Leadership Skills

According to a Gallup poll, 70% of people who resign say that they are leaving their boss, not the company.

Having leaders who are able to attract, coach, develop and retain staff; who are able to effectively communicate company culture, vision and direction; is vital in determining a company’s long term success.

We help newly promoted, existing and future high potential leaders become more confident and successful in their role. We help you develop leaders who walk the talk of your company culture and coach others into a new way of thinking. We help your leaders to set a direction and turn vision into action through skillful people management and motivation.

Each program we create goes through our unique four step customization process and can be made up of a whole range of topics, skills subject areas.

Attracting, Developing and Retaining Talents

What do you consider to be your company’s greatest assets; your buildings and factories—or the people in them? The truth is that as much as 80% of the value of any company is made up of intangible assets such as people, know-how and brand name—not ‘hard’ assets such as property, equipment and cash. Talent is what makes your company competitive and when talent leaves, a valuable part of your company leaves with it. Make sure your managers have what it takes to attract, develop and retain talents so that they can guard one of your company’s most precious assets. Contact us to learn more.

Building and Leading High Performing Teams

Are your teams performing at the level you expect them too? Are conflicting priorities and poor communication holding your teams back form reaching their potential? The challenge most managers face as team leaders is to build a team that is constantly performing at a high level and even more importantly, continuously motivated to do so. At Communication Consulting we have discovered what it takes to build and lead high performing teams and we want to help your organization implement that knowledge so that they can achieve what they are truly capable of. Contact us to learn more.

Decision-Making & Problem Solving

How does your staff make decisions and solve problems? Do they go with hunches and gut feelings or do they just apply the same tired solutions that have worked with similar problems in the past? Albert Einstein once said that “We cannot solve our problems with the same thinking we used to create them”—yet this is exactly what most people do! At Communication Consulting we teach vital critical and creative thinking skills that will enable your staff to approach problems from multiple angles and then formulate solutions to systematically tackle them in a timely fashion? Let us help your people discover new way of thinking that will turn them all into efficient and practical problem solvers. Contact us to learn more.

Coaching skills

How do you get commitment from team members to change, improve and grow? How do you get buy-in to new ideas and solutions? Have your managers tried telling team members what to do but failed to get the desired reaction? This is where QUESTIONS are the ANSWER. When managers learn to ask the right questions, nudge people in the right direction and involve people in solutions - then they can get that “ah-ha” reaction from their team member that shows they have made a realization on their own without having to be told what to do. Coaching open doors to finding better solutions by letting your talent explore and contribute more actively on how performance can be improved. Contact us to learn more.

From Vision to Action: getting results through others

Why is it that a majority of leaders are great at developing plans & strategies, but when it comes to execution, everything falls apart? Most research shows that leaders are good at making big plans but more often than not lack the vital competencies to execute them. Getting from vision to action requires that your leaders have realistic plans and then stay in touch with the people who have an impact on that plan. It’s also important to foresee and prevent deviations to the plan and make sure that the people who execute it have the competencies, support and commitment to make it all happen.Contact us to learn more.

Getting prepared for the leadership role

Have you promoted someone to a leadership role only to discover that you have lost a good operational staff member only to gain a mediocre leader? Many managers are disappointed and frustrated with their newly promoted leaders’ inability to successfully step up to their new leadership role. A common scenario is that their title changed, their salary change but the way they act and behave didn’t. The result is that the newly appointed leaders lose the respect of their team members and themselves—and both are very hard to regain. Make sure that your new leaders have the necessary competencies to carry out our new job responsibilities successful and are prepared to lead when you need them to lead!Contact us to learn more.

Interviewing & Selection skills

Have you seen candidates that have been impressive during the interview but turn out to be not so great once they have been hired? Do you have internal disagreements about who is the best candidate? Or with the tightening labor law, is it simply too expensive to get rid of people you hired who aren’t working out? Make sure that your managers and your HR people share the same professional, objective processes that will maximize your chances of always finding the right person for the job. It will save you time, money, legal hassle—and most of all, repeated disappointment.Contact us to learn more.

Leading in Difficult Times

For the last couple of decades the business world—especially in China and India—has been all about constant growth with leadership training focusing on expanding business, increasing investments and recruiting more people. All of the sudden the wind is turning and managers are faced with new situations they are totally unprepared to deal with. How do you communicate salary freezes and layoffs? How do you motivate people to work harder with tighter budgets? How do you turn an anxious and paralyzed team into a positive and productive one? It’s not the economic crises in itself that makes companies fail; it’s their managers’ inability to deal effectively with the crises that does. Let us give your leaders the competencies they need to lead in time of difficulty.Contact us to learn more.

Managing change & continuous improvement

Few companies have failed to realize that change and continuous improvement are a must for survival. Still 9 out of 10 change projects fail because managers know WHAT they need to do but not HOW to do it. Managers need to be able to drive their team in times of change, steer everyone in the same direction and involving them in the “hows” of getting there. A leader doesn’t only need to make his or her team receptive to change, a leader needs to create a team where change is initiated, driven and successfully completed – a team that is always on the outlook for that “better way”. Contact us to learn more.

Mentoring skills

The average manager spends 24% of her time coaching poor performers. When being asked the question “how much of your time do you spend coaching your best performers?”, they tend to go quiet. Are we supposed to? Isn’t that the advantage of high performers – that there is no need for further coaching and development? The truth is there IS a need – at least if you want them to stay. Implementing effective mentoring programs ensures that you not only grow and develop the people who need it the most, but the people that the COMPANY needs the most. So why do so many mentoring programs fail? In most cases, the mentors themselves have no idea what mentoring is or how it’s done. Make sure your current leaders know how to use mentoring to create and groom a team of high potential future leaders and secure the future success of your company.Contact us to learn more.

Motivating your team

What is it that motivates a team to consistently exceed targets and perform at a high level? How do we keep the energy and enthusiasm up when resources are shrinking and the pressure to perform is increasing? Many managers are surprised when they realize that it’s a lot easier than they think to inject new energy into a team out of steam. By better understanding what truly motivates people, managers can develop plans and strategies that will keep their teams committed, driven and enthusiastic.Contact us to learn more.

Project Management

There is always a challenge managing projects where you need people to commit to and prioritize tasks that are suddenly added on top of their regular job responsibilities. Most projects involve the need for people from different departments to coordinate schedules, tackle new problems and deal with unexpected events while meeting tough budget and time restrictions. In order to successfully manage these issues, a project manager needs an exceptionally broad range of competences: the ability to manage both task and people, be creative, disciplined, pro-active as have analytical thinking skills. Make sure you bridge the necessary competence gap on your project management team before budgets and deadlines get off track and customers get off the hook. Contact us to learn more.

Reaching Consensus & Finding win/win Team solutions

Do your team meetings go on forever without coming to an agreement? Once you have reached a decision are there sub-groups who remain unhappy and resistant to implementing the solution? Do you have other team meetings where group think or dominating bosses take control? Through some simple processes and meeting techniques you can reach consensus in a fraction of the time it used to take. Once you have a team that is 100% actively supporting a jointly made decision and are dedicated to succeeding, you will be surprised to see how much you also speeded up the entire implementation phase.Contact us to learn more.

Supervisory skills

Are the majority of your newly promoted supervisors more confident operating machinery and controlling work processes than managing people and getting results through others? To successfully manage the shift in job focus and responsibilities the majority of newly promoted supervisors need help to boost their confidence in dealing, confronting and interacting with people. They need to learn how to use communication skills as a tool to build rapport, mutual trust and respect with the people on their team. It’s your company’s responsibility to make sure your newly promoted supervisors receive that help and confidence they need to successfully mantle the supervisory role. Contact us to learn more.

Delegation Skills

Are problems and decisions related to delegated tasks coming back like a boomerang to your managers’ desks? Does a lack of trust force managers to micro-manage their team members once they’ve delegated—or do delegated projects tend to fail if they are not micro-managed? Lack of delegation skills is like a wrench in the works for any team trying to achieve results. Learning how to delegate effectively is a necessity for team managers because it enable them to devote their time to what they SHOULD be doing: focusing on the future, growing the business, ensuring that continuous improvement and change is taking place, increasing sales revenue and helping people to grow and develop.Contact us to learn more.