Focusing on Results

Achieving Success Without Authority Training: Focusing on Results emphasizes the importance as well as the actions necessary to stay focused on achieving results. Each employee within an organization must maintain focus on achieving results and the importance it has to the organization. Employees must understand that even without authority they still have influence to the success of company goals. Employees must harvest their influence and use it appropriately to their advantage.

Learn To

• Identify guidelines to create a positive mental attitude.
• Identify steps to achieve a desired outcome when dealing with people.
• Identify reasons for aligning goals with values.
• Differentiate between high and low self-esteem.
• Identify a strategy to beat procrastination.
• Identify key characteristics of motivated people.
• Identify three areas of organizational influence.
• Differentiate between the roles of leadership and power in influencing people.
• Identify useful questions to help determine the effectiveness of your leadership.
• Identify guidelines for enhancing performance.
• Identify the guidelines to initiate an effective team meeting.

Training Audience

The target audience for this training program is all employees in supervisory or management positions, or otherwise.

Total Training Time

2 to 4 hours

Training Objectives

Unit 1: Strategies for Achieving Results (1 - 2 hours)

• Identify reasons for focus in all areas of life and work.
• Identify the features of clear and realistic goals.
• Identify ways of measuring your success.
• Identify guidelines to create a positive mental attitude.
• Identify steps to achieve a desired outcome when dealing with people.
• Identify reasons for aligning goals with values.
• Identify different types of thoughts that influence your responses to people.
• Differentiate between high and low self-esteem.
• Identify types of body language.
• Identify a strategy to beat procrastination.
• Identify guidelines for self-empowerment.
• Simulation Overview:
• Cindy Becker, an Account Executive at Icon International, is your co-worker and has come to you for advice. She is finding it difficult to complete her tasks and has a very negative attitude to her work at the moment. Icon has just been restructured and Cindy's job has been re-defined. She was against this change but did not have any choice. She feels adrift from the newly restructured organization.

Unit 2: Getting Results Through Influence (1 - 2 hours)

• Identify the four steps for determining the effectiveness of working relationships.
• Identify three areas of organizational influence.
• Differentiate between the roles of leadership and power in influencing people.
• Identify useful questions to help determine the effectiveness of your leadership.
• Identify guidelines for effective delegation.
• Identify guidelines for enhancing performance.
• Identify a strategy for handling team conflict.
• Identify the guidelines to initiate an effective team meeting.
• Simulation Overview:
• In this simulation, you will meet with Cindy Becker and Brandon Slater, Account Executives in Icon's Sales department. You have worked successfully with them as a team for over a year, but in the last project things did not run very smoothly. In your current project, you have found yourself struggling with your workload. You have called this meeting to analyze the problems with your last project and to delegate some of your responsibilities.

Personal Accountability

In this training program“Achieving Success Without Authority Training: Personal Accountability” you will learn the importance of personal accountability for achieving success. This training program teaches you about self-reliance and how you can achieve it through personal accountability. In addition, you will learn in this training program how to have effective working relationship, the skills you need for coaching, and the steps to self-management. This training program also covers personal accountability and guidelines for breaking down performance barriers.

Learn To

• Identify the effects of being caught in the victim cycle.
• Identify reasons for using action words in questions.
• Differentiate between positive and negative coaching behaviors.
• Differentiate between accountability and responsibility.
• Differentiate between direct and indirect accountability.
• Differentiate between influence and manipulation.

Training Audience

The target audience for this training program is all employees in supervisory or management positions, or otherwise.

Total Training Time

2 to 4 hours

Training Objectives

Unit 1: Striving for Personal Accountability (0.5 - 1 hour)

• Identify reasons for self-reliance.
• Identify ways that thought traps can hinder performance.
• Identify reasons for avoiding the blame game.
• Identify the effects of being caught in the victim cycle.
• Identify types of questions to avoid.
• Identify reasons for using action words in questions.
• Identify steps to define your vision.
• Simulation Overview:
• You have asked to meet informally with Brandon and Cindy, two of your team colleagues. Targets are not being met at present, and you feel that it is important to get to the root of the problem. You are aware that there has been some friction within the team recently.

Unit 2: Creating 360-Degree Working Relationships (0.5 - 1 hour)

• Identify steps to improve poor working relationships.
• Identify the key qualities of a good coach.
• Differentiate between positive and negative coaching behaviors.
• Identify guidelines for receiving feedback.
• Identify steps for running a coaching session.
• Identify guidelines for effective self-management.
• Differentiate between accountability and responsibility.
• Identify guidelines to DIRECT employees toward personal accountability.
• Simulation Overview:
• In this simulation, you will resolve a conflict situation between Cindy Becker and Brandon Slater, Account Executives in the Sales department at Icon International. Cindy had asked Brandon to coach her on achieving her targets, but she feels that he is too negative and pushy with his feedback. They have now come into conflict and cannot resolve it themselves. You will also coach Brandon on his own coaching and feedback skills.

Unit 3: Personal Accountability in Your Organization (1 - 2 hours)

• Identify guidelines to help individuals understand factors that impact on organizational performance.
• Differentiate between direct and indirect accountability.
• Differentiate between influence and manipulation.
• Identify guidelines for problem solving in your organization.
• Identify typical performance barriers within organizations.
• Identify a strategy for breaking down organizational barriers.
• Simulation Overview:
• In this simulation, you will meet with Sara Hernandez, Human Resource Executive at Icon International. You have recently been promoted to Team Lead and, in order to boost team performance, you would like to encourage more personal accountability among your team members. To ensure that you have a firm grasp of the necessary concepts, Sara has agreed to verify your knowledge about personal accountability and performance.