Vado: Bud to Boss Toolkit®

Moving into a position of authority brings new challenges and new responsibilities—some of which might be uncomfortable. And as a first-time supervisor, it's common to feel overwhelmed, anxious and stressed out about transitioning from co-worker to boss.

That's exactly why we created the Bud to Boss Toolkit. Designed specifically to address the needs of anyone who is new to supervising and managing others, Bud to Boss will provide the foundation you need to take on your new position and move forward in your career.

You'll find out how to communicate with former peers who are now your subordinates, how to give feedback, handle performance reviews, as well as conduct difficult conversations—all in a way that's comfortable, productive and successful for BOTH of you.

The sad truth is that 40% of new managers fail within the first 18 months of promoting them because they don’t get the training they need to deal with people, manage workloads, mediate conflict, juggle deadlines and much more.  That is why this online learning and performance support is more important than ever – with a huge ROI for the organization!

1. Discussing Your New Leadership Role: Plan and conduct productive conversations with those you will work with in your new role. 
2. Understand the Expectations of a New Role: Create clear expectations with your boss in your changing role
3. Creating the Mindset for Your New Role: Know what you need to do to transition your personal mindset to be effective in your new role
4. Control vs. Influence: Determine what you can control and influence to increase your personal and professional effectiveness
5. Communicating Positive Expectations: Know how to have positive expectations of others
6. Motivation for Change: Understand the factors that influence the desire and motivation to make a change
7. Accelerate the Acceptance of Organization Change: Know how to implement the right actions to accelerate the acceptance and success of any organization change
8. Diagnose Resistance to Change: Diagnose resistance to change to effectively lead and champion organization change
9. Dominant Communication Style: Know how to communicate and connect with employees who like to move fast and are task oriented
10. Inspiring Communication Style: Know how to communicate and connect with employees who are high energy and relationship oriented
11. Supportive Communication Style: Know how to communicate and connect with employees who care about others and like to evaluate before acting
12. Cautious Communication Style: Know how to communicate and connect with employees who are great with the data and like to evaluate before acting
13. Seven Components of Great Presentations: Apply the seven key components required to give a great presentation
14. Sources of Feedback: Understand where you can tap your feedback power and put it to use
15. Four Types of Feedback: Use the four types of feedback to create the right balance in your coaching
16. Six Step Coaching Model: Use the six step coaching model to lead others to higher levels of performance
17. Remove Yourself as a Source of Threat: Remove yourself as a source of threat during conflict to develop a mutual resolution plan
18. Creating a Conflict Resolution Mindset: Create a conflict resolution mindset to increase your ability to facilitate effective conflict management
19. Accelerate Goal Achievement: Articulate a compelling reason why a goal matters to accelerate progress towards achieving the goal
20. Goal Setting at Three Levels: Learn the three types of goals you can set to motivate and inspire your team to achieve higher levels of performance.

Note:

• Each course is approved for 1 hour of PMI PDU credit