Transform training and coaching: Overview

Learn how to optimize your productivity by focusing on the tasks that matter most to the achievement of your goals! In this microlearning, we explore various prioritization frameworks, including the Eisenhower Matrix, Effort vs. Impact, Pareto Analysis, and the "One Thing" method.

Learn about the different types of stress and gain awareness of your unique stress response behaviors. You’ll explore and practice a stress management framework that can be used with your team to increase stress resilience.

Discover what makes 1-on-1’s the most powerful conversational practice for any team leader. Learn about common pitfalls, plus a framework to help you prepare for and drive meaningful 1-on-1s using relational skills, co-created agendas, goals, and accountability.

A crash course on goal-setting. Essential techniques for creating OKRs to create goals that are both inspiring and measurable, while navigating common pitfalls. Learn practices to ensure high-quality work and manage ongoing progress.

As a manager, ensuring that your team knows what they are accountable for (and what success looks like) is crucial. Explore the elements of role clarity and why it’s necessary for psychological safety and overall team success. Learn a framework for connecting business needs to job expectations, and conversational tools to gain or reestablish areas of responsibility.

What makes certain conversations feel harder to have than others? From critical feedback to conflict to negotiations. Learn the science behind difficult conversations and a framework to help you prepare for and reduce the emotional charge in order to communicate more effectively.

Having buy-in means that your colleagues and stakeholders are aligned and in agreement with your ideas, strategies, and goals. Without buy-in, change initiatives fail and your leadership is less effective. Learn about the common social and relational obstacles to buy-in, and discover a step-by-step practice to help you generate more of it.

Career growth opportunities are table stakes for today's teams. Learn how to create meaningful opportunities for your team while leveraging aspects of the work that are available to you. You'll explore a framework for career growth conversations, as well as how to integrate it into regular milestones such as goal-setting or 1-on-1s.

Decision-making is an integral part of our daily lives, especially in leadership roles. In this course, we delve into our natural decision-making tendencies and how they can sometimes result in poor choices. Explore the key elements to consider when making decisions, and discover a practical framework to counter biases and analyze information objectively.

Learn how recognition profoundly influences motivation, performance, and satisfaction at work. You’ll learn about our human tendency toward negativity, known as the Negativity Bias, and how you can use the power of recognition to overcome it. Delve into a technique known as Strengths Spotting-- created and endorsed by positive psychologists. With practical steps you'll learn to observe, explain, and value strengths in individuals and teams.

Tension at work is inevitable - but the stress and resentment from unresolved conflict doesn’t have to be! In this microlearning, you’ll discover a simple and powerful framework for leading clearing conversations. Learn how this practice can restore connection and psychological safety, and help you get back on track for productive collaboration.

The Manager Accelerator track is a comprehensive program designed to develop the skills and capabilities of managers and is relevant for people managers across all levels of experience, tenure, and function, including those who have extensive experience in people management. This track includes 7 courses, each ranging from 45-60 minutes: Context of Thriving, Building Strong Relationships, Role Clarity & Energizing Work, Goals & Priorities, Feedback for Redirection, Making 1-on-1s Meaningful, and Strengths & Career Vision.

The Manager Essentials track can be thought of as an extended version of the Manager Accelerator track. It's focused on helping managers understand and live out the essential skills necessary to be an impactful manager. This track contains all of the courses included in Manager Accelerator, plus: Feedback for Appreciation, Managing Performance, Manager as Coach, DEI&B, and Moving from Burnout to Thriving.

The Giving & Receiving Feedback competency-based learning track helps employees build skills in the most foundational aspects of feedback: from creating a feedback culture to driving performance and navigating diverse relationships. This track includes 3 courses, each of which takes around 60 minutes to complete: Creating a Culture of Feedback, Giving Feedback that Drives Performance, and Peer, Upward, & Cultural Feedback Considerations.

Leading an organization through any change, big or small, is a challenge. Leaders who try, with the best of intentions, to lead transformational change get rejected by the system and pushed aside. In this course, we explore the Adaptive Leadership framework & equip learners to weather the storm of change in their organizations, develop strategies to lead confidently forward and enable their teams to thrive.

Learning Outcomes:

• Examine the difference between leadership and authority.
• Compare and contrast adaptive challenges and technical challenges.
• Learn how to lead adaptive change by depersonalizing conflict, regulating the heat, and creating a holding container for change to occur.
• Apply the Adaptive leadership framework to get your team unstuck and moving forward.

Cultivating Relational Mastery is a core practice of our Best-Self Management philosophy, where every employee demonstrates genuine care about their team members. Managers will learn to ensure their team feels seen and heard in order to support their growth and performance. In this course, participants will learn foundational skills for effective relating and for creating and sustaining psychological safety to build strong professional relationships and creative, innovative teams and organizations. They’ll also learn the practice of the Best-Self Kickoff to build sturdy relational foundations.

Learning Outcomes:

• Understand the relationship between psychological safety and high performance.
• Gain strategies to increase psychological safety in their workplace relationships.
• Apply the Best-Self Kickoff to strengthen relationships with employees.
• Gain awareness of relational energy and its implications for strong relationships and performance.

In this Kickoff course, participants will learn the foundations of the Best-Self Management philosophy, the “why,” and the science behind several of the keys to thriving and human potential. Understanding these concepts will underpin the skill sets managers will be developing throughout the Manager Accelerator. In particular, managers will learn how and why understanding and consistently incorporating these keys to thriving and human potential creates the foundation for highly engaged, high-performing teams and organizations.

Learning Outcomes:

• Understand the relationship between individual thriving & organizational performance and engagement.
• Identify strategies for creating wellness for themselves, in their relationships, and in their work culture.
• Create a learning goal (or self-development objective) to define how they aim to grow as a leader.

A feedback culture is foundational for any team to grow, adapt, and perform. Managers will gain a comprehensive understanding of feedback and its importance in team performance and engagement. Learn about the power of preparation and different dimensions of feedback. Explore ways to identify and address biases that may distort perceptions and hinder objectivity. Address the emotional challenges of feedback and learn how cultivating a growth mindset leads to more effective feedback.

Learning Outcomes:

• Learn practices that normalize and integrate continuous feedback as an aspect of team culture.
• Identify biases that distort our perceptions, and learn how to minimize them for fairer feedback.
• Practice making specific and observational statements instead of judgments.
• Help yourself and your team be more receptive to feedback

In today’s global workforce, diversity is a competitive advantage. In this course, managers will learn a shared language to more effectively talk about diversity, equity, inclusion, and belonging. They will get a chance to explore aspects of their own identity a necessary element in Being and Becoming their Best. Finally, they will learn how to bring inclusion into meetings in order to tap into the power of collective intelligence.

Learning Outcomes:

• Develop definitions for diversity, equity, inclusion, and belonging.
• Understand how DEIB impacts employee engagement, performance, and innovation.
• Identify important aspects of their own identity.
• Gain strategies to demonstrate inclusion and build psychological safety in team meetings.

In this course, managers learn about delivering positive feedback effectively. They begin by understanding the power of positivity and why it’s so crucial to intentionally create positivity in our team cultures at work. Then, there will be opportunities to practice specific skills such as effectively recognizing and encouraging people.  Managers will dive into a practice called strength spotting, the process by which we call out and reinforce people for their individual strengths and the impact of those strengths.

Learning Outcomes:

• Understand the negativity bias and the value of implementing a higher positivity ratio in feedback.
• Gain strategies to provide feedback to build strong relationships (eg. Strengths-Spotting, Active Constructive Responding).
• Understand the value of continual and strategic encouragement.

This course focuses on learning evidence-inspired practices to facilitate better conversations by sharing what you saw, heard, or noticed without layering judgments, assumptions, and inferences. Managers will learn the skill sets needed to deliver constructive feedback and redirection required for mindset or behavior change. They will practice the 15Five Best-Self Feedback model aimed at creating a safe and productive feedback conversation.

Learning Outcomes:

• Understand how requesting feedback creates psychological safety.
• Gain strategies to receive feedback well.
• Gain strategies on how to give Feedback for Redirection (eg. observations, Non-violent Communication).
• Gain strategies for making agreements towards new action.

In this course, we explore some of the most challenging and powerful aspects of feedback and what techniques result in healthy & high-performing teams. Participants will learn about the importance of recognition for boosting motivation and encouraging positive behaviors. They'll also learn how to create psychological safety when giving feedback, including a framework to help you handle difficult conversations with confidence and constructive action. Finally, discover the power of coaching as a leadership skill to help team members in their growth and development.

Learning Outcomes:

• Understand and combat ‘negativity bias’ with the practice of strengths-spotting to build a positive feedback culture.
• Create the conditions for a psychologically safe conversation by identifying triggers and learning practices to restore safety.
• Gain techniques for having difficult conversations with empathy and constructive action.
• Develop coaching skills, including the use of open-ended questions and deep listening

As a manager, goals are a powerful mechanism for motivating your people and aligning your team to accomplish extraordinary results for your organization. This course equips managers with the skills to create impactful goals to motivate their team and drive towards measurable outcomes. Participants will learn to design inspiring goals, support their team in executing and progressing towards them, and foster a culture of autonomy matched with accountability.

Learning Outcomes:

• Understand how a personal growth mindset impacts learning and performance.
• Identify their own intrinsic and extrinsic motivators.
• Gain strategies to set effective SMART goals, OKRs, Breakthrough Goals, and Learning Goals.
• Identify common challenges in goal setting.
• Gain strategies on how to set context, motivate, and make agreements for goal progress.
• Understand the importance of aligning individual goals with department goals.
• Gain strategies for weekly prioritization (eg. deep work, navigating whirlwinds).
• Gain strategies to support team members in re-goaling when priorities shift.

Many people spend 50% or more of their work time in meetings, yet 92% of employees consider meetings to be unproductive. In this course, we explore how to run an effective meeting by evaluating common meeting facilitation mistakes and identifying strategies to lead common meeting types. Finally, learners will audit their meetings to identify inefficiencies and make changes for higher levels of productivity.

Learning Outcomes:

• Evaluate the 12 components involved in leading effective meetings.
• Apply best practices to hold effective meetings for the most common meeting types.
• Audit current meetings processes to identify inefficiencies and create a plan for meeting facilitation improvement.

Forbes reported that 25% of all professional worker jobs are now remote. While the COVID pandemic pushed many companies to remote or hybrid work, this part of the way we work is here to stay. As a result, teams are drawing from the best of the best around the country or even the globe. The skill level and the diversity of thought are a competitive advantage. In this course, managers learn to sharpen their skills for managing and coaching individuals from different locations, outside of their company’s headquarters location.

Learning Outcomes:

• Understand new theories around global leadership, DEI&B and more
• Adopt best practices for leading inclusive meetings with multilingual teams
• Examine the presence of cultural dimensions in the workplace
• Increase leadership competencies for leading globally

As a leader, 1-on-1s are one of the most important tools in your leadership tool kit to keep your people engaged, productive, and high performing. In this course, we’ll start by talking about the importance of having a one-time kickoff meeting at the start of your working relationship, before you even begin your continuous 1-on-1s. And then we'll go into what a successful 1-on-1 framework looks like. We’ll discuss how to prepare for your 1-on-1 meetings and how essential it is to relate and connect personally.

Learning Outcomes:

• Learn effective frameworks to guide 1-on-1s.
• Gain strategies for building strong relationships during 1on1s (relating, psych. safety, role clarity).
• Gain strategies for leading continuous and effective dialogue during 1-on-1s (goals, feedback, growth, actions).
• Understand how to utilize asynchronous check-ins to supplement 1-on-1s.

Coaching really matters when it comes to producing higher levels of performance and engagement on your teams. It also has the power in deepening your connection with your people both personally and professionally. This course is designed to give you some powerful and actionable insights into how to become a better coach. These lessons will be dissecting what it means to go from a Manager to a Coach, and the shift in thinking and approach that is required for you to become a truly effective coach to your people.

Learning Outcomes:

• Understand the directive, situational and non-directive approaches to leading people.
• Gain strategies to apply non-directive coaching (eg. open-ended questions, active listening).
• Gain and demonstrate coaching competencies through mock peer coaching exercises.

Managing performance is a manager’s primary responsibility, but how does one effectively manage the performance of various individuals to create the most engaged and high-performing team? In this course, managers will become familiar with the blueprint of continuous performance management. They will gain strategies to fairly and objectively measure and assess performance and to have growth-based conversations with their people.

Learning Outcomes:

• Understand the value of clear agreements for fair reviews (company compensation policy, performance agreements).
• Identify common biases that impact performance reviews.
• Gain strategies to fairly assess performance (results, competencies).
• Gain strategies to have strengths-based growth and development conversations (eg. bi-annual, separate compensation conversations).
• Gain strategies to lead action planning conversation (eg. coaching up, coaching out)

In current times, “burnout” has become a blanket term to describe many experiences at work. But what is burnout? And how do we prevent it? In this course, managers will explore the stress landscape and learn how certain types of stress may lead to burnout. They will be able to define and identify symptoms of burnout as well as the causes that may be present in the workplace. Finally, they will learn about their responsibility in preventing burnout on their teams and gain strategies to keep their team members healthy and engaged.

Learning Outcomes:

• Gain awareness of inequities involved in workplace stress.
• Understand the distinction between eustress and distress & their implications for burnout.
• Identify the leading symptoms of burnout.
• Gain strategies to prevent burnout for themselves and for their team members.

In this course, we’ll talk about where OKRs come from, a little bit about the history of this practice, and what makes an OKR. What does it stand for? Why does it matter? Managers will get into the mechanics of how to write an objective that is impactful and key results that are measurable. This course hits on the pitfalls of objectives and key results, especially when you're starting out. Finally, we're going to talk about how to check in on OKR progress, particularly in your one on ones or your team meetings.

Learning Outcomes:

• Understand how aligned & transparent goals lead to engagement and high performance.
• Gain strategies to create effective Objectives and Key Results.
• Identify potential pitfalls in setting effective OKRs.

Feedback is most effective when it considers and adapts to its audience. In this course, we’ll explore additional ways to hone the practice of feedback specific to different working relationships and scenarios. Learn how to have critical conversations whenever conflict arises, while creating regular space for peer and upward feedback. Participants will also discover methods for bringing a deeper cultural awareness to their conversations which involve feedback.

Learning Outcomes:

• Use a conversational framework specifically for addressing and resolving conflict with coworkers.
• Share wins, challenges, and learnings as part of a group peer feedback practice.
• Discover how culture can influence preferences for feedback.
• Learn and apply practices that help to identify and honor differences in feedback needs.

Skills Covered:

• Going Direct: Resolving Tensions with Coworkers
• Peer Feedback that Strengthens Your Team
• Reducing the Fear Factor of Upward Feedback
• Giving Feedback Across Cultures

In today’s work environment, remote work continues to be on the rise. Companies are becoming more flexible with their work-from-home policies as well as tapping into a distributed network to secure top talent. How do managers effectively manage these remote or dispersed teams? In this course, managers will explore the value of connection & collaboration in a remote environment and learn tips and tricks to build trust & create processes that will ultimately lead to psychological safety and innovation.

Learning Outcomes:

• Gain strategies for building trust remotely.
• Gain strategies for managing performance remotely.
• Gain strategies for collaborating remotely.

Clear expectations are the most basic and fundamental employee needs. Role Clarity is a key mechanism for creating the psychological safety required for innovative, nimble teams. In this course, participants will understand their responsibility to ensure clarity around roles and responsibilities. They will gain strategies to help their teams create clarity in project-based roles as well as in their role on a greater team or within the greater organization.

Learning Outcomes:

• Understand how role clarity and psychological safety affect performance.
• Gain strategies to create effective role and performance agreements.
• Learn frameworks that clarify and align teams on project-based role clarity.

A focus on career growth is one of the most effective ways to help individuals and teams to thrive. In this course, participants will learn how to identify, cultivate, and leverage their strengths, values, and passions to ultimately build an aligned vision for their career growth. Applying these skills to their own growth will inform their ability to support growth conversations with their employees.

Learning Outcomes:

• Understand the importance of supporting the use of strengths at work.
• Identify top strengths, values, and passions and apply them to your role/work.
• Gain strategies to lead strengths-alignment discovery and career growth planning conversations with their direct reports.

Work Groups. Collaboration. Teamwork. On average, over 40% of an employee's workday is spent working in teams. However, a recent study showed that 72% of employees report having at least one “horrendous collaboration group experience.” In this course, we discuss and evaluate the elements necessary for successful team collaboration.

Learning Outcomes:

• Identify the team roles that you play the most often as well as roles that may be missing from your current teams.
• Compare communication styles and gain strategies for effective communication with other styles.
• Implement a collaboration plan to aid in solving relevant team problems.

Change is something that all leaders face. Your coach can help you prepare or walk through times of change. This may look like creating a plan, processing what is happening, or practicing for upcoming conversations.

Communication plays a crucial role in people management. Whether it's casting vision, giving feedback, having effective 1:1s, active listening, or working through conflict, your coach will help you think through how to make the most out of opportunities to communicate with your team.

Developing a management style that is authentic to you is important. Your coach will help you explore how to refine your style, minimize weaknesses, strengthen your skills, and show up as an authentic, effective manager and leader.

Sometimes the challenges in being a manager aren't from circumstances related to your direct reports, but rather related to upper leadership and the organization at large. Coaching sessions will focus on these dynamics to define a path forward as you think about managing up and influencing the organizational culture.

As a new manager, your coach will be a safe, helpful, outside source to help you process your experiences, grow your skills and confidence, and build habits that set you up for success as a manager and leader.

Working with a coach is a great way to learn more about yourself. Your coach will work with you to focus on areas of personal growth. Conversations relating to personal growth could be about creating balance, stress management, emotional intelligence, overcoming mental distractions, expanding your influence, or identifying blind spots that are reducing your personal effectiveness and success.

As a manager, you play an important role in developing the culture of your team. Culture includes the formal and informal beliefs, policies, and behaviors of your team, whether they are helping you achieve shared success or not. Issues around gender, race, and ethnicity, as well as conflict styles and styles of recognition, are common topics of discovery. A 15Five coach will help you think through the culture as it is and as you want it to be.

Your coach will help you explore your team's performance. Identifying ways to motivate the team as they work toward a goal, recognizing how you can celebrate achievements, or talking through how you create a strategy for your team is part of maximizing team performance.