Do you feel overwhelmed because you're doing too much yourself? This 1-hour virtual workshop is for managers who want to free up their time and empower their team through effective delegation. You will discuss the common reasons managers fail to delegate, learn a delegation model that ensures clarity and success, and create a delegation plan to apply this to a task you're currently holding onto. You'll leave with more time to focus on strategic work and a delegation checklist you can use to confidently hand off responsibilities.

Do you struggle with providing feedback that is both honest and helpful? This 1-hour virtual workshop is for managers who want to turn feedback into a tool for growth and development. Recognize the importance of a "feedback culture," learn a simple framework for delivering constructive criticism, and practice a feedback conversation to apply concepts to your own team. Leave with the confidence to have difficult conversations using a script template to prepare for your next feedback session. 

Emotional intelligence (EI) is a key driver of professional success. In this expanded 6-hour workshop, you will explore all four core areas of EI-self-awareness, self-management, social awareness, and relationship management. Through engaging activities and reflection, you will gain a deeper understanding of your own emotional intelligence and learn strategies to connect, communicate, and lead more effectively.

Culture is not created by value statements — it is created by what leaders model, tolerate, and reward every day. This session examines the supervisor's outsized role in shaping team culture and gives participants a practical ethical decision-making framework for navigating real workplace dilemmas. Participants also explore unconscious bias in common leadership decisions (performance reviews, stretch assignments, informal recognition) and build an inclusive leadership practice that ensures every team member can contribute fully. 

Many new supervisors are busy all day but not effective — they are reacting to what is urgent rather than investing in what is important. This session uses the Eisenhower Matrix to help participants analyze how their supervisory time is actually spent, identify their most expensive time traps (including doing work they should have delegated), and design a structured weekly routine that creates space for the high-impact work only they can do.

Coaching is the supervisory skill most likely to drive long-term team performance — and the one most skipped in favor of faster, easier telling. This session introduces the GROW model (Goal, Reality, Options, Way Forward) and builds participants' ability to use questions rather than answers to develop employee thinking and ownership. Participants practice real workplace challenges, not fictional scenarios, making the transfer immediate. 

Teams do not perform at their peak by accident — they are built. This session uses Tuckman's stages of team development (Forming, Storming, Norming, Performing) to help supervisors understand where their team currently is and what leadership style each stage requires. Participants also explore the research-backed drivers of employee engagement, the concept of psychological safety, and how to build team norms that reduce friction and sustain performance.

Delegation is not giving away tasks you do not want — it is one of the most powerful tools for developing people and multiplying your team's capacity. This session introduces five levels of delegation (from "do exactly as instructed" to "act independently") and helps supervisors match the right level to each employee and task. Participants build a real delegation plan and practice the delegation of conversation that sets employees up for success rather than failure.