Our Courses and Modules

Although our hallmark is customization, we offer several “off-the-shelf” complete courses, ranging from one to four days:



Module Offerings

One of the V2LS hallmarks of customer service is our ability to customize offerings to meet individual client needs, giving our clients precisely what they want, the way they want it. With that in mind, here is a sampling of the individual course modules we offer:

 

Topic

Brief description

Takeaway (ROI)

Lessons from Extraordinary Leader book

Leadership greatness is best evaluated from the bottom up. The best leaders focus on developing their strengths.

Leadership is achievable by anybody devoted to working on strengths and avoiding fatal flaws.

Listening skills

A few simple techniques can make you a better listener and help you find truth that improves your decision-making abilities.

Effective leaders know how to listen without judgment.

Five pillars of leadership

Leadership competencies can be divided into five main areas: character, personal capabilities, interpersonal skills, focusing on results, and leading change.

Understanding the skills of leadership and learning one’s own skill set is a first step to becoming an extraordinary leader.

Competencies of leadership

There are 16 competencies that leaders can develop, divided into five main areas.

Leadership development is not rocket science. The research shows that working on and becoming adept at just three of these will put most managers into the extraordinary leader category, as judged by their subordinates.

Character, Values, Choices

The main and indisputably necessary area for a leader is character. Central to character are individual and organizational values. The Choices model is a method for using values in the decision-making process.

This trio of topics not only goes to the heart of organizational culture, but is practical and immediately applicable.

StrengthsFinder

This assessment reveals each participant’s top five strengths, based on the research of the Gallup organization. The accompanying module also delves into using strengths in team selection.

 

This assessment and explanation not only raises personal awareness of individual strengths, but teaches leaders how to create the most effective strengths-based teams.

Hogan Development Survey

This assessment reveals individual behavioral patterns when under stress. It complements the admonition in Extraordinary Leader to be aware of “fatal flaws” that can derail a career.

Participants get a lot of value from this module, increasing their self-awareness of potential problems, both at work and at home.

Herrmann Brain Development Index

The HBDI® assessment evaluates and describes the degree of preference individuals have for thinking in each of the four brain quadrants, as depicted by the Herrmann Whole Brain® Model.

HBDI® teaches you how to communicate with those who think the same as you and those who think differently than you. Once an individual understands his or her thinking style preferences, the door is open to improved teamwork, leadership, customer relationships, creativity, problem solving, and other aspects of personal and interpersonal development.

Stress reduction

A follow-on to HDS, this interactive block discusses the warning signs of rising stress and methods to reduce that stress.

Participants gain take-home ideas they can immediately implement to reduce the effects of stress in their lives.

Thinking wavelength

This self-assessment allows participants to understand where they fall on a continuum between concrete and abstract thinking.

Discussion centers on using knowledge of self and others to improve communication and task distribution.

Strategic planning

An introduction to the strategic planning process, with an emphasis on perspective.

Even for participants not directly involved in strategic planning at their agencies, this overview opens their eyes to a way of thinking about approaching every project from a strategic perspective.

Perspective

Highlights the ability to change perspectives in order to effectively function in many leadership capacities, from planning to conflict resolution to influencing upward.

One of the keys to extraordinary leadership is the ability not to have the right answers, but to ask the right questions. The key to these questions is understanding perspective.

Transparency

An in-depth understanding of transparency and how it impacts leadership and culture improvement.

Along with perspective, the ability to model transparency as a leader is critical to developing a culture of personal accountability.

COP model

Introduces a simple yet powerfully effective tool for understanding job satisfaction.

Intuitively easy to understand, the COP model allows participants to evaluate their level of job satisfaction in three dimensions, and in turn guide those they lead in the same understanding.

Right/wrong/missing/confused

Primarily used as an after-action assessment mechanism, this exercise allows users to evaluate a project, event, or even an agency in four distinct categories.

This tool is designed to create not only a meaningful understanding of a past event, but also to easily allow participants to create a strategic plan for improving in the future.

 

Social media

Introduction to the power, ubiquity, and usefulness of various forms of social media.

Raises awareness of the benefits and potential dangers of social media.

XY game and perspective

A “prisoners’ dilemma” simulation which requires participants to negotiate and then decide to act in their own or the communal best interest.

A powerful tool for seeing interteam conflict (especially if used in conjunction with conflict resolution).

Conflict resolution

An understanding and practice of practical skills for proactively diffusing conflict and creating win-win outcomes.

Offers participants tools to resolve conflict before it arises, tools for diffusing conflict in real time, and tools for recovering after conflict. Works extremely well when introduced with the X-Y game scenario

Coaching skills

An introduction to the coaching skills of listening and asking relevant questions, leading to a practical solution and commitment to action, all generated by the person being coached.

An awesome set of tools for any leader. Coaching skills shift the burden of resolving a situation and moving forward from the supervisor to the team member, and thus generate internal accountability—and less workload for the supervisor.

The Round Table

A confidential facilitated team encounter usually lasting a half to a full day and meant to be reconvened on a recurring (usually quarterly) basis.

The inevitable result of this event is a deed and long-lasting team bond. Trust and transparency is taken to a new level that carries over into the working environme, significantly reducing individual stress and team tensions.