Crestcom for Electric Companies

Leadership Development that Produces Real Results.

Crestcom International is a trusted leadership training partner for firms ranging from small and medium-sized to Fortune 500 enterprises. Their accredited and award-winning leadership development training programs deliver a proven approach to developing results-driven leadership competencies in management teams worldwide and locally in the Caribbean.

Help your teams address their most pressing challenges with Crestcom’s award-winning and accredited leadership development programs.

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Top 4 Challenges Facing Electric Companies Today and How Crestcom Can Help Solve Them:xlll

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1. Employee Engagement

• Coach and empower employees to achieve greater results
• Practice overcoming objections and align people toward a common goal

2. Retaining and Motivating Talent

• Establish a framework for recruitment and succession planning
• Mitigate bias in the hiring process

3. Strategic Thinking

• Master negotiation strategies and drive effective decision-making
• Create a culture of accountability for greater impact

4. New Technology Adoption and Innovation

• Understand the barriers to change and how to overcome them
• Use a proven framework to accelerate the way you innovate

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Monthly Modules

This Program is structured into two classes per month, each falling under different modules that include specific activities and action items. The program is designed to promote real-world application of the concepts taught, allowing participants to put their learning into practice immediately. All coursework and applied activities are reviewed by the relevant supervisors within each organization to ensure alignment with workplace goals and to support meaningful professional development.

January

• Be the Coach They Need – Coaching is a relatively new style of leadership that has increased in popularity over the last few decades. It has become an essential component of a leader’s toolkit. When done effectively it can improve employee engagement, productivity, and overall competence. In a survey by the Society of Human Resources they found that 93% of managers need training on how to coach. In Be the Coach They Need you will apply the foundational components of coaching and leave with the ability to leverage coaching in any situation. Learning Goals
  • Demonstrate a coaching mindset.
  • Prepare an individual coaching template to improve personal and team success.
  • Employ effective tools and techniques to conduct essential conversations with team members
• Deliver Results the First Time – “The most serious mistakes are not being made as a result of wrong answers,” warned the great Peter Drucker. “The truly dangerous thing is asking the wrong questions.” If Drucker is right, then these are dangerous times indeed. With so much data and uncertainty weighing on our decisions, asking the wrong questions – to arrive at the wrong destination – are mistakes we cannot afford to make. To help put us on the right course, we will hear from Andy Bounds. A communications expert, Andy Bounds has been honored as Britain’s “Sales Trainer of the Year.” His book The Jelly Effect: How to Make Your Communication Stick is a best-selling business classic. Learning Goals
  • Focus on results by asking “future-based questions.”
  • Apply a five-step technique to set proper direction.
  • Achieve better results through clear communication and delegation.

February 

• Activate the On-Ramp – According to SHRM, over 80% of employees who experience a positive culture say they are likely to recommend their workplace to others. But in organizations with an unfavorable culture, that number drops to just 4%. Are you creating an intentional culture? When you cultivate a strong, positive culture, you increase the likelihood of bringing top talent into the organization and retaining that talent for the long term. Learn four elements to proactively shape your culture — fueling purpose, connection, and performance. Whether you are a people leader, project manager, or passionate team member, everyone plays a part in shaping an organization’s culture. So, intentionally create your unique culture with every interaction — we’ll show you how. Learning Goals
  • Identify what makes your organizational culture stand out and why this attracts and retains employees.
  • Discover how to recruit, interview, and hire people who align with high- performing attitudes and behaviors.
  • List ways to incorporate culture into onboarding to improve engagement and accelerate productivity.
• Mission: Inclusion –  Leaders know the benefits of diversity. It fosters innovation, contributes to improved business outcomes, and can transform individuals and systems. However, building a diverse workforce is just the first step. Mission: Inclusion goes beyond checking off the boxes of diversity and focuses on the most overlooked part of diversity, equity, and inclusion initiatives. Taking inclusive actions to Illuminate, Investigate, and Activate as relates to Psychological Safety and Belonging can positively impact engagement, retention, and productivity. Individuals want to be seen, heard, valued, and understood so they can bring their whole self, their authentic self, to the workplace. Learn the tools to take action and make Mission: Inclusion a leadership habit. Learning Goals:
  • Define two inclusion indicators; psychological safety and belonging.
  • Assess two inclusion indicators that impact workplace culture.
  • Apply the ‘Crack the Code’ framework to create an inclusive workplace.

March 

• Mastering Negotiation – Is negotiation a process that you welcome as a productive challenge, or do you avoid it whenever possible? Wherever you are with your negotiation skills, Mastering Negotiation will provide opportunities to learn new negotiation tips and tactics and practice to strengthen this competency. This unique two hour session presents the Five Disciplines of the Crestcom Negotiation Model, and provides the opportunity to practice using a role play simulation. Learning Goals:
  • Define negotiation and know when you are in a negotiation situation.
  • Practice using the Five Disciplines of the Crestcom Negotiation Model.
  • Select tips and tactics from the Penta Negotiator Tool Kit.
  • Refine skills through role play simulation.
• Change How You Manage Change – Organizations, like life, are dynamic and always evolving. Change is happening at a faster pace than ever, driven by new generations joining the workforce, technology, globalization, shifting market dynamics, and new customer expectations. Change will occur whether or not we want it or are ready for it. Good leaders recognize that how they manage change – by preparing and supporting individuals to adopt the change – is the difference between success or another failed attempt. Remember, it is PEOPLE, that make change happen, or not. Learning Goals:
  • Explain how intrinsic motivators inspire buy-in and the benefits of adopting a change mindset.
  • List six types of organizational change and apply a practical framework that transitions everyone to the desired future state.
  • Recognize four common types of resistance to change and leverage best practices to improve outcomes.

April 

• The DNA of Ethical Decision-Making – One McKinsey survey found that 72% of senior executives thought bad strategic decisions were either as frequent as good ones—or worse, bad decisions were the prevailing norm in their organization! Another study found that, on average, leaders spend 37% of their time making decisions, and more than half of that time is spent ineffectively. As leaders we need to improve our ability to make effective decisions or risk potential negative effects to all aspects of our responsibilities and results. Plus, who can spend over one-third of their day being ineffective (based on the statistic above)? The DNA of Ethical Decision-Making provides a blueprint to build confidence in our choices and reduce negative outcomes. This blueprint can be applied to any decision, anywhere; making a decision about hiring, how to resolve a conflict, or creating a strategy. But for those decision that need to be made fast, elements of the blueprint can be applied to become more effective including; the three Elements of Wisdom, the Impact Ladder, and the 5 – 5 – 5 Method. The tools provided in this course provide best practices to make effective and ethical decisions. By making better decisions we build trust, positively impact the business, and deliver results. Learning Goals:
  • Name the three levels of the Decision-Making Blueprint.
  • Assess a decision using the Three Elements of Wisdom.
  • What is your process to make an informed decision?
  • What is the next decision you need to make?
• Building Multigenerational Connections – There are four different generations in today’s workforce, with a fifth approaching quickly. The ‘one size fits all’ leadership strategy is no longer viable for leading a team. While we often have similar objectives across generations, our mindsets, values, and performance drivers require varied leadership approaches. Research shows that predictive indicators can help us understand the differences that influence behavior and actions in the workplace. Gain a deeper perspective and an effective tool to lead and inspire a multigenerational team that is engaged, connected, and committed to perform to their highest capability. Learning Goals:
  • Explain the impact of generational mindsets, values, and performance drivers.
  • Identify business outcomes that are impacted by performance drivers.
  • Create a strategy to address disruptions within multigenerational teams.

May 

• Leadership Presence – It is more challenging than ever to make a memorable impression that is consistent across all mediums and meets the needs of all stages of relationships. Consider this; Senior leaders think leadership presence accounts for 26% of whether someone is promotable. Is your presence working for you or against you? 77% of hiring managers research applicants online. Do you think they always like what they find? The majority of your customers do not trust advertisements (69%) or press releases (65%) to guide purchase decisions. So, what do they trust? The perception others have of you – your Leadership Presence – is created by what you do or do not do as relates to your Personal Imprint and Digital Footprint. Your Personal Imprint includes three areas of focus; (1) the first impression you make on others, (2) your industry, role, and technical competence, (3) and your ability to demonstrate emotional intelligence. The fourth key area of focus is (4) your Digital Footprint or the impression you make online. When all four key areas work together you get results faster, collaborate better, attract customers and employees, get considered for additional responsibilities, and so much more. Set yourself apart from the crowd – authentically and meaningfully – by controlling the inputs of your reputational portfolio to build a personal brand that defines who you are and who you want to become.
  • Align four key areas of your Leadership Presence to one word.
  • Identify ways to enhance your Personal Imprint including; first impression, competence, and emotional intelligence.
  • Identify ways to enhance your Digital Footprint.
• Influence With Intention – Do you consider yourself a reactive or proactive communicator?  Are you able to get people to listen and take action? Overcome resistance to change and new ideas? Align people toward a common goal? The answer to these questions depends on the intention of your communication. Too often, people send emails that end up being more of a distraction than actually driving someone towards a result. People present in meetings without telling their audience what they want them to do after it. Why does this happen? Because people are not intentional in their communication. More and more people are focused on the perceived urgency and getting the communication checked off a to-do list instead of being intentional about the outcome they want to achieve. Why should you care? It is getting more challenging to influence in today’s modern world. Distractions are plentiful, and it can be difficult to make your message stand out from the noise. Did you know that only 38% of the average email inbox contains relevant and important emails? How would you rank the emails that you send? Are they adding to the noise? Chances are you may be considered just noise if you are not intentional. In Influence With Intention, learn the best techniques to craft your communication in any medium and how to overcome resistance. Ensure your communications reach optimal influence, with clear intentions that inspire action and result in successful outcomes. Learning Goals:
  • Apply the Golden Rule of Influencing.
  • Demonstrate techniques to influence ideal behaviors and outcomes.
  • Practice overcoming objections.

June 

• Trust – The Leadership Differentiator – How often do you consider where trust is missing and the consequences? Trust is the foundation of nearly everything in life. An organizational culture of trust is the difference between success and an inevitable demise. The stakes are high and the degree of trust in the workplace directly correlates to business results. According to HBR, employees in high-trust organizations reported experiencing 74% less stress at work, 50% higher productivity, and 76% more engagement.  As leaders, how can we ensure others trust us and that we inspire others to be trustworthy? Discover what really matters for leading high- trust, high-functioning teams, and how to realize a more engaged workforce. Learning Goals:
  • Explain the benefits of high-trust organizations and three ways to build trust.
  • Name the Five Trust Traits that build leadership credibility.
  • Apply a 3-step framework to rebuild trust.
• Power Up Your Customer Experience (CX) – Does your service approach align with customer needs – today? This is about more than just front line customer interactions. Companies that succeed in the long term, prioritize employees’ internal customer experience just as much as their most valuable external customers’ experience. Identifying critical service touch points reveal customers’ Moments of Truth – either Misery or Magic. Even the smallest details significantly impact perceptions – either positive or negative, but rarely neutral. These valuable insights can power up today’s plan for low cost, high value approaches that positively influence behavior both in and outside of the organization. Learning Goals:
  • Explain the importance of Moments of Truth and ways to adopt a service mindset.
  • Identify service highs and lows across a customer journey and ways to evolve your customer experience.
  • Demonstrate ways the Recovery Roadmap can improve customer relationships.

July

• Strategic Foundations: 5 Steps to Success – Could your future success be in jeopardy because strategic thinking does not fit into your daily activities? Or do you think that strategic thinking does not apply to you or your role in an organization? The truth is that strategic thinking applies to all leaders in every organization. No matter the title or responsibilities— this skill applies to everything from micro-strategies or shorter-term initiatives, perhaps over 30 to 90 days, to long-term organizational plans that extend over 3-5 years. Do not get stuck operating “the way we have always done it”. Even when this works for a while, our ever-changing world guarantees that disruption will change how things worked in the past. Instead, proactively bring clarity, agility, and effectiveness to your role. Improve your ability to make strategic decisions that drive business results. Choose to look at your opportunities and challenges strategically and you will be poised to navigate yourself and others to new levels of success. Learning Goals
  • Describe the five steps of strategic thinking.
  • Develop metrics that matter for a goal using strategic analysis.
  • Identify micro-strategies to deploy resources using systemic thinking.
  • Session Primer: Before this session, consider the following:
  • What challenges or opportunities would benefit from deeper analysis and strategic thinking?
  • What competitive edge do you seek in today’s rapidly changing workplace?
  • What disruption might your organization face in the future, good or bad?
• Dialing Into Emotional Intelligence – “Recent research shows Emotional Intelligence (EI) – as a leadership habit – is a more effective indicator than IQ when determining business success. A study by TalentSmart found that EI has the largest impact on performance compared to a list of 33 other skills, and it influences 58% of success across every type of job. Though mounting evidence speaks to the importance of EI, many leaders do not understand how to identify elements of EI within themselves or coach others towards an increased understanding of EI. Bypass complex models to focus on the four elements of EI that most closely correlate with business success. This modern approach to EI reveals that mastering an element does not mean displaying more of it. Instead, each element requires strategies to quickly adjust the dial for any situation. Dialing into EI builds meaningful connections between employees and the organization, which directly impacts employee engagement – a key imperative in today’s reality of record turnover.  Learning Goals:
  • Define Emotional Intelligence and the four key elements.
  • Identify the two elements most strongly correlated with leadership success.
  • Analyze how EI is displayed by yourself and your team members.
  • Session Primer: Before this session, consider the following:
  • When was the last time you wished for a “do-over” in the workplace?
  • Do you invest time to see beyond the visible barriers to performance?
  • Do you have strategies to coach others in developing emotional intelligence to create a more inclusive workplace?

August

• Ignite a Culture of Accountability – A Harvard Business Review survey shows nearly 50% of managers are poor at managing accountability. The survey also found that this problem is experienced in all levels of leaders, from managers to C-suite. That is a shocking statistic considering how much accountability relates to the bottom-line. This course empowers big picture thinking and provides best-practice techniques and tools that can be leveraged by all levels of leaders. Accountability is one of the most important competencies to achieve organizational success. Organizations that embody an accountability mindset and culture are more productive, experience less turnover, and earn higher profits. It is easy to create a business case around the importance of accountability but it can be challenging to build and maintain a culture of accountability. Learning Goals
  • Identify how accountability contributes to organizational success.
  • Recognize the key elements required to create a culture of accountability.
  • Explain the best ways to increase accountability in the workplace.
• Break Away From Bias – Unconscious biases are shortcuts the brain takes to preserve energy and make decisions quickly. While there are many unconscious biases continuously influencing our thinking processes, in this session, we will focus on three that are especially relevant in business contexts: affinity bias, conformity bias, and halo/horns effect. Leaders who overcome the many pitfalls of unconscious biases have higher performing teams, stronger innovation, lower turnover, and an inclusive culture. Research shows that market-leading companies are significantly more adept than market laggards at the first step in mitigating unconscious bias, which is simply having awareness of the existence of biased actions. Research also shows that diverse teams are able to solve problems that teams lacking diversity cannot solve. In this session, experience the effects of unconscious bias your own subconscious thinking and discover how certain biases affect your team members and business decisions. Leave empowered to mitigate the effects of all types of unconscious bias, resulting in a competitive edge and improved bottom line. Learning Goals
  • Describe three unconscious biases and how they affect your team.
  • Identify appropriate solutions for mitigating three unconscious biases.
  • Explain the model for identifying and mitigating any unconscious bias.

September 

• Managing Personality Styles With Adaptive Leadership – Adaptive Leadership requires self-reflection, self-correction, and being inclusive of those that challenge you. Four personality styles provide a framework to better understand how people work, contribute to results, and amplify team performance. Gain the ability to quickly assess how to get the best out of others, shift your perspective with personality styles that challenge you, and create a strength-based team. Learn how to lead different personality styles to “suit” the team by shifting your perspective and creating an inclusive culture that contributes to improved employee retention, better recruitment, increased productivity, and employee satisfaction. Learning Goals:
  • Identify your personality style and challenges.
  • Recognize four personality styles and two thinking styles in others.
  • Apply personality styles to create inclusivity from diverging points of view.
• Stimulate Creative Perspectives – No one likes to have problems at work; budgets, people, processes, etc. Yet we encounter daily problems in our work environments. What is causing your biggest headache? Even when a problem is reframed as an “opportunity” or “challenge”, it still requires a certain set of skills to chart the course to success. How often do you encounter these problem-solving pitfalls?  Being stuck in a rut; facing the same mediocre solutions. Dealing with an ill-defined problem or new opportunity, where the next step is unclear. Solving the surface of the problem, but not the root cause. Research shows that 96% of our thoughts are the same as they were yesterday. Yet it is estimated we make 35,000 decisions each day. Most of these decisions are made quickly and subconsciously based on our personal frame of reference. Today’s rapidly changing business world demands innovation – not predictability and repetition. Do not get bogged down in the undesirable symptoms of the status quo. Instead, develop the mindset and ability to become more curious and stimulate better solutions. Learning Goals:
  • Provide examples of how to shift your mindset to overcome barriers to problem-solving.
  • Select from three strategies to overcome barriers and creatively solve problems.
  • Session Primer: Before this session, consider the following:
  • What barriers do you face when problem-solving?
  • How do you coach others through difficult problems?
  • What big problem or opportunity are you facing right now? What are the risks faced by your business if you fail to find a good solution

October

• It Is Your Business Too – CEOs value employees who demonstrate business acumen because it helps drive success. To establish credibility in any profit or non-profit organization, anywhere in the world, one must understand how a company truly works. Gain insight into key financial indicators and the seven business drivers that impact business results. Use this framework to ensure every employee understands why their role is important and ways to demonstrate a sense of ownership and responsibility. Learning Goals
  • Define key financial indicators and ways to contribute to profitability.
  • Identify seven business drivers and actions that positively impact performance.
  • Demonstrate business acumen concepts that enhance leadership credibility.
• Shift: Into Mental Agility and Resilience –  Think of all the disruption we have experienced over the last few years: a pandemic, labor shortages, political unrest, supply chain strain, inflation, remote work environments, and war. When facing change and instability, are you as mentally agile or resilient as you could be? How comfortable are you in the discomfort of these realities? Research shows that resilient leaders are better able to champion change, optimize productivity, and energize ourselves and those around us. Resilience increases confidence in the face of uncertainty, leads to better decisions, and provides the power needed to persevere. Plus, resilience is often contagious on a team. Becoming a resilient leader does not happen overnight; it is a lifelong task that begins with understanding how to be mentally agile and practicing resilience. The mental agility framework and resilience tools learned during this session will develop, refresh, and recharge your leadership habits — and show you how to cultivate these skills with others. Once leaders understand how to build agility and resilience for themselves and their team, organizations will be better prepared to address any challenges that come their way. Learning Goals:
  • Convert from a fixed mindset to a growth mindset.
  • Practice mental agility to transform failure into success.
  • Demonstrate resilience tactics to navigate any challenge or obstacle.
  • Session Primer: Before this session, consider the following:
  • Do past failures hold you back from taking on new challenges and achieving your highest potential?
  • How do you keep your energy at optimal levels?
  • Do you have the tools to coach others to be more mentally agile and resilient?

November 

• The Focus Zone – Single-tasking is the new multi-tasking. Neuroscience research provides evidence that the brain cannot actually do several tasks simultaneously. There is a start-stop-restart process that is happening in our brains and taxing our mental and physical energy. This process causes us to be less efficient and less productive. Old paradigms of time management need to shift. We must consider increased technology and streamline communication platforms so they are tools, not distractions. Let us take a new approach to time management with The Focus Zone. Learning Goals;
  • Recognize the cost of distractions in the workplace.
  • Apply the 8 principles of The Focus Zone to improve productivity.
  • Create a Focus Plan to improve workplace culture distractions.
• The Delegation Advantage: Multiply Your Impact – Effective delegation through relationship building and attention to detail is powerful. It can maximize the impact of your leadership role and the results you are responsible for. The best leaders accomplish great things by working through others. Imagine you began successfully delegating 30% more of your workload. Where else can you add value to your organization? You could contribute more strategic insight, or spark more change. Perhaps you could strengthen cross-functional relationships, boosting organizational agility and speed. Upgrade your delegation skills to see incredible growth in your career, your staff, and your contribution to your organization’s success. Learning Goals;
  • Describe how delegation: Adds value to you and your organization, motivates and empowers your team
  • Overcome 12 barriers of effective delegation
  • Apply a 5-step delegation process model

December 

• SYNC UP: The Conflict Mindset – When conflict arises in the workplace, are you depleted by the negative interaction or energized by the collaborative outcome? According to Essentials of Organizational Behavior, 85% of employees admitted having to deal with conflict on the job. Another study found that 64% of leaders would rather avoid conflict than addressing it, fearing hurt feelings, making the problem worse, or dealing with the stress that comes with it (according to The Oxford Handbook of Conflict Management in Organizations). The CCP Human Capital report stated that in the US alone, workplace conflict accounts for a staggering $359 billion loss in productivity every year, which equates to 2.1 hours of lost productivity for every worker every week. While tension and conflict are certainly distracting and potentially damaging, they can be powerful motivators. Managed successfully, they increase employee engagement and productivity, and even break down organizational silos. Effective leaders hold themselves accountable for managing conflict and do so in a way that leaves everyone feeling heard, honored, valued, and encouraged to contribute. Will you be among the 64% of leaders who avoid conflict altogether or one who moves their team confidently into the future? Join us for an interactive session to discover 21st-century solutions for an age-old problem. Learning Goals;
  • Describe healthy and unhealthy conflict in the workplace.
  • Recognize The Conflict Quadrant’s four conflict styles and apply a diffuser tactic to each style.
  • Plan and practice the SYNC UP model to manage conflict situations with confidence.
• Team Fusion – Have you experienced a team that was pure “magic”? Where everything worked seamlessly and produced pure brilliance? Do you have that “magic” now? How do you replicate that? The answer is achieving Team Fusion! Aligning Team Synergy + 9 Facets (Individual Strengths) + 5 Carats (Key Behaviors) transforms how you build, motivate, and lead a successful team. Think of a diamond. Diamonds start as raw materials that are transformed when the right elements and environmental factors are present; high temperatures and the right amount of pressure cause carbon atoms to bond together. Teams are also a collective group of elements with diverse backgrounds, experiences, personalities, strengths, communication preferences, motivators, and more. With the right environmental factors, tools, and a skilled craftsman – or leader – these elements can transform into something of high value and maximum brilliance. Whether you are an individual contributor or manage direct reports, there is a strategic approach to create Team Fusion! Session Primer: Before this session, consider the following: Does your team put the team ahead of the individual and look for ways to support and elevate each other? Does your team recognize the strengths of others and pro-actively seek out ways to collaborate and move the work forward?Does your team take ownership of their wins AND failures? Where is your team falling short on performance? Can they use a motivational boost to exceed current performance? Join us to learn how to bring the elements of Team Fusion together on your team to achieve maximum brilliance. Learning Goals;
  • Synthesize team goals, norms, and onboarding to promote engagement.
  • Assess 9 Facets of individual strengths to maximize performance.
  • Create a motivation plan to drive 5 Carats of a high-performing team.