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Spiral Learning will be offering the following 'open' sessions in the Leadership Development Series to individuals and groups in the hospitality industry. Sessions will be held in Vancouver, BC and Victoria, BC. For more information on dates and cost please contact Jeremy Ball at
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or call 250-655-0507
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Leadership Development Series
The role of today's leader is to foster an environment where colleagues thrive on doing great work and choose to take responsibility and accountability for their actions. The Leadership Development Series uses case studies, experiential exercises, discussion, and role-playing to explore the changing role of leaders in cultivating engaging workplaces.
Each module provides valuable insights and skill development for both seasoned and new leaders alike.
We believe that the key to effective training is skill transfer. Each of the following modules includes a follow-up component, which allows the participant to take control of their learning. One-on-one coaching with Jeremy Ball is also available for participants in all modules to provide support as participants apply the skills and concepts in the workplace.
The Empowering Leader(4 x 3 1/2 hour sessions)
The Empowering Leader is a four part program based on the philosophy that we all want to do good work. Our job as leaders is to foster an environment where people want to do what it takes to perform well- where people want to take responsibility and ownership for their own actions
Session I: Developing Trustworthy, Respectful Relationships
Participants will explore methods in building strong trusting relationships with team members. It is upon this foundation that participants will then explore how to manage performance- from providing immediate feedback through to conducting development discussions/performance reviews
In this session participants will:
- be introduced to a leadership philosophy of empowerment and engagement that will be reinforced through each session in the series
- explore methods in developing strong individual relationships with direct reports and peers
- practice using the three keys to increasing an direct reports/peers openness to change and performance feedback
- Support service through tools and systems
Session II:Coaching Towards Mastery
One of the most important needs employees have is to know how they are doing and how to become more effective. In fact, the best younger workers seek out organizations that provide ongoing growth and development. This module focuses on how leaders can help employees leverage good performance towards mastery
In this session participants will:
- be introduced to a structured format for conducting a coaching discussion with a peer or direct report to shift good performance to excellent performance.
- explore how to use the 3 Keys to interactive effectiveness in a coaching discussion
- prepare for and conduct a structured coaching discussion in small skill practice groups Support service
Session III: Coaching for Improvement
While very few leaders enjoy dealing with performance improvement situations, they represent a terrific opportunity to develop trust and respect with peers and direct reports. This session provides a highly effective template for preparing and conducting a performance improvement discussion that places responsibility for change on the individual while establishing the leader as a positive and supportive partner.
In this session participants will:
- be introduced to a structured format for conducting a performance discussion with a peer or direct report to shift below standard performance to above standard performance.
- explore how to use the 3 Keys to interactive effectiveness in a performance discussion
- explore challenges when working with a direct report on a performance issue and how to over come them
- prepare for and conduct a performance improvement discussion in small skill practice groups
Session VI: Performance Management
As leaders we lead people and manage performance. Performance Management is the "The systematic, data-oriented approach to managing people at work that relies on positive reinforcement as the major way to maximize performance"
In this session participants will:
- discuss the leaders role in coaching the employee in managing his/her own performance
- overview the key tools and processes in Performance Management
- assess their current practices in Performance Management and identify opportunities for development
- review the ongoing steps and activities in preparing for and participating in a direct report's Development Discussion/Performance Review
- review the steps and activities in preparing for and participating in our own Development Discussion/Performance Review
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Selecting the Best (4 X 3 1/2 Sessions)
Selecting the Best (1 day)
Preparing for and Conducting a Structured Interview:
Perhaps the most critical link in the chain of high performance is getting the right person in the right job. One of the greatest challenges in interviewing is determining whether a candidate will perform as well in the job as in the interview. This workshop walks through the steps in developing and conducting a structured interview designed to accurately predict a candidate's performance once in the job.
Participants will:
- develop an interview made up of structured questions/probes designed to assess a candidate's suitability in a set of established criteria specific to a job.
- be given specific tools and templates to objectively assess a candidates suitability in relation to other candidates
- explore and practice the keys to conducting an effective interview
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Setting People Up to Succeed(1 day)
On-the-Job Training & Setting Performance Standards:
A key determinant in an employees future success is where or not we 'set them up to succeed'. Are they oriented to their work environment? Do they have a clear understanding of what the performances expected of them? Do they know how their performance will be measured? Are they brought up to speed in all the skills, knowledge and attitudes, required to excel?
This session walks the participants through the process of fully orienting and training staff in their job and workplace. The majority of the time will be spent learning and practicing the 4-Step method of on-the-job training.
Participants will:
- discuss the importance of establishing and communicating clear service and work standards to team members
- review setting/updating performance standards for one function/job in their department using a 'sample' standards document
- create a Job- Task Checklist for a function/ job in their department
- explore the 5 behaviors of highly effective trainers
- learn and practice using the 4 Step Method for On-the-Job Training
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