Web-Based Trainings

Catalyst Connection has partnered with DDI International to provide you with a number of web-based trainings that you can complete at your own pace.

Please note: The cost of each web-based training course is $52 – a 50% discount from our normal fee. Most trainings take approximately 2 hours to complete. For more information, contact David Rea, Managing Director of Organizational Development, at drea@catalystconnection.org.

Click any of the course titles provided below for more information and to register:


Addressing Poor Performance

A single employee with chronic performance problems can dominate a leader’s time, and drag down the productivity and morale of an entire work group. This course builds leaders’ skills in handling chronic performance problems. They learn how to document and present a solid case for needed improvement and use effective interaction skills. Leaders identify the steps to take after the performance problem discussion to provide ongoing feedback and support, and determine if it is necessary to impose formal consequences.

Participants will learn how to:

  • Effectively address poor performance in a firm, fair, and consistent manner.
  • Minimize the impact of chronic performance problems on people, productivity, and profitability.
  • Provide problem performers with a clear understanding of what they must do to improve and the consequences of failing to do so.
  • Encourage people to take ownership of, and be accountable for, improving their work performance.

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Advanced Coaching

In many organizations good coaching is no longer enough. Today’s high-performance workplace requires leaders who can quickly assess business priorities and the capabilities of deployed talent. Leaders must have the skills to take advantage of every coaching opportunity, even when they don’t have time for formal coaching conversations. And leaders need to do more to recognize the unique contributions of employees.

In this course, participants will learn four advanced coaching techniques that develop proficiency in using the Interaction Essentials in challenging situations. Leaders learn to ask powerful and insightful questions and how to drive higher levels of employee engagement through appreciation.

Participants will learn how to:

  • Increase the agility and impact of their coaching.
  • Make the most of each coaching opportunity.
  • Provide input to help team members gain timely insights into their work.
  • Enhance the confidence and competence of their staff on an ongoing basis.
  • Build an engaged workforce that feels challenged and valued.

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Building and Sustaining Trust

What does trust have to do with business success? Everything. Trust is directly linked to employee engagement, retention, productivity, and innovation. Leaders who demonstrate trust and trustworthiness inspire higher eels of performance and commitment to team and organizational success.

This course introduces Trust Builders, actions leaders can take to build and sustain trusting relationships, as well as common Trust Breakers that can erode or quickly break trust. Applying these skills to build trusting relationships enables people to take risks, identify and solve problems, and collaborate to achieve business results.

Participants will learn how to:

  • Recognize how trust in the workplace affects business results.
  • Analyze their role in building and sustaining trust.
  • Identify common workplace behaviors that can build, sustain, or break trust.
  • Demonstrate behaviors that show they trust others, as well as give people the confidence to trust them.
  • Use interaction skills to foster open communication, build and maintain trusting relationships, and repair damaged ones.

Prerequisite: Communicating for Leadership Success.

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Coaching for Peak Performance

Effective coaching is one of the most important drivers of team member performance. Whether leaders are guiding people toward success in new or challenging situations or helping people improve or enhance their work performance, their ability to coach and provide feedback makes the difference between mediocrity and high performance.

By helping learners understand the importance of three coaching techniques and how to effectively handle both proactive and reactive coaching discussions, this course helps leaders have more effective and efficient interactions.

Participants will learn how to:

  • Encourage people to take ownership of, and be accountable for, their work performance.
  • Create a work environment where people are comfortable taking on the risks associated with new responsibilities.
  • Boost morale, improve productivity, and increase profitability by coaching for peak performance in each person.
  • Manage work performance issues in a fair, consistent manner.

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Coaching: Move People Forward

Research has confirmed the significant business outcomes of coaching. While coaching can look differently across situations, it always aims to help people move forward. Good coaches create a relationship built on trust, meet the other person’s needs, and energize the person to achieve a goal.

In this course, leaders recognize the benefits of a growth mindset, and the insight tool measures their general orientation to how they view other’s potential to grow. They learn and practice a practical approach to coaching in the moment, in any situation.

Participants will learn how to:

  • Recognize and nurture the potential within others to grow and change.
  • Build a coaching relationship based on trust.
  • Guide, inspire, support, and empower in the moment.
  • Ask questions, connect at a human level, and energize into action.

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Communicating with Impact

Many organizations focus on technical skills as all-important to success in the workplace. Yet strong interpersonal skills are equally essential in transforming individual contributors into exceptional performers who have a greater impact in their roles.

This foundational course provides individuals with a powerful set of interaction skills that enables them to communicate more effectively with colleagues and customers and, in the process, build trust, strengthen partnerships, and achieve desired results.

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Communication: Connect Through Conversations

Much of a frontline leader’s work is accomplished through conversations, from the everyday routine to the extreme and tough challenges. Effective leaders are able to get things done through others by paying attention to the people doing the work.

This course teaches leaders that engaging the “head”—the business outcome of the conversation—is just as critical as recognizing and addressing the “heart”—people’s feelings such as being respected or appreciated. Leaders will recognize the role of emotional intelligence in success as a leader as they develop foundational leadership skills that apply to the wide range of workplace situations they must handle.

Participants will learn how to:

  • Conduct conversations that achieve the intended business goals.
  • Communicate and respond in ways that meet the unique personal needs of team members and others.
  • Recognize and react to emotions (their own and others’) present in work situations.
  • Use a technique to provide meaningful, supportive feedback.

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Communication for Leadership Success

Organizations need leaders who can do more and be more in order to succeed in today’s complex environment. They need frontline leaders with strong interpersonal skills who can get things done by mobilizing and engaging others. This foundation course for most Interaction Management® courses helps leaders communicate effectively so they can spark action in others.

The course teaches leaders the Interaction Essentials they need to handle the variety of challenges and opportunities they encounter every day in the workplace and beyond

Participants will learn how to:

  • Achieve results through others by building strong interpersonal relationships.
  • Plan for successful interactions with team members─in person and virtually.
  • Provide meaningful, supportive feedback that motivates team members and helps individuals improve their performance.
  • Impact business outcomes by consistently meeting the personal and practical needs of others.

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Delegating with Purpose

Delegation is a critical skill for leaders in today’s “do more with less” business environment. Fewer resources, changing motivations, virtual employees, and global workforces are just a few of the challenges leaders face as they attempt to meet ever-increasing workplace demands.

In this course, leaders learn the skills they need to address these challenges, gain the commitment of team members, develop individual skills and abilities, and enhance the overall capability and capacity of their teams and, ultimately, the organization. Leaders learn to identify the tasks they need to delegate, select the most appropriate individuals, assess capabilities and commitment, and plan the delegation discussion. That discussion includes the level of decision-making authority, amount of support, and methods for monitoring progress and measuring results.

Participants will learn how to:

  • Achieve key business results by leveraging the entire team’s abilities.
  • Build the team’s capabilities and capacity through developmental delegations.
  • Free up time to focus on mission-critical responsibilities.
  • Delegate with increased confidence.

Prerequisite: Communicating for Leadership Success.

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Developing Yourself and Others

Development is critical to attracting and retaining talent, driving employee engagement, preparing future leaders, and ultimately ensuring the success of the organization. Clearly, development is just as important to leaders as it is to their direct reports.

In this course learners are introduced to a practical process to guide their own and their direct reports’ development-planning efforts. The outcome is a meaningful development plan that supports the organization’s current and future business needs.

Participants will learn how to:

  • Recognize the role of the leader and the team member in development planning and execution.
  • Recognize the importance of development to the success of individuals, teams, and the organization.
  • Use a three-step process—Assess–Acquire–Apply—to identify strengths and growth areas, plan development actions, and successfully implement development plans.
  • Employ a set of best practices to overcome common development barriers and challenges.
  • Measure the effectiveness of their development efforts so they know they are successful.

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Driving Change

In today’s complex and competitive environment, it’s no surprise that 70 percent of workplace change initiatives fail. For workplace change initiatives to be successful, organizations need leaders who are able to turn resistance into commitment and inspire team members to take ownership of change.

This course provides the skills and resources leaders need to accelerate the process of implementing change with their team members and to create an agile work environment where people are more open to change.

Participants will learn how to:

  • Accelerate the process of making change happen.
  • Minimize the potential negative effects change can have on productivity, morale, and collaboration.
  • Turn resistance into commitment and inspire team members to take ownership of change.
  • Clearly communicate the business rationale and benefits of change for the team and the organization.

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Engaging and Retaining Talent

Research tells us that employee engagement is the primary enabler behind the successful execution of any business strategy. And, no one affects engagement and retention more than the employee’s immediate leader.

This course provides leaders with a model to determine what drives each individual’s engagement, as well as methods for proactive engagement and talent retention. Participants learn how to conduct “engagement conversations” and “retention conversations.” They explore ways to offer recognition and create an engaging environment using no-cost “everyday engagers.”

Participants will learn how to:

  • Engage individuals on a daily basis.
  • Uncover and address what individuals need to be more satisfied and engaged at work.
  • Inspire higher levels of engagement by acknowledging the value people bring to the organization and showing them that they matter.
  • Increase the quality of conversations with people about their engagement and intent to stay.

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High-Impact Feedback and Listening

When sharing feedback is part of an organization’s culture, it is an effective business tool that reaches across all levels. In this course, individual performers learn how to effectively deliver both positive and developmental feedback. They also learn how to be receptive to feedback and to listen to accurately understand the speaker’s intended message. In the workplace, these skills help them to optimize and sustain their own and their coworkers’ performance.

Participants will learn how to:

  • Support colleagues’ job performance, growth, and development.
  • Build authentic, trusting relationships with colleagues.
  • More wisely choose opportunities to give and seek feedback.
  • Handle, reduce, or eliminate defensiveness or negative emotions that can occur in a feedback discussion.
  • Help create a culture of teamwork and performance.

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Interaction Essentials for Leaders

This one-hour, web-based course helps learners understand the connection between interacting with people and their success as a leader. Interaction Essentials for leaders focuses on two skill sets–Key Principles and interaction Guidelines–that will help learners lead productive discussions needed to achieve leadership success. Learners assume a leader role for the duration of the course and participate in a variety of skill practice activities. This course serves as an effective introduction to foundational interaction skills and can be used as a prerequisite for most IM courses.

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Making High-Quality Decisions

Sound decision making demands much more than coming up with or picking the best alternative or option. It requires analyzing potential problems or opportunities and making sound judgments based on analysis. Using an engaging simulation, this course teaches a logical decision making process that addresses the critical elements that result in high-quality decisions. Participants also learn how to avoid the pitfalls that often undermine high-quality decision making.

Participants will learn how to:

  • Make business decisions more effectively and confidently.
  • Avoid obstacles to objective analysis and judgments.
  • Involve the right people at the right time in the decision-making process.
  • Gain the help and support needed to make high-quality decisions and to implement them.

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Resolving Workplace Conflict

Today’s business environment challenges organizations to increase productivity, improve quality, shorten cycle time and reduce costs. An unfortunate but natural byproduct of these challenges is conflict. While conflict can lead to discoveries such as new ideas and innovative breakthroughs, it can, if allowed to escalate, result in damage to critical working relationships.

This course teaches leaders how to recognize the signs of escalating conflict and take appropriate action to minimize damage. Leaders are introduced to two resolution tactics–coach and mediate–and practice using the interaction Essentials as they coach then mediate to resolve a conflict.

Participants will learn how to:

  • Reduce the damaging effects of workplace conflict on individuals, groups, and the organization.
  • Effectively address workplace conflict and enhance productivity, efficiency, and morale.
  • Help others take responsibility for resolving their own conflicts.
  • Promote a culture of trust and mutual respect within their work group.

Prerequisite: Communicating for Leadership Success.

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Setting Goals and Reviewing Results

People are more engaged and strive for better results when they feel ownership of their work in both the process and the outcomes. Unfortunately, leaders fail to engage and reinforce this sense of ownership in performance management discussions. This course will show the positive effect of shifting the traditional role of planner and evaluator from the leader to a shared responsibility between leader and employee. This shift builds ownership with the employee and frees up time for leaders to focus on coaching and developing throughout the performance cycle. Leaders will experience how to use effective (SMART) goals to help them and their employees track progress and fairly evaluate outcomes. A well-written performance plan is also a powerful tool for leaders to use when determining where to focus their development and coaching discussions with their employees.

Participants will learn how to:

  • Ensure direct reports take a more active role in managing their performance.
  • Manage performance on an ongoing basis while working within the organization’s time parameters for goal setting and performance reviews.
  • Provide the ongoing coaching and feedback your direct reports need to achieve their goals.
  • Increase your direct reports’ confidence and commitment to their own success.

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Your Leadership Journey

Making the transition from individual contributor to leader is both exciting and challenging. Unfortunately, we often promote individuals based on their hard work, and they struggle because being a leader is a career change, not just a slight shift in the work they do.

This course arms a new or prospective leader with the knowledge and skills they need to confront the challenges they face early in their leader career. The course encourages the learner to think about the transitions that newer leaders face and how to handle those challenges. They are introduced to three leadership differentiators that are most important to building a positive reputation as well as contributing to the organization’s success.

Participants will learn how to:

  • Reduce the stress associated with the shift to leading others.
  • Act with authenticity to build trust.
  • Bring out the best in others to enhance engagement and capacity.
  • Look for and accept feedback with grace.

Register