Imagine if you could create a climate of collaboration where influence and respect triumphed over aggression and “just do what I tell you”.
Imagine leaders, managers and supervisors who could create that climate with an engaged workforce that’s truly invested in making the company a success.
So what do you want to create at your work? Leaders who say they listen but really don’t? Who are promoted due to job expertise but have no “people skills”? Leaders who get the job done but leave a wake of destruction? Of course you don’t want this, right? But is it happening right now at your organization?
What if we told you we can help you fix these problems?
We can.
Imagine this is your workplace: Managers who seek others’ input and really hear it. Leaders who enable others to solve their own problems. Leaders that build consensus through collaborative power, not just because of their job title. People who are excited to come to work and work hard to make your company successful?
Truly effective leadership programs? They’re not just about the skills. It’s about what DRIVES them. So what drives YOU?
Call us and let’s talk about it. We’re really good at listening.
714.495.8531
[email protected]
Imagine leaders, managers and supervisors who could create that climate with an engaged workforce that’s truly invested in making the company a success.
So what do you want to create at your work? Leaders who say they listen but really don’t? Who are promoted due to job expertise but have no “people skills”? Leaders who get the job done but leave a wake of destruction? Of course you don’t want this, right? But is it happening right now at your organization?
What if we told you we can help you fix these problems?
We can.
Imagine this is your workplace: Managers who seek others’ input and really hear it. Leaders who enable others to solve their own problems. Leaders that build consensus through collaborative power, not just because of their job title. People who are excited to come to work and work hard to make your company successful?
Truly effective leadership programs? They’re not just about the skills. It’s about what DRIVES them. So what drives YOU?
Call us and let’s talk about it. We’re really good at listening.
714.495.8531
[email protected]
At the Heart and Soul of L.E.T. is Dr. Thomas Gordon
Dr. Thomas Gordon
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Dr. Thomas Gordon is the author of the Leader Effectiveness Training Program. He is widely recognized as a pioneer in developing a model of democratic and collaborative leadership and identifying the effective communication and conflict resolution skills required to implement it.
His Gordon Model concepts are now known world-wide. The Leader Effectiveness Training (L.E.T.) has been taught in hundreds of corporations in the U.S. and worldwide, including many Fortune 500 companies [click here to see the list]. Dr. Gordon was nominated three-times for the Nobel Peace Prize. He was the recipient of the American Psychological Foundation’s Gold Medal Award for Enduring Contribution to Psychology in the Public Interest. He was also the recipient of the Lifetime Achievement Award from the California Psychological Association. He was a consultant to the White House Conference in Children and an invited speaker to the White House Fellows. |
L.E.T. Workshop Description
The Goal of L.E.T.
The goal of L.E.T. is to introduce communication and conflict resolution skills will help you be more effective at your job and to develop and improve working relationships.
A Much Better Way of Dealing With Conflict
It helps resolve and prevent conflict not only with coworkers but also with clients. Often people know only 2 ways to resolve conflict.
Our model is based on mutual needs satisfaction. We focus on resolving conflict without resorting and exercising power to win or lose but instead recognizing that the needs of both parties must be met so that no one loses everyone gets their needs met everyone wins.
A Different Approach to Business Training
Most Business Training present skills that work well in the No-Problem Area. For example there are many books and training about “How to ask questions.” How to ask questions to find out what your client wants. But the idea of L.E.T. is how do you deal with others having a problem. Turns out that questions are ineffective roadblocks when someone is having a problem.
For examples, when the client is resistant to your feedback, that is not the right time to ask questions.
LET focusses on what skills to use to get back into the “No Problem Area” so that you can go back to the normal conversations and asking questions again.
Benefits of L.E.T. for Individuals
At the end of the LET course you walk away with a different approach to interpersonal communication
These highly practical conflict resolution skills help you become assertive without being (passive) aggressive and without being a pushover.
You feel more confident because you know how to respond to people problems, resistance from clients, and how to have those difficult conversations with coworkers.
Your effective communication will help you resolve problems while maintaining solid working relationships.
Benefits of L.E.T. for Groups and Organizations
People are more engaged, are excited to come to work and work hard to make your company successful. Attrition and absenteeism go down.
Team-members are more open and trust one another more to share information about difficulties. Because managers become better at communication, team-members feel they can tell managers about a project or something that is going on with them that they normally would withhold and keep to themselves.
In LET, team-members become much better at Conflict Resolution. Every time they resolve a conflict they built interpersonal relationships. The pay off in solid working relationships is huge.
What You Learn in L.E.T.
Throughout this intensive program, you will learn how and when to use the L.E.T. skills through presentations, coaching, video demonstrations, skill practice exercises, (did we mention coaching?) workbook exercises and small group discussions and activities.
L.E.T. Core Competencies:
1. Determine who “owns the problem” in a given situation.
2. Identify the 12 Roadblocks to communication.
3. Distinguish between Roadblocks and Active Listening.
4. Avoid the Roadblocks that cause most helping attempts to fail.
5. Recognize when team members need your help as a skilled listener.
6. Use silence, acknowledgments and door-openers to help another person with a problem.
7. Active Listen to hear another’s feelings.
8. Active Listen to clarify information.
9. Distinguish between Acceptable and Unacceptable Behavior.
10. Determine what to do when another’s behavior is interfering with you meeting your needs.
11. Develop a three-part Confrontive I-Message.
12. Confront another’s unacceptable behavior with an I-Message.
13. Shift gears between I-Messages and Active Listening when appropriate.
14. Acknowledge others’ efforts with Appreciative I-Messages.
15. Prevent problems and conflicts using Preventive I-Messages.
16. Recognize conflict situations.
17. Distinguish between Conflicts-of-Needs and Values Collisions.
18. Avoid the use of Method I.
19. Avoid the use of Method II.
20. Set the stage for Method III Conflict Resolution.
21. Use Method III to resolve a conflict you have with another person.
22. Use Method III to mediate a conflict between others.
23. Handle Values Collisions.
24. Use the Principle of Participation when there’s an issue or problem involving team members.
The goal of L.E.T. is to introduce communication and conflict resolution skills will help you be more effective at your job and to develop and improve working relationships.
A Much Better Way of Dealing With Conflict
It helps resolve and prevent conflict not only with coworkers but also with clients. Often people know only 2 ways to resolve conflict.
- I put my foot down so that I can force my solution on you (I win) or
- I am going to let you do your solution (let you win).
Our model is based on mutual needs satisfaction. We focus on resolving conflict without resorting and exercising power to win or lose but instead recognizing that the needs of both parties must be met so that no one loses everyone gets their needs met everyone wins.
A Different Approach to Business Training
Most Business Training present skills that work well in the No-Problem Area. For example there are many books and training about “How to ask questions.” How to ask questions to find out what your client wants. But the idea of L.E.T. is how do you deal with others having a problem. Turns out that questions are ineffective roadblocks when someone is having a problem.
For examples, when the client is resistant to your feedback, that is not the right time to ask questions.
LET focusses on what skills to use to get back into the “No Problem Area” so that you can go back to the normal conversations and asking questions again.
Benefits of L.E.T. for Individuals
At the end of the LET course you walk away with a different approach to interpersonal communication
These highly practical conflict resolution skills help you become assertive without being (passive) aggressive and without being a pushover.
You feel more confident because you know how to respond to people problems, resistance from clients, and how to have those difficult conversations with coworkers.
Your effective communication will help you resolve problems while maintaining solid working relationships.
Benefits of L.E.T. for Groups and Organizations
People are more engaged, are excited to come to work and work hard to make your company successful. Attrition and absenteeism go down.
Team-members are more open and trust one another more to share information about difficulties. Because managers become better at communication, team-members feel they can tell managers about a project or something that is going on with them that they normally would withhold and keep to themselves.
In LET, team-members become much better at Conflict Resolution. Every time they resolve a conflict they built interpersonal relationships. The pay off in solid working relationships is huge.
What You Learn in L.E.T.
Throughout this intensive program, you will learn how and when to use the L.E.T. skills through presentations, coaching, video demonstrations, skill practice exercises, (did we mention coaching?) workbook exercises and small group discussions and activities.
L.E.T. Core Competencies:
1. Determine who “owns the problem” in a given situation.
2. Identify the 12 Roadblocks to communication.
3. Distinguish between Roadblocks and Active Listening.
4. Avoid the Roadblocks that cause most helping attempts to fail.
5. Recognize when team members need your help as a skilled listener.
6. Use silence, acknowledgments and door-openers to help another person with a problem.
7. Active Listen to hear another’s feelings.
8. Active Listen to clarify information.
9. Distinguish between Acceptable and Unacceptable Behavior.
10. Determine what to do when another’s behavior is interfering with you meeting your needs.
11. Develop a three-part Confrontive I-Message.
12. Confront another’s unacceptable behavior with an I-Message.
13. Shift gears between I-Messages and Active Listening when appropriate.
14. Acknowledge others’ efforts with Appreciative I-Messages.
15. Prevent problems and conflicts using Preventive I-Messages.
16. Recognize conflict situations.
17. Distinguish between Conflicts-of-Needs and Values Collisions.
18. Avoid the use of Method I.
19. Avoid the use of Method II.
20. Set the stage for Method III Conflict Resolution.
21. Use Method III to resolve a conflict you have with another person.
22. Use Method III to mediate a conflict between others.
23. Handle Values Collisions.
24. Use the Principle of Participation when there’s an issue or problem involving team members.
