THIS COURSE IS A PRE-REQUISITE. IT MUST BE TAKEN PRIOR TO THE REMAINING 5 COURSES IN THE COLLABORATIVE DELIVERY LEADERSHIP ACADEMY

Leadership matters. Distinguishing different ways to lead is at the crux of Design-Build Done Right®.

This session will focus on introducing the distinctions of Design-Build Leadership Done Right. This course will introduce the 18 competencies associated with the universal model of effective leadership and share why only 20% of all leaders demonstrate these characteristics. These 18 competencies are well researched and shown to be positively correlated to leadership effectiveness and business performance and are highly aligned with Design-Build Done Right®. 

The course will: 

• Identify the 11 tendencies leaders usually default to, especially under pressure, and how these default behaviors often diminish our effectiveness and hinder our growth as leaders, especially in design-build.
• Point out that our industry primarily operates from the Egocentric and Reactive levels and how Design-Build Done Right® Leadership requires moving to the Creative level at minimum, and hopefully onto the Integral level.
• Distinguish 4 tiers or levels of leadership – Egocentric, Reactive, Creative, and Integral. Each one, and all the behavioral categories associated with them, will be defined and illustrated.
• Cover the human capacity for learning beyond our 20s and point out how most leaders stop learning and developing after their mid- 30s which is why we have such a gap between the leaders we have and the leaders we need across all of business, design-build included.
• Discuss the notion of creating a leadership development strategy for your company and what its impact might be on performance. We will show how leadership effectiveness directly correlates with business performance.
  

Course Agenda
8:00 AM to 5:00 PM (local time)

Part 1: Leadership Imperative
Part 2: Self-Awareness, Identity, and Strategic Intelligence
Part 3: Universal Leadership Model
Part 4: Growth & Development
Part 5: Collective Leadership Strategy
Part 6: What’s Next

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PLEASE ENSURE THAT YOU HAVE COMPLETED PRE-REQUISITE "LEADERSHIP - BUILDING A STRONG FOUNDATION"  PRIOR TO REGISTERING FOR THIS COURSE

o Everything begins with communication. It is the single most powerful tool we have to elevate everything and everyone around us. Effective communication and conversational intelligence changes everything – how we interact, how we team, how we perform, how we engage, how we trust, etc.

o First, the course will look at communication from an individual awareness perspective. This component of the session will focus on what communication is and help individuals discover the communication barriers and blind spots that keep them from taking action, taking charge, taking responsibility, and leading effectively.
o Several “human phenomena” will be discussed to explain various distinctions about communication. In addition, 5 distinct types of conversations will be discussed; conversations that move things forward and get things unstuck when they go awry.
o The neuroscience of communication will be discussed and how the brain (or various parts of the brain) chemistry changes and reacts to communication – both positively and negatively.
o The course will cover the topic of conversational intelligence and distinguish level 1 and 2 conversations (transactional and positional) which are where most people and leaders stop. We will move discussions beyond levels 1 and 2 onto level 3 conversations which are transformational. This is the level of conversation that is missing and needed in Design-Build Leadership Done Right.
o The session will address how communication impacts the tendency to trust, or not to trust—the 3rd topic in the program.

Location:

PLEASE ENSURE THAT YOU HAVE COMPLETED PRE-REQUISITE "LEADERSHIP - BUILDING A STRONG FOUNDATION"  PRIOR TO REGISTERING FOR THIS COURSE

o In this session we will distinguish between what a team is versus what teaming is. Team is a noun and implies a thing, but teaming is a verb and implies action, behaviors, and outcomes.
o We will look at the spectrum of work challenges and how teams traditionally respond to those challenges versus how they should be responding to them from a Design-Build Leadership perspective.
o We will do a deep dive into factors affecting teams and teaming such as motivation, conflict, accountability, impact, influence, values, relationship awareness, and several other sub-topics.
o We will tie the previous topics of communication, trust, and mindset to the Design-Build Done Right teaming equation.
o We will discuss specifically how leaders empower or disempower their teams and how to build consistency across the organization and beyond.

LOCATION:

PLEASE ENSURE THAT YOU HAVE COMPLETED PRE-REQUISITE "LEADERSHIP - BUILDING A STRONG FOUNDATION"  PRIOR TO REGISTERING FOR THIS COURSE

o One of the most difficult aspects of Design-Build Done Right® is making the mental shift from a segregated services mindset to an integrated services mindset.
o An integrated mindset requires developing an outward mindset. This session will focus on shifting from an inward mindset, or segregated services mindset, to an outward mindset.
o We will also explore the mindset structures associated with the Reactive level of leadership versus the Creative level of leadership. We will look at how you shift from one to the other and the impact that has on the performance of both the individual and the company.
o We will discuss how our “design-bid-build” belief structures are linked to the problem-reacting orientation we bring to our leadership approach, especially when addressing challenges, and how that belief-structure can be hindering our effectiveness in a design-build environment.

LOCATION:

PLEASE ENSURE THAT YOU HAVE COMPLETED PRE-REQUISITE "LEADERSHIP - BUILDING A STRONG FOUNDATION"  PRIOR TO REGISTERING FOR THIS COURSE

o Everyone knows that trust is essential in Design-Build Done Right, but we haven’t really had a way to capture what that means in a useful and practical way.
o In this session we will take is deep dive into the 4 factors of trust—Humanity, Transparency, Capability, and Reliability and discuss how to build on these distinct factors to build trusting relationships both internally and externally.
o We will discuss the elements of each of the factors and discuss how they can be measured to assess where an organization or individual fits on the trust scale and how to improve that standing.
o We will look at trust from 2 distinct perspectives—trust from a client perspective and trust from a workforce or team perspective.
o We’ll also discuss some of the demographics of trust and why some individuals and groups are more trusting than others.

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