim their talents and strengths and the strengths of their team members by looking at the Four Domains of Team Strength
• Participate in a team activity that demonstrates the power of teaming through a strengths-based approach
• Create an action plan to leverage the strengths of the team

The Situational Leadership II® Experience: Developing Leaders

OVERVIEW:
SLII® is the world’s most taught leadership model for developing employees and delegating appropriately. It is a language and strategy for providing the right amount of direction and support to improve performance, productivity, and accountability. To become effective as an SLII® leader, you must master three skills: Goal Setting, Diagnosing, and Matching.

• Define the core competencies of Situational Leadership
• Assess your primary leadership style and tendencies

View Testimonials

Thriving Through Change

OVERVIEW:
Thriving Through Change helps managers navigate ongoing changes and transitions with their employees. It covers the emotional and transitional components of change, that when handled well, will minimize the negative impact on productivity, customer satisfaction and employee morale. Through exercises, models and discussion, managers are equipped to understand the phases of change and build a culture of resilience within their team.

• Leading through change – Exercise
• Understand the difference between change and transition
• Identify the phases of change using familiar models: Bill Bridges and Jerald Jellison’s J-Curve
• Identify the emotional responses at each phase: denial, resistance, ambiguity, exploration, commitment – Exercise
• Apply key leadership strategies to help individual team members move successfully through stages of change – Exercise
• Build a culture of resilience based on current research and proven strategies

View Testimonials