Learning Objectives
1. Develop skills to build team cohesion and trust through inclusive
communication practices, encouraging diverse perspectives while
  creating psychological safety for feedback in all directions
2. Apply decision-making frameworks that leverage available data and
promote clear communication channels for efficient outcomes
3. Demonstrate expertise in cultivating transparent, two-way
communication that builds trust and enhances team collaboration across
all organizational levels
4. Successfully align team tasks and projects with organizational goals and
key metrics, ensuring clear line-of-sight between individual contributions
and company objectives

Course Topics
Fostering Open Communication and Trust
Team Building with Open Communication
Upward Feedback
Decision Making and Information Management
Effective Communication
Team Communication Best Practices
Decision Making
Aligning Team Efforts with Organizational Objectives
Storytelling
OKR’s The Story of Your Success

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Learning Objectives
1. Implement strategies to build and lead high-performing teams, focusing on engagement, motivation, and sustainable performance practices
2. Create recognition frameworks that meaningfully acknowledge contributions and reinforce desired behaviors while building a culture of appreciation
3. Design and deliver effective feedback that drives professional growth and development, balancing both constructive guidance and positive reinforcement
4. Establish consistent performance evaluation processes that promote transparency, fairness, and clear expectations while supporting career development goals

Course Topics
Identifying People’s Strengths and Gaps
Growth Opportunities and Challenges
Mastering Performance Management for Individual Performers
High and Ascending Performers
Consistent Performers
Low Performers
Giving Feedback and Recognition
Feedback
Recognition

Content Example
Action and Reflection: Individual Performers

Understanding each team member’s performance level is crucial for managers to effectively support their team member’ professional development and enhance team productivity. In the last module we began by assessing the strengths and areas of opportunity for each team member. In this module, for your action and reflection, determine the type of performer each individual is, then reflect on their specific development needs based on their goals, strengths, and areas for improvement.

Action:

1. Utilizing the same template you saved in the previous module:
   1. Identify your team members’ performance level: low, consistent, or high
   2. Make sure to include illustrative examples
   3. Indicate their professional and career goals and aspirations
2. Identify developmental needs and opportunities for your team members based on their performance and goals.

You will be asked to report on both your actions and reflection in the following assignment.

Learning Objectives
1. Build and implement leadership practices that strengthen team trust, psychological safety, and authentic communication while supporting individual wellbeing
2. Develop and execute strategies to attract, engage, and retain high-performing team members
3. Create and maintain clear accountability frameworks that define roles, responsibilities, and decision-making authority
4. Design inclusive decision-making processes that appropriately engage team members while maintaining operational efficiency
5. Implement consistent performance management approaches that establish clear expectations and drive results through shared accountability Lead change and growth initiatives that build team resilience and create sustainable improvement practices

Course Topics
Understanding High-Performing Teams
The Foundations of High Performing Teams
Communication and Conflict Resolution
Team Communication
Conflict Resolution
Alignment and Accountability
Aligning Around a Purpose
Accountability
Fostering Growth and Continuous Improvement
Delegation
Growth and Continuous Improvement

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Learning Objectives
1. Design and implement clear role definitions and workflow processes that enhance team effectiveness and individual accountability
2. Develop SMART team goals and execution strategies that align with organizational objectives while maintaining achievable outcomes
3. Create recognition programs that celebrate team and individual achievements, reinforcing desired behaviors and strengthening engagement 4. Build effective cross-functional partnerships that optimize resource sharing and enhance organizational outcomes
5. Implement strategies to identify, understand, and align competing priorities across teams to achieve shared business objectives

Course Topics
Understanding Cross-Functional Teams
How Cross-functional Teams Work
Collaboration and Diverse Thinking
Building a Strong Team Foundation
People Dynamics
Team Dynamics
Barriers to Cross-functional Collaboration
Goal Setting and Performance Metrics
Goal Setting
Collaborative Performance
Retrospectives

Content Example
Action and Reflection: Barriers to Success

Identifying common barriers to cross-functional collaboration is important because it allows teams to proactively address these challenges. By understanding the obstacles they may encounter, teams can develop strategies and solutions to overcome them, thereby fostering a more collaborative and productive work environment. Additionally, identifying barriers helps teams recognize areas for improvement and implement measures to enhance communication, alignment, and trust among team members, ultimately leading to more successful outcomes and achieving organizational goals.

Action:

1. Brainstorm a list of barriers that prohibits or inhibits your cross-functional team from impactful collaboration
2. Choose one barrier that has the biggest impact on team performance
3. Brainstorm with your cross-functional team actionable steps that you can take to remove or mitigate the barrier

You will be asked to report on both your actions and reflection in the following assignment.

Learning Objectives
1. Design and execute strategic team goals with clear success metrics, ensuring alignment between daily activities and organizational objectives
2. Apply effective decision-making frameworks that balance speed, quality, and stakeholder impact
3. Model organizational values through consistent leadership behaviors that strengthen culture and drive ethical decision-making
4. Leverage learning and development resources to enhance leadership capabilities while building sustainable growth practices
5. Create career development frameworks that support individual aspirations while aligning personal growth with organizational opportunities

Course Topics
Coaching for Growth and Development
Why Managers Need to Coach
A Manager’s Role as Coach
Coaching Tools
Coaching for Performance and Team Development

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