Developing Leadership Excellence at Every Level
The content of each workshop is research-based but practical with a goal to provide the maximum impact in the minimum amount of time. With his blend of corporate management, executive coaching, and consulting experience – Bill Hawkins brings a breadth of understanding and insight to “real-world situations.
- What Got You Here Won’t Get You There
- Coaching to Motivate and Retain High-Impact People
- What Got You Here Won’t Get You There in Sales!
- Influence Without Authority
- Coaching in a High-Performance Culture
- Leading and Influencing for Impact
- Leading Change: Guiding People, Managing the Process
- Team-Building Without Time-Wasting
- Custom Solutions
What Got You Here, Won’t Get You There: How Successful People Become Even More Successful!
Description:
Most people believe that if they continue doing what has made them successful in the past, it will lead to future success. This is not necessarily true. In fact, the very behaviors that contribute to success early in a career can derail it later. In this workshop you will discover how to identify and overcome 20 of the most common interpersonal challenges often found in leadership behavior, learn a seven-step method to modify the habits you want to change, and apply “rules of change” to make the changes permanent.
Key Components:
The Success Delusion (Why We Resist Change)
- Identify the four beliefs essential for success.
- Understand the paradox of success (the beliefs that carried us here may hold us back from further success).
The Higher You Go, the More Your Problems Are Behavioral
- See that the obstacles holding people back from the highest levels of management are almost never flaws relating to technical skills, intelligence, or personality.
- Identify the 20 most annoying interpersonal issues in the workplace.
How We Can Change For the Better
- Learn a seven-step method for changing interpersonal relationships.
- Practice “Feedforward” a tool for coaching, development, and change.
The “Rules of Change”
- Apply the eight rules that help you get a handle on the process of change.
- Learn to choose a personal change strategy that stacks the deck in your favor.
Benefits / Special Features:
- Understand that the higher you go, the more your problems are behavioral and the key for future growth is to identify interpersonal challenges.
- Learn a model for change and understand the importance of follow-up in any change efforts.
- Analyze research tracking 86,000 people to see what works and what doesn’t work in personal change and development.
- See why many people on the team resist change and what must be overcome to embrace personal change.
- Practice “Feedforward,” a tool for coaching, development, and change management.
Coaching to Motivate and Retain High-Impact People
Description:
Engaging, motivating, and keeping great people on your team is becoming an increasing challenge in tomorrow’s world. In this workshop we will look at why these high-impact people predictably resist change, examine eight trends that are impacting corporate loyalty, benchmark “best practices” in retaining high performers, and learn motivation techniques to engage every member of the team.
Key Components:
Benchmarking “best practices” in retaining high performers
- Understand eight trends that make keeping great people a greater challenge in tomorrow’s world.
- Develop strategies to engage top performers.
The challenge of coaching and developing successful people
- Identify the four key beliefs of successful people that make them successful and can make change difficult.
- Recognize the “success traps” that block learning.
Everything you need to know about inspiring people
- Learn what great people look for in their work.
- Practice a four-step model for inspiring people during times of great change.
Learn how to motivate every member of the team
- Two motivators that must be present for sustained impact
- The “blind side” leaders miss most often
Benefits / Special Features
- See research on trends impacting loyalty and retention.
- Understand the six challenges that impact a top performer’s decision to look for another job.
- Practice a four-step model for inspiring the people on your team.
- Examine the seven steps to manage retention of essential high-impact people during times of high change.
- Learn how to apply key concepts of the latest research on motivation and engagement that apply to everyone on the team.
What Got You Here Won’t Get You There in Sales!
Description:
The game is changing. Customers have more information, more options, and expect more amenities at a time when most organizations are looking for ways to cut back on costs. Salespeople are caught in the middle. In this workshop, we’ll examine the new world of sales and analyze 16 habits (like putting emphasis on technology over relationships, or propagandizing) that can impact sales performance. Additionally, we will explore a whole new approach to development: it is easier to start than to stop.
Key Components:
The game is changing
- The “new rules” in the marketplace
- Trends accelerate (competition, products, policies).
- Sales people are at the fulcrum of customer expectations and company needs.
The Millennial Challenge
- Functional and human skills get you into the game.
- Sell-through wins the game.
- Attitude is the X factor in sales.
A new approach: Easier to stop than start
- Shifting into neutral
- Determining what to stop
- 16 habits that your customers want you to give up
How to get from here to there
- Getting help: Recruiting stakeholders
- Getting ideas: Practicing Feedforward
- Getting there: Follow-up via peer coaching
Benefits / Special Features
- See research on trends impacting salespeople.
- Examine the 16 habits that cause salespeople to be less effective while in front of the customer.
- Learn how to determine what to start and what to stop.
- Apply a technique for self-development that takes very little time and is proven effective.
- Employ a new tool, peer coaching, that is especially effective for salespeople on the go.
Influencing Without Authority
Description:
Getting people to do what you want is not all that difficult—when you have authority. Success in today’s environment, however, requires business professionals to influence an array of people (both within and outside their own organization) whom they cannot control in the traditional sense. In this workshop you will gain an understanding of power, learn techniques to build personal credibility, and practice applying appropriate styles to influence effectively.
Key Components:
Power
- Identify components of your “power bank.”
- Understand the relationship of others’ perceptions and your power.
Credibility
- Learn what makes business professionals credible.
- Identify behaviors to avoid.
Influencing Style
- Understand that the elements of influencing are situational.
- Learn how to analyze circumstances and choose styles that increase effectiveness.
Benefits / Special Features
- Learn how to assess and then enhance the five elements in your personal “power bank” that increase your influence potential.
- Examine the six components of credibility (three that are essential to be effective in you current role and three that separate you from the crowd / get you promoted).
- See summary results from research involving 86,000 people on leadership effectiveness—what works and what to avoid.
- Practice using four influencing styles that can enhance your ability to impact others.
- Learn how to diagnose situations to determine when and how to apply all these tools.
Coaching in a High-Performance Culture: Five Predictable Situations When Coaching Will Impact Performance and Productivity
Description:
During the research for our latest book, Bring Out the Best in Every Employee, our team repeatedly observed five situations in the workplace where coaching can dramatically impact performance. In this workshop, we’ll provide tools and examine the latest techniques in coaching to (1) improve performance, (2) change behavior, (3) increase engagement, (4) support development, and (5) build teamwork.
Key Components:
Coaching for Development
- Learn a seven-step model that is effective and takes very little of the leader’s time.
- See results tracking 86,000 people to identify the “secret sauce” of development.
Getting input from others (You don’t have to do it all.)
- Feedforward instead of feedback
- Application back on the job
Coaching (Seasoned Veterans) for Engagement and Motivation
- The six-question technique
- Challenging new ways to learn
Coaching for Performance Improvement and Behavior Change
- When this process works and when it won’t
- Learn how to use a mini-survey to get measurable results.
Team-Building Without Time-Wasting
- Targeting team issues and individual issues
- Involving every member of the team
Benefits / Special Features
- Distinguish when coaching is effective and when it is a waste of a leader’s time.
- Practice the six-question technique designed to engage and motivate seasoned veterans on the team.
- Learn a model for team-building (that requires very little of the leader’s time).
- Employ a five-step coaching process that can be used to coach for behavior change that provides objective results—and is guaranteed to work.
- Practice Feedforward, a tool that can be used for coaching, personal development, and change management.
Leading and Influencing for Impact
Description:
The people you lead are obviously not all equally skilled, confident, or enthusiastic to come to work each day and produce great results. What is not so obvious is that treating people fairly does not mean treating them all the same. Some aspects of leadership are consistent and others are variable. Leadership effectiveness up, down, and across the organization requires both.
Key Components:
Situational leadership
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Leadership model to assess when different leadership styles are most effective, in which situations, and how to apply them
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Four styles of leadership matching four readiness levels
Building and maintaining credibility in a high-change environment
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Three components that make you successful in the current job
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Three components of credibility that distinguish you from the crowd / get you promoted
Motivating every member of the team
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There are three motivators present in all people. (Research shows that two must be present in the job for sustained motivation.)
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These can be identified and used as tools on the job.
“Hoosiers” Case Study (brings all the learning together)
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Individuals practice in assessing readiness levels and leadership styles from the situational leadership model.
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Teams analyze the impact of credibility and motivation on leaders in a high-change environment.
Benefits / Special Features
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Learn a model for leading and influencing people in a variety of situations.
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See how trust and leadership credibility are impacted during times of change.
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Practice Feedforward, a tool for change management and personal development.
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Understand what motivates people.
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Practice using these tools in an interactive case study.
Leading Change: Guiding People, Managing the Process
Description:
You live in a world where “business as usual” is change. New initiatives, technology improvements, staying ahead of the competition—these things come together to drive ongoing change. Leading change and effectively managing individual emotions and reactions to change has become a major component in leadership success.
Change impacts everyone, but in different ways. In this workshop, we use the movie Remember the Titans (a story about the impact of forced integration in a Virginia high school in 1972) as a case study. We’ll identify strategies for leading change, examine human emotions/reactions linked to change, and offer tools to manage the process.
Key Components:
What is changing?
- Research reveals nine high-impact “change” areas.
- What is changing in your world? (interactive activity)
Remember the Titans: Case Study Part 1 (Everything Changes)
- Analyze of change thrust on a community.
- Examine the emotions and behaviors of key characters.
How do people react when change is thrust upon them?
- Emotions to expect (fear, shock, resentment, anxiety)
- Common behaviors (withdrawal, cynicism, distrust, anger)
Remember the Titans: Case Study Part 2 (The Neutral Zone)
- What has caused a change in attitudes; in behaviors?
- What role do the leaders take in helping people manage change?
Leading Change
- Analysis of the four key elements in leading change
- Tools for change
Remember the Titans: Case Study Part 3 (A New Beginning)
- What were catalysts for change?
- What did they have to overcome to embrace change and move to a new beginning?
Putting it all together
- What do your people need to overcome to embrace changes?
- Develop a personal plan to lead change with your team.
Benefits / Special Features
- Learn a four-stage model for leading change.
- See why people resist change and what barriers must be overcome.
- Practice FeedForward, a tool for change management and personal development.
- Understand the predictable stages of change.
- Develop a personal plan for leading change with your team.
Team-Building Without Time-Wasting
Description:
As the need to build effective teams increases, the time available to build these teams often decreases. A common challenge faced by today’s leaders is the necessity of building teams in an environment of rapid change with limited resources. The process of re-engineering and streamlining, when coupled with increased demand for services, has led to a situation in which most leaders have more work to do and fewer staff members to help them do it.
Key Components:
How are we doing? (Determining the gap)
- On a scale of 1 to 10, where is the team now?
- Where does the team need to be?
Identify team-wide behaviors to close the gap. (group exercise)
- Entire team brainstorms ideas to close the gap from “where we are” to “where we want to be.”
- Team agrees on one (or two at the most) team-wide behavior for change.
Individual behaviors to improve the teamwork
- Each team member has one-on-one dialogue with every other team member to identify two individual behaviors for change.
- Each team member takes a few minutes to review the list and select one (two at the most) individual behaviors for change.
Making it happen
- Each person on the team publicly announces issues selected for individual change.
- Establish “go forward” follow-up process.
Benefits / Special Features
- Learn a model for team-building with specific goals for improvement.
- Identify barriers that must be overcome to optimize teamwork.
- Practice FeedForward, a tool for change management and personal development.
- Understand individual impact on team performances.
- Each person develops an individual and team plan for improvement.
Custom Solutions
Hawkins Consulting Group also provides custom tailored workshops for senior and mid-level management teams. These sessions are frequently designed to support major change initiatives, their impact on teamwork, and collaboration.
Testimonials
Sam Mitchell – CEO Valvoline Oil Company
“Bill Hawkins has done outstanding work for Valvoline Oil Company for many years. His high-energy leadership classes consistently receive excellent reviews from our managers. Bill’s insight and experience, combined with an open, trust-building communication style, make him very effective.”
Sonja Hochreiter – Texas Instruments Business Manager
“We invited Bill Hawkins to Germany to work with 70 leaders from all over the world to help them cooperate and collaborate across functions, regions, and cultural boundaries. The people were impressed by his real-world experiences and communication style that involves a cross-cultural audience. Bill’s style is exciting, challenging, and highly interactive. He gives hard-hitting advice that you can put to work tomorrow. He is excellent.”
Gail Turner – Director of Management Development – Boston Scientific Corp
“As Director of Management Development for Boston Scientific, I have had the pleasure of working with Bill Hawkins over the past two years. Bill has taught several courses and touched hundreds of managers in our company. His classes have consistently been the highest-rated courses that we offer our management group. There is seldom an open seat in his sessions. His presentation skills are unparalleled–he presents with such enthusiasm and conviction! In addition – he has tremendous knowledge in the subjects he teaches, and the ability to support with relevant research. I would recommend Bill Hawkins to consult or teach at any level of our organization, and he has….from our high-performance sales reps right up to the VPs and Presidents. Bill Hawkins is as good as they get!”