Programs
We get real about what's below the surface of leadership
The Conversations Leaders Avoid
Experiences for leaders to explore and master the conversations they avoid, like feedback, conflict resolution, and sharing an unpopular message.
Authenticity in Leadership
By understanding the drivers behind their choices and the factors that influence their leadership, leaders can make conscious choices that best suit them and the team.
Diving under the surface of leadership means going beyond what is said, and looking into the unsaid.
Key Learning Objectives
Build confidence to actually have the hard conversations and stop putting it off.
Navigate differences in a way that gets results rather than drama
Reach a common understanding even when opinions differ
Get more done in less time while building a better culture.
The Conversations Leaders Avoid: A Case Study
Jean and Sebastian are cross-functional team leaders that work together everyday on important project deliverables. Both are dedicated to the success of the project, however they hit an invisible wall every time they try to share ideas, give each other feedback or request help and support.
Jean’s style is to drive hard and fast. Jean is known for getting things done, no matter what it takes. Speed, efficiency, and action are some of Jean’s drivers.
Sebastian, on the other hand, is great at-risk mitigation, seeing around corners, and looking at the impact of decisions on the people and the business.
Both avoid conflict. When they don’t get what they need, Jean works around Sebastien. Sebastien sets up roadblocks.
If they don’t figure out how to communicate considering each other’s differences, their teams, the outcomes and job satisfaction will suffer.
Enter DiveLight.
Rather than giving Jean and Sebastian a one-size-fits-all script to approach this situation, we help them understand their communication and work style, and gain awareness of their colleagues.
We help them find common ground to move things forward and leverage their strengths and differences.
We give them practical tools to enter into conflict and navigate working together – so both can be successful.
Now, Jean and Sebastian understand and work with the motivators of the other. Conflict is reframed as healthy debate that leads to better outcomes. They come ready to solve problems with their complementary strengths and differences in mind. They are operating as a cross-functional team working for the success of the organization.
Topics We Explore
Delivering Difficult Feedback
(that you don't want to give)
Navigating Conflict and Differences
(without stepping on a landmine)
Communicating a Message That Creates Buy-In
(even if it's unpopular)
Negotiating and
Influencing
(in a way that
improves trust)
Driving
Accountability
(even when it's uncomfortable)
All of our programs start with Authenticity In Leadership, an exploration of the leader as a human, the drivers behind their choices, and the factors that influence their leadership. We uncover the golden nuggets that fuel direction (ex: defining values and purpose) and take an honest look at the uncertainty and anxieties that leaders face.
Diving under the surface of leadership means exploring WHO the leader is.
Key Learning Objectives
Fast track leadership growth by increasing
self-awareness of both, strengths and
blind spots.
Grow influence by learning the science behind how people learn, and what keeps leaders stuck.
Improve decision making by crafting an authentic leadership brand aligned with the leader's values.
Get results and buy-in by practicing different perspectives and including the team's point of view.
Authenticity In Leadership: A Case Study
Jo is a hard working leader on the verge of burnout. Jo wants to empower the team but feels they aren’t performing as they should. To reach excellence Jo takes on the work instead of counting on the team.
Jo comes from a background where failure wasn’t an option, and this fuels their drive to succeed. Jo thrives on following rules and busting through the tasks one after the other. (check! ✅)
That’s just who Jo is.
This mixture of beliefs, expertise, actions, and experience all work together to shape Jo’s leadership style. In Jo’s current situation, if Jo continues to do what Jo does, Jo, the team, and the company are going to suffer.
Enter DiveLight.
Rather than teaching Jo time management or similar, Jo will build awareness around who they are and the impact of the current way they lead. Jo becomes empowered to make conscious choices and apply strategies that yield the biggest return.
We might even teach time management…but we don’t start here.
Now, Jo has time and energy to develop the team to deliver excellent work. Jo is now acting as a leader instead of a doing the work themselves. The team delivers excellence when Jo doesn’t do the work, but instead, develops the team.
Our Approach: Awareness, Ownership, Action
Most leadership development teaches WHAT to do, like a cookie cutter method.
While we do teach practical strategies, we have a different approach - we start with WHO the leader is, so they understand the drivers behind their actions and the choices they make (what works, and what doesn’t). This awareness fuels their OWNERSHIP and the conscious CHOICES of what they do to create the impact they want, so they can lead consciously and authentically.
We call it the AOA framework - Awareness, Ownership, Action. We can’t take conscious action without understanding why we take action in the first place.