High-Performing Leaders

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VisionPoint training supports the development of high-performing leaders with an emphasis on what's most important in today's competitive marketplace.

A high-performing leader is someone who has demonstrated mastery of basic leadership and management skills and is committed to their personal ongoing development of advanced leadership competencies:

1. Develop & Retain Talent
2. Promote Teamwork
3. Lead a Culturally Diverse Workforce
4. Facilitate Change
5. Navigate Organizational Politics
6. Prepare for the Future

IMPORTANT INFORMATION ABOUT HIGH-PERFORMING LEADER
KEY COMPETENCIES:

Competency: Develop & Retain Talent

Definition:	Providing the training, encouragement and opportunities needed to enhance and expand an individual’s skill set for the benefit of the person and the organization.
Point of View:	Organizations are faced with the departure of a large number of experienced employees as Baby Boomers begin to retire. Proactive succession planning is vital to the future and continued success of organizations. In addition, organizations must provide the opportunities, training and resources needed for career advancement in order to attract and retain high-performing employees.
Main Contributing Behaviors:	• Diagnose strengths and developmental needs • Facilitate intentional development plans with employee input • Cross-train employees to broaden their experience • Delegate for developmental reasons • Provide the resources and encouragement to complete assignments • Hold employees accountable for personal development
Training Focus:	Training that emphasizes how to diagnose strengths and developmental needs, mentoring high-potential employees, coaching high-performing employees and accountabilities for succession planning and implementation.

Competency: Promote Teamwork

Definition:	Identifying and minimizing the challenges of hidden and recognized biases, assumptions about motivations, competing priorities, personal agendas and differing work styles to create an inclusive environment where individuals can come together and consistently deliver results
Point of View:	Organizations thrive on the combined wisdom and talents of their human resources. The cross-functional work team is a necessity and, in many cases, the primary method of getting work done in organizations. Effective leadership is critical to efficient, successful teamwork.
Main Contributing Behaviors:	• Identify the profile of individual team members (strengths, development areas, career and personal aspirations, communication style, etc.) • Facilitate a shared vision of goals and processes • Build group trust • Manage team dynamics • Facilitate disciplined decision making • Hold the team members accountable for results
Training Focus:	Training that emphasizes setting and achieving team goals, building trusting team relationships, implementing team decision processes, leading virtual teams, managing team diversity dynamics and dealing with dysfunctional team behavior.

Competency: Lead a Culturally Diverse Workforce

Definition:	Creating an inclusive environment that attracts, retains and utilizes the talents of a diverse workforce
Point of View:	Organizations must attract and retain a high-performing diverse workforce in order to thrive in a global economy. A diverse workforce brings the competitive advantages that spring from diversity of thought, viewpoints and experience. A diverse workforce also brings a level of complexity to everyday interactions. Leaders must have the skills to nurture the opportunities while managing the complexity.
Main Contributing Behaviors:	• Model inclusive behavior, personally • Create environments of inclusion and respect for differences • Champion recruitment and retention of a qualified and diverse workforce • Hold people accountable for respectful, inclusive behavior
Training Focus:	Training that emphasizes creating cultural and intercultural competency, developing diversity maturity, leading a multi-generational workforce, leading a global team, mediating cultural conflict and addressing micro-inequities in the workplace.

Competency: Facilitate Change

Definition:	Minimizing disruptions to productivity, quality and morale while adapting to change in the shortest amount of time possible.
Point of View:	Change is inevitable, constant and necessary for the success of the organization. Leaders play a central role in helping employees navigate uncertainty and adapt successfully and quickly to required changes.
Main Contributing Behaviors:	• Personally navigate change in a way that sets a positive and productive example for employees • Clarify how and why a change impacts employees • Coach team members to identify day-to-day impacts of change, make informed decisions to commit to changes based on reality, stay in control of reactions and responses and take positive action to make change successful • Get commitment on how to move forward • Hold people accountable • Support changes in conversations with employees and fellow managers
Training Focus:	Training that emphasizes navigating change as a leader, conducting a change analysis, implementing a change plan, being a change champion and overcoming common change challenges.

Competency: Navigate Organizational Politics

Definition:	Identifying and managing the impact of organizational dynamics (such as competing priorities and individual career aspirations) in order to interact effectively with peers and superiors and deliver results with integrity.
Point of View:	The organization is a human institution full of individuals with a diverse range of personalities, backgrounds, goals, aspirations and often competing priorities. As a result, it is a “political” environment. Leaders must have the ability to navigate this environment and forge effective working relationships in order to ensure the success of their own area of responsibility, as well as the overall success of the organization.
Main Contributing Behaviors:	• Solicit input on potential organizational impacts of actions and decisions • Build a network of influence • Treat peers and superiors with dignity, civility and respect • Manage perceptions and power image • Appropriately share success stories and acknowledge mistakes • Maintain confidentiality of discussions, disagreements and decisions • Actively support organizational goals and decisions
Training Focus:	Training that emphasizes understanding organizational dynamics, managing image and perception, championing a position with savvy communication and dealing with unethical behaviors (such as sabotage, deception and abuse of power).

Competency: Prepare for the Future

Definition:	Having the ability to self-assess development needs and create personal training and action plans to develop the competencies that experienced leaders need in order to move up to senior level positions of leadership.
Point of View:	In order to be effective, senior-level leaders must exhibit organizational-level strategic thinking; assert influence over events that lead to organizational improvements and exhibit imagination, initiative and readiness to champion new ways to improve organizational culture and productivity.
Main Contributing Behaviors:	• Exhibit organizational-level strategic thinking and decision making • Exhibit a deep level of understanding of how a business works • Communicate complex concepts and strategies with clarity and context to any level audience (internal or external) in both formal and informal settings • Use the organizational structure and processes to solve business problems • Gain commitment to action among competing stakeholders and priorities • Proactively seek opportunities to learn and to teach • Seek opportunities that enhance career development • Build organizational networks to enhance career goals
Training Focus:	Training that emphasizes career planning, mastering mentoring, building a sphere of influence, evidenced-based problem solving and C-suite networking skills.