Building Productive Relationships©Across Your Leadership Team
When leaders fight hard for what matters in their own division, they can’t see how much more they could accomplish working together.
Silos don’t form because leaders are bad at their jobs. They form because leaders are very good at their jobs — and they’ve learned to protect what they own. It’s a rational response to how most organizations are structured. But it quietly kills performance when leaders at the top don’t work well together, and the people underneath feel it every day.
Productive Relationships© changes that. It gives your leadership team the tools, the language, and the habits to build genuine trust across the organization — so everyone is playing toward the same goal, not just their own. When that happens, the work gets better. And honestly? It becomes a whole lot more satisfying.
What Your Team Will Learn
Participants will be able to listen to difficult conversations and give accurate feedback of both facts and feelings in highly emotional situations rather than block communication that gets "too emotional".
Participants will experience the power of self-disclosure in developing relationships.
Participants will know how to resolve conflict rather than avoid or escalate it.
Participants will develop an in-depth understanding of where they are on the continuum of being too responsible versus not responsible enough. This concept is developed throughout the course in multiple contexts.
Participants will significantly increase their ability to both give and receive acknowledgement.
The expected overall outcome of the course is: participants will be able to create better relationships by virtue of the way they handle day to day problems and interactions so that more work gets done with less stress on both managers and employees.
Why Productive Relationships© Works
The skills that help leaders rise through one division of an organization are different from the skills they need when they reach the top. This is seen in professional sports, Hollywood, music, and in corporate settings. It takes a tremendous amount of drive and focus to ascend through the ranks.
But when leaders don’t recognize that they need to shift toward working with other high-level leaders, they double-down on the skills that got them there – a heads-down, win-at-all-costs mentality that further alienates them from the exact people who will determine their success.
As the old adage goes, “people don’t quit bad jobs, they quit bad bosses.”
Productive Relationships helps smart, driven people rediscover and strengthen the collaborative skills that will determine their success at the leadership level.
Procter & Gamble, Duracell, the Cleveland Guardians, and more have learned the power of building trust between executive and senior leadership teams using best practices refined with Fortune 500 teams over the past 30 years.
They won’t remember the sales goals, the stock price, or the profit margin. They will remember what it was like to work for and with you. And the better you are to work with, the better your teams will perform.