One student, Rachel, was able to decrease her turnover from 70% to 11% after completing the Leadership Academy. This crushes the industry standard of 42%. If you are ready to be the leader others want to follow, Leadership Academy will equip you with the skills to achieve incredible results like:
Over a 12-week timeframe, participants learn the 12 critical skills of being a great leader. By building the leadership skills of your people, you set them up for success!
Achieve 3X your current results with Leadership Academy.
The 4 Roles of a Leader and the 12 Skills in Leadership Academy are...
Check out the available courses!
Working with Jody Holland, Inc.
Jody is a must-have resource for your employee and leadership development programs. He engages and relates to people in a fun and honest way to create positive change in your organization.
AWESOME speaker and extremely motivational with a fun, humorous, interesting, insightful delivery! I enjoyed his 2 sessions taught at our Amarillo TRAPS Regional convention, Transformational Leadership and Building an Effective Team! I so wish he could help us develop our summer camp team/staff! I left feeling optimistic and armed with some good ideas on how to make changes in my own little niche, my own small community center. Highly recommended!
Jody thanks for your facilitation, insight and inspiration through the Leading Age Texas Conference! I've had the pleasure of hearing you present on multiple occasions and I always leave with something new. Thanks for sharing your passions and gifts!
A deeper dive into what is covered in Leadership Academy
The Leadership Academy Program is a 12-week program that delivers both weekly content (listed below) and an integration conversation (live). It is ideal for anyone that is being prepared for management and leadership or is already in a management/leadership role. It is not ideal for first-time supervisors. 1st-time supervisors should start with Supervisor 101. Each leader should anticipate dedicating a couple of hours of independent learning and 90 minutes of integration per week for the 12-week program. This program is $997 per person.
DESCRIPTION OF THE PROGRAMS IN THE LEADERSHIP ACADEMY.
The 4 Roles of a Leader and the 12 Skills in Leadership Academy are...
Generational differences and Values-Based Diversity
Organizations worldwide are facing the challenges of varied values within their workforce. However, few are making concentrated and long-term efforts to change how they attract, develop, manage, and retain talent. Communication, motivation, and decision making are all affected by this mix of generational and values-based differences. This program will use the backdrop of generational change to help people understand cultural and value differences from one employee to another.
Since motivation influences productivity, supervisors need to understand what motivates employees to reach peak performance. It is not an easy task to increase employee motivation because employees respond in different ways to their jobs and their organization's practices based on age and culture. Motivation is the set of processes that move a person toward a goal. Thus, motivated behaviors are voluntary choices controlled by the individual employee. The supervisor (motivator) wants to influence the factors that motivate employees to higher levels of productivity.
Effective and Authentic Communications
Communication is a challenging organizational issue regardless of size or industry type. Ineffective communication creates barriers and inhibits efficient and safe operations and can endanger self or others. As leaders of the organizations tap the thinking potential of the workforce, structured business communication becomes integral to the equation for organizational business accountability. Whether the issues are interpersonal communication techniques, consistent processes for standard meetings or a comprehensive organizational communication plan, the foundations for effective communication are repeatable information processes of timing, frequency, content, correctness, and issue/action status.
Coaching For Performance
Both supervisory coaching and mentoring are processes that enable employees to achieve their full potential. While there are differences in coaching and mentoring, they share many similarities. The mentorship or coaching relationship includes a promise of deliberate attention and guidance to the successful growth and development of the employee. The destiny of the supervisory mentor and coach is to find the right words, the right encouragement, and the right knowledge to provide clarification on the future and lifework of the employee.
Many workplace conflicts start out as small problems that simmer in two ways: (1) either, employees hesitate to raise issues because they do not want to rock the boat and/or fear retaliation, or (2) managers—hoping that the issues will resolve themselves—avoid them. Failure to address conflicts costs organizations both directly and indirectly and current conflict interventions often offer too little or come too late. Unresolved conflict in the workplace often causes the best and most talented employees to leave an organization. Because replacing a good employee can cost up to 150% of that person's salary, it behooves employers to make efforts to retain existing, trained personnel.
Corrective Counseling and Behavior Change
Supervision can be informally defined as getting work done through the efforts of others. Supervisors have the important responsibility of ensuring that work gets done while the organization’s rules, regulations, and policies are fairly and equitably applied to all employees within their work units. Supervisors are management representatives who must balance organizational needs with employee rights on a daily basis. This is an essential and often difficult role. Counseling is a process through which one person helps another by a purposeful conversation in an understanding environment. The counseling supervisor seeks to establish a helping relationship to help the employee to express his or her thoughts and feelings in such a way as to clarify his or her own situation, come to terms with some new experience, see their difficulty (problem) more objectively, and so face their problem with less anxiety and tension. Its basic purpose is to assist the individual to make their own decision from among the choices available to them. People (employees) are more likely to change their own behaviors if they think it was their idea.
Goal Setting and Tracking
The process of setting goals helps you choose where you want to go in life and in business. By knowing precisely what you want to achieve, you know where you have to concentrate your efforts. You will also quickly spot the distractions that would otherwise lure you from your course. More than this, properly-set goals can be incredibly motivating, and as you get into the habit of setting and achieving goals, you will find that your self-confidence builds fast.
Regardless of what you do for a living or where you live, most people spend many of their waking hours solving problems. Most problems we face are small, some are large and complex, but they all need to be solved in a satisfactory way. Before we look at the area of problem analysis and solution, though, let's take a few moments to think about just what we mean by a problem. Many people solve problems based on what feels right rather than what can be proven to be right. They often latch on to the most obvious explanation for a problem and hope that they’ve addressed its root cause. An effective problem-solving method is simply a step-by-step roadmap for developing solutions that achieve positive and predictive outcomes.
Group Think & Group Decision-Making
Work teams play an important role in the modern corporation and its decision-making processes. From software engineers who collaborate to write code to the boards of directors who gather to make strategic decisions, teams are increasingly being used worldwide as the foundation of work. This course explores a variety of topics surrounding teams whose members work in the decision-making process. There are challenges and opportunities when teams work to solve problems and make decisions, both for team members and for the organization.
Building High-Performance Teams
Teams can be powerful and productive when they function well. The performance and output of the team are likely to be greater than the sum of its individual members. When several people come together to work on a single initiative or project, they are not necessarily a productive team. Before a group of people can function well together, they have to pass through a series of stages. The challenge of every good leader is to help their team move through the various phases of team formation until they reach the final stage.
Ethics, Values, and Culture in the Workplace
Ethics and professionalism have always been of critical importance to many business environments. To achieve the goal of providing the highest quality service to your customers and employees, companies depend upon the actions of each individual supervisor to set the ethical tone. Employees report to supervisors who must be able to reinforce values-based behaviors in their subordinates. Each manager and supervisor has the responsibility of having high personal and professional standards. Each must live up to the highest professional standards and strive to have those who report to them live up to professional standards. Unethical or immoral people will not be changed into ethical, moral people by completing this course. It is taught as a basis of information to give each manager and supervisor an understanding of expectations and to solicit the discussion of concepts involved in the business profession through the process of making ethical choices and helping younger less experienced supervisors and managers to make the correct decisions.
Many people spend their days in a frenzy of activity but achieve very little because they are not concentrating on the right things. The 80/20 rule states that typically 80% of unfocused effort generates only 20% of results and that the remaining 80% of results are achieved with only 20% of the effort. By applying time management skills, including planning, the course materials aim to change this to ensure that you concentrate as much of your effort as possible on the high payoff tasks. This ensures that you achieve the greatest payoff possible with your investment of time.