Successful leaders know that credibility is key to running a high-performance team. When employees trust that you're taking them in the right direction and making smart decisions, they're much more likely to give you 110% every day.
But credibility doesn't just come with a management or supervisory title. It must be earned and it must be maintained.
Each of the 3 topics in this kit includes:
Short-form: Just six to 10 minutes long. Today's adult learners can't sit for extended periods of time absorbing training material.
Single-Concept: Teaching people just one concept at a time vastly increases the likelihood that learning will be retained and deployed successfully. Each program delivers a single "aha moment".
Research-based: Learners that perceive their training as credible drives a higher level of behavior change.
The research says you’ll get high engagement and high knowledge retention if you structure training events in short segments that focus on one, research-based concept, not three, or four or five.
Leadership Credibility Part I: The 'Confidence Base’ (9:56)
What does it take to be a credible leader? Is it charisma? Raw intelligence? An intangible trait that some people are born with and others are not? The fact is, credibility often boils down to self-knowledge. Specifically, knowing your Confidence Base, that one thing that you do really well and that got you recognized by higher-ups in your company.
Leadership Credibility Part II: The Fallibility Paradox (9:53)
Did you ever notice that really strong leaders like to tell you that they’re NOT good at certain things? These people understand The Fallibility Paradox. That is, by admitting they’re NOT good at everything, they’re emphasizing how they ARE good at the things that directly influence success in their role.
A 4-Point Model For Leading High-Performance Teams (8:57)
There is one thing all successful leaders “get” that failed leaders don’t. They know they can’t achieve breakthrough organizational results by themselves. That wisdom is often hard-earned because most leaders started their careers as individual high performers who moved mountains all alone. But they figured out at some point that the key to their success as a leader was their team.