Learners participating in this course will be awarded 16 personal development hours.

Course Description: This course develops critical thinking, collaboration, and coaching capabilities that enable participants to solve complex problems, lead high-performing teams, optimize productivity, and develop others. Participants will master structured problem-solving methodologies, build collaborative team cultures, implement efficient time and meeting management practices, and develop coaching skills to unlock potential in others. Participants will build the strategic and interpersonal competencies needed for sustained leadership excellence.

Problem Solving & Decision Making Skills

Overview: Develop systematic approaches to analyze complex situations, generate creative solutions, make sound decisions under uncertainty, and implement effective action plans that drive organizational results.

Defining & Analyzing Problems

• Distinguishing between symptoms and root causes to address underlying issues rather than surface problems
• Using problem definition frameworks to clarify scope, impact, stakeholders, and desired outcomes
• Applying root cause analysis techniques including 5 Whys, fishbone diagrams, and process mapping
• Gathering relevant data and diverse perspectives to ensure comprehensive problem understanding
• Identifying constraints, resources, and parameters that influence solution options

Generating & Evaluating Solutions

• Using divergent thinking techniques to generate multiple creative solution options
• Facilitating brainstorming sessions that encourage innovation while suspending judgment
• Applying convergent thinking to evaluate and prioritize solutions based on defined criteria
• Conducting risk assessment and feasibility analysis for potential solutions
• Considering short-term and long-term impacts, trade-offs, and unintended consequences

Making Effective Decisions

• Selecting appropriate decision-making approaches: autocratic, consultative, consensus, or delegated
• Balancing speed with thoroughness based on decision urgency and importance
• Recognizing and mitigating cognitive biases that can impair judgment (anchoring, confirmation bias, groupthink)
• Using decision matrices and other tools to objectively compare alternatives
• Making decisions with incomplete information while managing risk appropriately

Implementing Solutions & Action Planning

• Developing comprehensive action plans with clear ownership, timelines, and success metrics
• Identifying resources, support, and approvals needed for successful implementation
• Communicating decisions effectively to gain buy-in and address stakeholder concerns
• Monitoring implementation progress and adjusting plans based on emerging information
• Conducting after-action reviews to capture lessons learned and improve future problem-solving

Critical Thinking & Analysis

• Questioning assumptions and challenging conventional thinking to uncover better solutions
• Evaluating information sources for credibility, relevance, and bias
• Distinguishing between correlation and causation in data analysis
• Identifying logical fallacies and weak arguments in proposals and recommendations
• Using systems thinking to understand interconnections and anticipate ripple effects

Continuous Improvement Mindset

• Fostering a culture where problems are viewed as opportunities for improvement
• Encouraging experimentation and learning from both successes and failures
• Implementing feedback loops to continuously refine solutions and processes
• Celebrating innovative thinking and recognizing team members who contribute to problem-solving

Collaboration Skills & Teamwork

Overview: Build high-performing teams by establishing clear roles and norms, fostering psychological safety, facilitating effective collaboration, managing conflict constructively, and leveraging diversity to achieve exceptional collective results.

Building High-Performing Teams

• Understanding stages of team development (forming, storming, norming, performing) and appropriate leadership responses
• Establishing clear team purpose, goals, and success metrics that align with organizational objectives
• Defining roles, responsibilities, and decision-making authorities to reduce ambiguity and overlap
• Creating team charters and working agreements that establish behavioral norms and expectations
• Balancing individual accountability with collective responsibility for team outcomes

Fostering Psychological Safety & Trust

• Creating an environment where team members feel safe to speak up, take risks, and admit mistakes
• Modeling vulnerability by acknowledging your own limitations and asking for help
• Responding to failures and setbacks as learning opportunities rather than occasions for blame
• Encouraging diverse perspectives and dissenting opinions to improve decision quality
• Building trust through consistency, follow-through, and transparent communication

Facilitating Effective Collaboration

• Using collaboration tools and platforms to enable seamless information sharing and coordination
• Structuring work to optimize for both individual focus time and collaborative team activities
• Facilitating productive team discussions that balance participation and keep conversations on track
• Managing group dynamics to ensure all voices are heard and no one dominates
• Leveraging each team member's unique strengths and expertise in collaborative work

Managing Conflict Constructively

• Recognizing healthy task conflict (disagreements about ideas) vs. unhealthy relationship conflict (personal tensions)
• Addressing conflict early before it escalates and damages relationships or productivity
• Using mediation and facilitation techniques to help parties find common ground
• Focusing on interests and desired outcomes rather than positions or blame
• Establishing conflict resolution processes that team members can use independently

Leveraging Diversity & Inclusion

• Recognizing how diverse perspectives, backgrounds, and experiences strengthen team performance
• Creating inclusive practices that ensure all team members can contribute fully
• Addressing unconscious bias and microaggressions that can undermine team cohesion
• Adapting leadership approach to accommodate different working styles and communication preferences
• Celebrating differences and building cultural competence within the team

Cross-Functional Collaboration

• Building relationships with peers and stakeholders across different departments and functions
• Understanding the priorities, constraints, and success metrics of other teams
• Navigating conflicting priorities and competing demands through negotiation and compromise
• Creating alignment across teams on shared objectives and interdependencies
• Managing handoffs and transitions smoothly to ensure seamless end-to-end processes

Time & Meeting Management

Overview: Optimize personal and team productivity by mastering prioritization, implementing effective planning systems, running efficient meetings, and creating sustainable work practices that maximize impact while preventing burnout.

Prioritization & Planning

• Distinguishing between urgent and important tasks using priority matrices and decision frameworks
• Aligning daily activities with strategic priorities and long-term goals
• Using time-blocking techniques to protect focus time for high-priority work
• Planning weekly and daily schedules proactively rather than reacting to demands
• Building buffer time and flexibility into schedules to accommodate unexpected issues

Managing Interruptions & Distractions

• Identifying common time-wasters and productivity drains in your work environment
• Setting boundaries and managing availability to reduce unnecessary interruptions
• Using communication protocols to indicate when you're available vs. in deep work mode
• Batching similar tasks to minimize context-switching and maintain flow
• Evaluating which interruptions truly require immediate attention vs. can be scheduled

Delegation & Empowerment

• Identifying tasks and decisions that should be delegated vs. retained
• Matching delegation opportunities to team members' skills, interests, and development goals
• Providing clear context, expectations, and authority when delegating work
• Balancing oversight with autonomy to develop capability while managing risk
• Avoiding reverse delegation by coaching team members to solve problems independently

Running Effective Meetings

• Determining whether a meeting is necessary or if alternative communication methods would suffice
• Creating clear agendas with defined objectives, topics, time allocations, and expected outcomes
• Inviting the right participants and assigning clear roles (facilitator, note-taker, decision-maker)
• Starting and ending meetings on time while keeping discussions focused and productive
• Documenting decisions, action items, and next steps with clear ownership and deadlines

Meeting Facilitation Techniques

• Managing group dynamics to ensure balanced participation and productive dialogue
• Using parking lots to capture off-topic ideas without derailing current discussions
• Employing decision-making frameworks to move from discussion to resolution efficiently
• Handling difficult situations such as conflicts, dominant personalities, or off-track conversations
• Conducting effective virtual meetings with engagement strategies for remote participants

Sustainable Productivity Practices

• Managing energy levels throughout the day by aligning task types with peak performance times
• Taking strategic breaks to maintain focus, creativity, and decision-making quality
• Setting realistic expectations and learning to say no to protect capacity for priorities
• Establishing boundaries between work and personal time to prevent burnout
• Modeling healthy work habits to create a sustainable culture for your team

Coaching Skills

Overview: Develop others' potential by mastering coaching conversations, using powerful questions, providing developmental feedback, and creating growth opportunities that build capability, confidence, and long-term success.

Understanding Coaching vs. Managing

• Distinguishing between coaching (developing capability) and directing (providing solutions)
• Recognizing when to coach vs. when to provide direct guidance or feedback
• Understanding the coaching mindset: curiosity, partnership, belief in others' potential
• Balancing coaching with other supervisory responsibilities and time constraints

Conducting Effective Coaching Conversations

• Using coaching models such as GROW (Goal, Reality, Options, Will) to structure conversations
• Creating a safe, supportive environment where individuals feel comfortable exploring challenges
• Establishing clear coaching agreements including purpose, confidentiality, and expectations
• Practicing active listening to fully understand the individual's perspective before offering input
• Holding space for reflection and allowing silence to enable deeper thinking

Asking Powerful Questions

• Using open-ended questions that prompt reflection and self-discovery rather than yes/no answers
• Asking questions that explore multiple perspectives: 'What else might be true?' 'How would others see this?'
• Using future-focused questions to help individuals envision possibilities and solutions
• Challenging limiting beliefs and assumptions through curious questioning
• Avoiding leading questions that impose your own solutions or judgments

Providing Developmental Feedback

• Delivering feedback that focuses on specific, observable behaviors rather than personality traits
• Balancing positive reinforcement with constructive feedback to maintain motivation
• Framing feedback as opportunities for growth rather than criticism or judgment
• Using the SBI model (Situation-Behavior-Impact) to provide clear, actionable feedback
• Following up on feedback conversations to track progress and provide ongoing support

Supporting Goal Achievement & Development

• Collaboratively setting development goals that align individual aspirations with organizational needs
• Creating development plans with specific actions, resources, and milestones
• Identifying stretch assignments and opportunities that accelerate growth
• Providing resources, connections, and support to facilitate development
• Celebrating progress and learning while maintaining accountability for commitments

Overcoming Obstacles & Building Resilience

• Helping individuals identify and address barriers to performance and growth
• Reframing setbacks and failures as learning opportunities that build capability
• Building confidence by highlighting strengths and past successes
• Teaching problem-solving approaches that individuals can apply independently
• Developing resilience by normalizing challenges and maintaining a growth mindset

Creating a Coaching Culture

• Modeling coaching behaviors in everyday interactions to normalize development conversations
• Encouraging peer coaching and knowledge-sharing among team members
• Recognizing and celebrating when team members coach and develop each other
• Building coaching time into regular one-on-ones and team meetings
• Creating systems and processes that support continuous learning and development

Course 3 Outcomes

By the end of Course 3, participants will be able to:

• Apply systematic problem-solving frameworks to analyze complex situations and generate effective solutions
• Make sound decisions by recognizing cognitive biases, evaluating alternatives objectively, and managing risk appropriately
• Build high-performing teams by establishing clear roles, fostering psychological safety, and leveraging diversity
• Facilitate effective collaboration and manage conflict constructively to strengthen team cohesion and outcomes
• Optimize personal and team productivity through effective prioritization, delegation, and time management practices
• Design and facilitate meetings that achieve clear objectives while respecting participants' time
• Conduct developmental coaching conversations using powerful questions and structured frameworks
• Provide actionable feedback that promotes growth and supports team members in achieving their goals
• Create a culture of continuous improvement where problems become opportunities and learning is celebrated

For any administrative needs please contact us at:

573-341-6148

cec.stl@mst.edu