Six and a Half Consulting provides leadership trainings, team development trainings, and custom culture trainings in Vancouver and the Lower Mainland. We specialize in working with medium and large businesses that want to maximize their time, teams and profits.
Below is a partial list of some of the custom trainings we offer:
For the first time in history, there are four distinct generations in the workforce – each with its own dynamics and tendencies. Leading people from all four generations will continue to be a challenge. Tools in this workshops are designed to help leaders address specific generational differences and maintain an engaged workforce.
Leading team members in different locations offers challenges over and above those of managing an on-site team. This workshop showcases the unique difficulties (and opportunities) of leading remote teams and provides tools to make them more effective.
Coaching employees to become more successful has double impact: the employee being coached grows and develops, and so does the coach. This workshop contains the tools to help anyone become an incredible coach.
Setting goals is a key component of working in an engaged culture, but it isn’t always enough. In this workshop we also have tools to help employees meet and exceed those goals employing S.M.A.R.T. methods.
A clear path that establishes the end point, success criteria, and benchmarks along the way is critical to sustaining employee engagement and a healthy business culture. This workshop enables supervisors and employees to create and follow specific expectations of behaviour and productivity.
Receiving feedback is the most effective way for employees to develop and flourish, and to sustain a thriving corporate culture. Providing that feedback in a way that inspires and motivates will accelerate an employee’s engagement in the company and the team’s journey to high performance.
Both managers and employees benefit by evaluating any performance deficits and developing a plan for improvement. This is particularly important for supervisors, as it is the first step toward disciplinary action should poor performance not improve.
Leading a diverse workforce is a much more complex issue. The compliance part is still there, but there are many more factors to consider, including education, style of upbringing, generational issues (not to be confused with age), and culture. This workshop will help you to address these issues through a variety of skills based activities.
Conflict is inevitable and natural. Indeed, it is necessary. Rather than avoiding conflict or rushing into it, it is often more effective to understand and manage conflict. This workshop offers tools for engaging in healthy conflict to create thriving, happy and engaged organizational cultures.
Delegation is a two-way street, and both parties need to be part of the process.Delegating to others is important for both employee growth and manager development. Without knowing the proper way to delegate, managers are unable to move their skills to the next level, and employees lose out on new and challenging assignments.
Once a candidate accepts the position, the real work begins: the first day and week on the job make a lasting impression. By integrating employees efficiently, this first impression is a positive one. We help create on-boarding processes that truly reflect your corporate culture.
The “Ten Steps of Engagement” workshop is the baseline exercise for business culture change. These tools and resources have been developed and practiced in a variety of successful organizations with high engagement levels.
Your Employer Value Proposition links your organization’s purpose, vision, values, and strategy so that employees feel connected to the work they do, and what will drive top candidates to your door.
It is essential that leaders have the knowledge and skills in order to manage change, and embrace it. These resources share a variety of tools that help managers address change in positive ways that support their employees through the change process.
When people lead using multiple styles, they are not only more effective but employees are more engaged. This model outlines the six leadership styles, as well as how to use each in particular situations.
Leadership teams are often so busy addressing business issues and managing the company that they don’t assess their ability to work together. When a team can step back and take a snapshot of its progress, it is able to make changes that improve the organization’s culture, ultimately leading to high performance teams.
This process provides an activity-based model for identifying, evaluating, and solving problems. The high-energy workshop imparts skills for participants to use in future problem-solving, ultimately leading to highly engaged corporate cultures.
A balanced scorecard gives all employees a clear view of how the company is doing, as well as a benchmark for teams and individual contributions.
Just as it’s important for an employee to know what career paths are available, senior managers need to know who could and should be in line to succeed them. Succession planning provides an opportunity to evaluate employees and identify where each might fit into the bigger picture. It also allows leaders to engage employees through training and development activities.
A communications protocol is the organizations commitment to employees, ensuring them that pertinent information is shared about where the business is headed and its strategic plan to get there. It also establishes the structure of how employees can expect to receive information from whom, how often, and how much.
A mentoring relationship is a partnership in which both parties (the mentoree and the mentor) gain insight and knowledge. In order to work well, a mentoring relationship must be established formally, for an agreed-upon period of time, and must be assessed for effectiveness on an ongoing basis.
When recruiting potential employees, it’s important to make clear distinctions about the behaviours and traits essential to success in a position. We help organizations hire not only for talent, but for the best organizational culture fit as well.