Workshops and Programs

WORKSHOPS

Leadership & Self-Awareness:

Leadership strengths can easily become liabilities without self-awareness. One of the most important aspects of leadership is having a clear view of how you see yourself and how others see you. At High Ridge Leadership we will help you to gain self-awareness and awareness about your team members. This workshop and our development tools will provide you and your team with the guidance you need to leverage your awareness for more effective leadership.

Team Effectiveness:

According to Patrick Lencioni, highly effective teams focus on five key elements: trust, productive conflict, commitment, accountability, and results. At High Ridge Leadership we work with our clients to identify areas in which their team can improve and design workshops to increase the team’s skills in those areas. We create environments to establish trust so that teams can engage in productive conflict that empowers them to develop creative and sustainable solutions. Through their solutions, team members develop commitments to one another and hold each other accountable to deliver results.

Leadership Transition:

Transition workshops significantly reduce the start-up time for a new leader and they establish a solid foundation for effective teamwork. Transition workshops are effective in the following four scenarios:

  • A new leader is arriving to work with a leadership team that has existed for some time;
  • A leader has been in place for some time and several new team members are joining;
  • A leader and most members of the leadership team are a new, but the unit and purpose they are going to lead has been in place for
    some time;
  • A new team of people who have not worked together is assembled to lead a new unit with a new purpose.

Transition workshops are generally one to two days and are best done within three weeks of the new leader/team members’ arrival.Custom Meeting Design and Facilitation:

As professional facilitators, we work with our clients to identify their meeting objectives and goals. Using the “interactive method” we create meeting environments for open dialogue to generate innovative ideas and collaborative decision-making to achieve desired results. Development Tools

Our workshops can easily be designed to integrate one or more tools that help develop your self-awareness and provide coaching for maximizing your leadership style. These tools include the Myers-Briggs Type Indicator, the Emotional Quotient Inventory, 360 Degree Assessments, and professional coaching/mentoring.

Improving Change Effectiveness:

Change can create crisis, and change may be the solution to crisis. Just as the nature of change is varied, so are human responses. Some people are frustrated and disoriented by changes that confront them. Others find the prospect of uncertainty invigorating. One thing is for certain, everyone thinks their response is justified.

Utilizing the Change Style Indicator, participants in this 1/2 to full-day workshop will learn their own change preferences and the value of other preferences when navigating change. They will also learn how best to lead and communicate with others through change processes.

Myers-Briggs Type Indicator (MBTI):

This highly reliable assessment has helped millions of people throughout the world learn about themselves and how they engage with others. This awareness improves how they communicate, learn, and work. Understanding MBTI preferences creates a framework for building better relationships, leading positive change, inspiring innovation, and attaining excellence. Based on Carl Jung’s theory of psychological type, MBTI helps individuals identify their preferences in four areas: where they focus their attention, how they take in information, the way they make decisions based on that information, and how they deal with the world.

Emotional Quotient Inventory (EQ-i):

Emotional intelligence is defined as “a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.”

One’s emotional intelligence can change over time and can be developed in targeted areas.

The EQ-i 2.0 measures the interaction between a person and the environment in which he/she operates. Assessing and evaluating an individual’s emotional intelligence can help establish the need for specific development programs and measures. This, in turn, can lead to dramatic increases in the person’s performance, interaction with others, and leadership potential.

EQ-i 360 Degree Assessment:

EQ-i 360 Degree Assess­ment provides a more in-depth analysis than the EQ-i 2.0 self-assessment. The 360 Degree Assessment engages those who work with the individual to pro­vide information as well. It identifies key leadership strengths that can be leveraged as well as areas that could be improved. Paired with professional coaching, the EQ-i 360 optimizes the leadership development experience. Professional Coaching

Harvard educationalist and tennis expert Timothy Gallwey put it this way, “Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them.” Leaders often find they can confide in few people about their own leadership liabilities and other concerns. As coaches we provide a supportive, confidential relationship to help our clients uncover solutions to their leadership dilemmas. We invite you to initiate a coaching conversation with us. Recommended Readings We have created this comprehensive recommended reading list from books we’ve read and from an assortment of lists on academic websites. There are hundreds of books on this list! We’ve made it easier for you to sort through by creating tabs with individual categories. Click the link below and enjoy!
Recommended Leadership Books

PROGRAMS

Being a Leader

This eight-day program is for employees at any level in an organization. It takes place over the course of two weeks spaced approximately two months apart so that participants have an opportunity to practice new skills between weeks one and two. Participants explore various leadership topics and models and receive a variety of assessments in order to gain self-awareness and tools for influencing and leading others.

Week 1

Program Orientation: Participants will become familiar with how each session will be facilitated, gain an expectation of outcomes and what expectations sponsors of the program have of them throughout their participation.

What is Leadership?: Participants will gain an understanding of the difference between leadership and management and gain an awareness of leadership core competencies.

Gaining Personal Awareness: Participants will get to know each other, learn more about themselves and their personality preferences through interactive activities during a session utilizing the DiSC “The Work of Leaders” profile.

Making Good Decisions: Using various leadership scenarios, participants will work in teams to solve problems, and analyze the pros and cons of each decision they make throughout.  They will learn the complexities of decision-making and how to influence others in an organization once a decision is made.

Building Trust for Team Effectiveness: According to acclaimed author Patrick Lencioni, trust is the foundation for overall team effectiveness.  In this engaging workshop, participants will learn all of the elements for effective teamwork and, most importantly, skills for building trust.  They will learn that personal accountability is paramount for trust among team members and techniques for holding others accountable as well as themselves.

Conflict Management & Collaboration: Participants in this session will learn about the types of conflict and that everyone has a preferred style for dealing with conflict.  They will each complete a DiSC Productive Conflict assessment to determine their individual preferences for managing conflict.  Each preference is appropriate for different circumstances and participants will learn when it is most effective to use each style.  This is an interactive workshop and participants will leave with practical skills they can use immediately to improve collaboration and manage conflict.

Week 2

Leading Change: Using the Change Style Indicator, participants will receive an assessment of their preferred style in approaching and addressing change.  It provides leaders at all levels with insights on personal preferences for managing through change and provides context for how those around them might perceive and respond to their preferred style.  They will also learn methods for helping themselves and others navigate through change.

Emotional Intelligence: According to acclaimed author Daniel Goleman, emotional intelligence (EI) is the factor most critical to leadership success. Participants will learn the 15 skills associated with EI and how to use EI to become an effective leader.  Each participant will receive an individualized report (EQ-i 2.0).  The report will help participants identify techniques to improve their performance, interactions with others, and leadership potential.

Leadership & Resilience: Participants will learn the importance of taking care of themselves when in leadership roles while helping to lead others through challenging circumstances.  They will gain an understanding of their current level of resilience and receive tools for building their resiliency.

Program Graduation: Participants share program outcomes and leadership lessons from the class.

Middle Leader Program (MLP) – Program Information

“I’ve learned that the only way to be at peace and find satisfaction in life is to bust through one’s fears…It is the difference between ’30 years of experience’ and ‘one year of experience repeated 30 times’”. – Program Graduate

The Middle Leader Program (MLP) is currently being offered to five cohort classes each year. Cohort sizes range from 32-36 people. These offerings include the “Northern cohort”, based in the northern Rockies of the US, the “Southwestern cohort” based in southern Rockies of the US, the “Pacific Southwest cohort” based in California, and the “Intermountain Cohort”, located in the Great Basin area of the Western US (offered twice per Fiscal Year). All five cohorts feature have very similar curricula and presenters, while also reflecting regional differences within each geographic area.

Tuition – $5,500; Covers all program costs (excluding participant travel), including three one-week classroom sessions, three developmental assessments, personalized coaching, and a two and a half day Graduate Seminar offered within one year of graduating from MLP.

Target Audience & Pre-Requisites:
Instruction is targeted towards eligible US Forest Service employees and any others interested in moving into leadership positions within their organization and/or simply becoming a better leader in their current position. The only pre-requisites are an open mind, a sincere desire for professional (and personal) growth, and the willingness to move beyond one’s “comfort zone”.

TOPICS COVERED INCLUDE):

  • Personal Accountability,
  • Leading Change,
  • Developing Emotional Maturity in Leadership,
  • Critical Decision-Making,
  • Leading Teams,
  • Working in Collaborative Settings, and
  • Understanding the Difference between “Managing” and “Leading”

Developmental Assessment:

  • Myers-Briggs Type Indicator
  • Emotional Intelligence (EQ), and
  • 360 degree assessment

We have designed a curriculum that allows for extensive integration of the learning from each of these assessments within the classroom context.

Coaching – Each participant is additionally assigned a learning coach with whom they are can process their classroom learning, and further integrate the information and learning from the assessments noted above. ION the USFS tradition of “leaders growing leaders”, all coaches are senior-level USFS employees who have volunteered to attend one or more coach training programs offered by the agency, and to offer coaching services for MLP participants.

Program Presenters/ Facilitators – Our facilitators and presenters include a diverse group of leadership specialists from universities, the US Forest Service, private sector consultants and NGOs. Presenters will provide a theoretical and practical framework from which to practice leadership in every-day life and work.

Schedule and Logistics –The core of the MLP is comprised of three one-week classroom sessions, plus a one-week graduate seminar within one year of graduation from the MLP. Please see tabs below for specific Cohort Information. MLP-FY2019

Northern Cohort Information

Northern Cohort Schedule

  • Week 1 – Double Tree Edgewater Hotel, Missoula, MT (February 10-14, 2020)
  • Week 2 – Double Tree Edgewater Hotel Missoula, MT (March 23-27, 2020)
  • Week 3 – Double Tree Edgewater Hotel, Missoula, MT (May 4-8, 2020)

Northern Cohort Logistics

FY2019 Northern Cohort Welcome Letter MLP-FY2019 Northern Cohort Information for USFS employees attending

Southwestern Cohort Information

Southwestern Schedule
  • Week 1 – Sheraton Uptown Hotel, Albuquerque, NM (September 17 -21, 2018)
  • Week 2 – Sheraton Uptown Hotel, Albuquerque, NM (October 22 – 26, 2018)
  • Week 3 – Sheraton Uptown Hotel, Albuquerque, NM (December 3 – 7, 2018)

Southwestern Logistics

Welcome Letter – MLP Fall 2018  MLP-FY2019 Southwest Cohort Information
for USFS employees attending

Pacific Southwest Cohort Information

Pacific Southwest Schedule
  • Week 1 – UC Davis Hyatt Place Hotel, Davis, CA (January 28 – February 1, 2019)
  • Week 2 – UC Davis Hyatt Place Hotel, Davis, CA (March 4 – 8, 2019)
  • Week 3 – UC Davis Hyatt Place Hotel, Davis, CA (April 15 – 19, 2019)
Pacific Southwest Logistics

FY19 Pacific Southwest Cohort Welcome LetterMLP-FY2019 Pacific Southwest Cohort Information for USFS employees attending

Intermountain Fall Cohort Information

Intermountain Fall Schedule

  • Week 1 – Ogden Eccles Conference Center, Ogden, UT (August 27 – 31, 2018)
  • Week 2 – Ogden Eccles Conference Center, Ogden, UT (October 1 – 5, 2018)
  • Week 3 – Ogden Eccles Conference Center, Ogden, UT (November 5 – 9, 2018)
Intermountain Fall Logistics

FY19 Intermountain Fall Cohort Welcome Letter – MLP- Fall Intermountain Cohort Information for USFS employees attending

Intermountain Spring Cohort Information

Intermountain Spring Schedule

  • Week 1 – Ogden Eccles Conference Center, Ogden, UT (January 7 – 11, 2019)
  • Week 2 – Ogden Eccles Conference Center, Ogden, UT (February 11 – 15, 2019)
  • Week 3 – Ogden Eccles Conference Center, Ogden, UT (March 25 – 29, 2019)
Intermountain Spring Logistics

FY19 Spring Intermountain Cohort Welcome LetterMLP-Spring Intermountain Cohort Information for USFS employees attending

MLP Graduate Seminar Program Information

As noted above, all MLP participants have the opportunity to attend a graduate seminar within one year after graduating from the MLP. The MLP tuition includes the graduate seminar (except participant travel costs), so all are encouraged to take advantage of this opportunity.

Curriculum:

This Graduate Seminar is a one-week course (Monday-Friday), and includes an opportunity for re-connection with fellow MLP grads, two days of “train the trainer” instruciotn highlighting key elements of the MLP, and two days of a “Leaders as Conveners” workshop.