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About the Invitational Program

Dr. Resnick has personally developed this program and implemented it successfully with managers and executives at all levels throughout North and South America, Europe and the Middle East for more than twenty-five years.

Validated in use by small and large companies alike, the program enhances the skills of active leaders and managers while developing organizational competence through the real-time problem-solving exercises built into the program design.

The invitational leadership program is offered as a qualified public program, enabling multiple companies to send as few as one and as many as five managers or leaders from their organizations to participate in this program. Enrollment is capped at 30 participants for the entire group.

Nominated participants must be at an appropriate management level. This is not a program for beginning managers or for supervisors. Smaller companies typically send members of their senior management team. Larger organizations send mid to upper level managers. Once nominated, participating individuals and organizations must be qualified to ensure they meet these criteria so that the level of the program instruction will match the participants.

This program has been offered eight times in the Jacksonville area, and is typically oversubscribed. It is offered only twice per year. Dr. Resnick personally conducts all of the sessions.

The program includes seven formal one-day modules offered over seven months, along with a wide variety of supporting informal learning activities and on-the-job applications between the instructional modules. Content is based on a validated development model.

Companies sponsor this program for managers or  leaders for their personal development, and also for their learning to be immediately applied in the work environment. This model is particularly effective during times of organizational growth, organizational change, or in response to significant shifts in the external market or business environment.

Why Management and Leadership Development Today?

Consider the following:

• The business and economic climate is more challenging today than ever before and not likely to get any easier.
• Competition is global – even if your business is local. Competitive products come from anywhere.
• It is increasingly difficult to create a high performing organization.
• Knowledge workers require a different way of being managed and respond to a different type of leadership.
• Customer loyalty can no longer be taken for granted. It has to be re-earned every day.
• Financial pressures require that organizations do more and more with less and less every year.
• Business stability is a thing of the past. White water rafting is a more accurate description of today’s business environment.

Leadership and management skills are among the most critical resources for facing these challenges. That’s why leadership development is so essential, especially in turbulent times.

Leadership…perhaps the only truly sustainable competitive advantage.

This program has been designed for individuals who have significant management or leadership responsibilities. This may include functional (departmental) management responsibilities, cross-functional team responsibilities or other similar leadership roles.

For smaller organizations, the program is best suited to Presidents, Vice Presidents and Directors.

For larger organizations, the program is designed for greatest impact among the executive team, vice presidents, directors, senior managers, and upper middle level managers.

Program Benefits

• Develop the leadership and management skills of participating individuals.
• Availability of one-on-one coaching or personal development for any participants in need of extra support.
• Develop leadership and management skills to complement the technical competence of your organization.
• Increase the leadership bench strength your organization will need to continue its success in the future.
• Solve some of your company’s persistent problems as program participants apply the program elements to real-time company situations under Dr. Resnick’s guidance.
• Develop strong learning teams (functional or cross-functional team building) for companies that choose to send a learning team.
• Give your next generation of leaders the skills they need to help prepare your company for the challenges that lie ahead.

Program Structure/Organization

This program contains a number of elements designed to provide fully integrated, self-reinforcing learning experiences. The following is a brief description the core program elements included in this total learning experience.

• Seven one-day instructional modules
  
  The integrating vehicle for the program is the series of seven one-day facilitated sessions delivered in an action learning (workshop) style. These sessions are held one month apart. The sessions evolve in complexity as the leadership model is developed through the program.
  
  To ensure that learning is highly interactive, a maximum of 30 participants  may be enrolled in a program.
  
  In addition to the highly developed program content, each group applies the content through real-time organizational  issues and problems. Examples have included performance management systems, continuous improvement systems, customer feedback and satisfaction systems, implementation of major change initiatives, implementation of enterprise-wide software systems, etc.

• Program materials
  
  Participants receive a manual with extensive materials for each of the program modules. These materials have been developed and copyrighted by Dr. Resnick through his company, Work Systems Associates, Inc.
  
  In addition to the information required for the workshops, other related materials are included as well for reference. The participants receive a valuable set of resource materials that can be used in many aspects of their work.

• Learning teams
  
  To help ensure application of the concepts and skills developed in the program, learning teams are formed to reinforce personal action plans and on-the-job applications. This is why organizations are encouraged to send several individuals as a team. Company teams of three or more individuals will be maintained as intact teams through the program learning experience.
  
  Learning teams may represent existing segments of the organization, or they may be designed as cross-functional teams. Sometimes they are selected to address a particular organizational challenge, or address common customer issues.
  
  If an organization does not send a learning team, individuals with similar circumstances (role, function or type of company) from different organizations will be divided into different teams appropriate to each module.

• Supplemental individual coaching
  
  Dr. Resnick maintains personal availability to the participants between sessions. Individuals may call for personal discussion or coaching, or share materials for feedback via fax or email.
  

• Feedback to senior management
  
  Before, during and after the program feedback sessions are offered to the managers of the participants and to the senior executives of the sponsoring organization. These sessions include ways to enhance the learning and application of each of the participants, and also provide feedback regarding any organizational issues or opportunities that are identified in the program.

• Action learning and real-work implementation
  
  Because this program is conducted over seven months with multiple experiences to tie the learning together the program can focus on real-time action learning and implementation issues. This is done in three ways.
  
  First, each participant maintains a personal Action Planner that serves as the glue between the sessions. This action planner is used to record both personal notes and plans at key points in every workshop session.
  
  Second, learning teams are created and used to identify and apply real-time work issues through collective action.
  
  Third, assignments are given to both individuals and learning teams for real-time work applications between the learning sessions. The class becomes a fully integrated real-work action laboratory in which ideas and activities are developed in the workshop, tried out on-the-job, and feedback is provided both between sessions and in the next formal workshop experience.
  
  

Program Content Description

Following is the content outline for the seven one-day modules. The flow of the modules reflects the expanding circles of competence required by managers and leaders. The first segment - Modules 1-2 - focuses on personal and interpersonal leadership skills and styles.

Recent research has validated emotional intelligence as fundamental to successful leadership. This section helps the participants examine their personal and interpersonal leadership styles and develop additional skills and tools for their leadership roles.

The middle section – Modules 3, 4 and 5 – addresses concepts and skills related to performance management and team development. Performance management has been proven to be the single most highly leveraged system for increasing individual productivity and organizational performance. Content in these modules includes setting expectations, developing performance measures, providing feedback, coaching and counseling, and conducting reviews that enhance performance.

The team development module builds universal teambuilding competence, and may also be designed around specific real-time teams under development or in need of enhancement.

The final section – Modules 6 and 7 – broadens into organizational design and strategic skills. Leadership skills  in developing a vision, setting strategy and guiding large scale organizational change to achieve that vision are included in this higher level segment of the program. Other topics may also include project management, continuous improvement, or creating a customer-focused organizational culture.

Description of the Modules

Module One – Your Role as a Leader

• Course overview – design, structure, content, expectations
• Characteristics of effective leaders
• Leadership and management functions – distinctions and overlap
• The three roles of leadership: vision, alignment and deployment
• How to create a vision  and establish a strategy-driven organization
• Building organizational alignment to a vision
• Resource deployment as the key strategic leverage point
• Key concepts of personal organization – setting priorities
• Key concepts of self-management – first things first

Module Two – Enhancing Your Emotional Intelligence

• Principles of emotional intelligence
• The six leadership styles and their relationship to Emotional Intelligence
• Self-assessment of your primary leadership style
• Building style flex – using different styles based on the circumstances
• Integrating your understandings to expand your emotional intelligence

Module Three– Leading for High Individual Performance

• Concepts of performance management
• Setting expectations-developing purpose statements
• Defining and developing core responsibilities
• Developing measures for core responsibilities
• Coaching and counseling-similarities, differences and implementation
• Performance evaluations-their purpose and how to do them
• The relationship of performance evaluations to compensation

Module Four – The Leadership Process – Vision Through Deployment

• Creating an organizational vision
• Expanding a vision into a strategic plan
• Building alignment to that vision and strategic plan
• Determining key resource deployment strategies
• The discipline of execution

Module Five – Developing High Performance Teams

• Definition of teams vs. work groups
  Benefits and liabilities of teams – when to use them
• Team models and team behaviors – task and process
• Team decision-making models – generating synergy
• Giving and receiving feedback regarding team behavior
• Functional, process and project teams
• The challenges of creating high performance cross-functional teams
• Groupthink – what it is and how to avoid it

Module Six – Leading Complex Projects

• The principles of successful internal and external complex projects
• Defining a the project vision, goals and deliverables
• Developing the integrated project execution strategy
• Chartering the project team and establishing the project organization
• Building a Level Two integrated project plan
• The client engagement plan
• Keys to project execution
• Theory of Constraints for breakthrough cost and schedule reductions

Module Seven – Guiding Large Scale Organizational Change

• Defining your company’s desired sustainable breakthrough result
• An organizational model to guide the change process
• Analyzing your organization as a system – resistors to change
• Defining the leverage points
• Applying the change methodology using the natural leverage points
• Changing the core – process, personnel, tools and structure
• Organizational structural design
• Measurement systems
• Dealing with organizational resistance

NOTE: Based on the needs and interests of the group, these last two modules may change to reflect other key interest areas such as continuous improvement or creating a customer focused culture.

Program Schedule

The program will be held on the following dates:
Module 1 - Thursday - April 17
Module 2 - Thursday - May 15
Module 3 - Thursday - June 12
Module 4 - Wednesday - July 9
Module 5 - Wednesday - August 20
Module 6 - Wednesday - September 24
Module 7 - Thursday - October 16

Investment

$2,995 per participant for the complete program.
Special discounts may be applied for learning teams.  Email us for details.

Includes:

• Participation in all seven one day modules
• Access to the facilitator for personal coaching
• All program materials (manuals, books, instruments)
• Lunch and refreshments for the workshop sessions
• Learning teams, problem-solving and action planning
• Feedback sessions to your organization by Dr. Resnick

Register Now

No deposit is required with this registration and there is no cancellation fee.

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