E-Learning Modules
Our 15-minute E-Learning Modules offer performers and managers developmental training, delivered with high energy and designed to motivate engagement.
How to Use Our E-Learning Modules
Pre-Work.
The e-learning modules are a powerful tool that can serve as a form of pre-work for a live or webinar training.
Self-Paced Learning.
For performers seeking to refresh their learning, the e-learning offers an on-demand learning option – one that can be accessed on the firm intranet.
Lunch and Learn.
When used in conjunction with our Facilitator’s Manual, internal
“lunch and learn” discussions can be hosted within an office. Stakeholders offers “train-the-trainer” training to support internal training efforts.
The High Performing First Year Series
Directed to the needs of the first-year performer, this eight (8) module series uncovers the mindset, ways of working, ways of relationship building, and ways of self-development of top performers. Each module is 10-25 minutes.
Click on each module below to learn more.
Modules 1 and 2 – The Rules of Retail
Retail offers a powerful analog for the first-year performer’s experience – with the firm being the shopping mall, the first-year performer is the retail store, and managers are the customers.
In this module, we orient the first-year performer to the role they can play in driving their workplace performance.
Module 3 – Word of Mouth Buzz and Early Adopters
Each first-year performer has developed relationships with colleagues, and recruitment leaders – key members of the firm who have been stakeholders in the journey from summer intern to full-time performer.
In this module, we offer a practical framework for nurturing the relationship with these key “early adopters” – as these stakeholders play an essential role in providing the first year performer the positive word of mouth buzz, feedback, support, and guidance needed to build early career momentum.
Module 4 – Your Gateway Attributes
Early impressions can be firm, fast, and sticky. Work ethic and positive attitude are the two (2) performance attributes partners seek to confirm in the first-year associate – as these “gateway” attributes are widely viewed as predictive of long term success.
In this module, we uncover how Gateway Attributes (Work Ethic and Positive Attitude) shape early impressions and offer a practical framework for adopting the workplace behaviors that signal to leaders and colleagues strong work ethic and positive attitude.
Module 5 – Understanding Your Customer (Including the not so Obvious Stuff)
In retail, it is said the more you know about the customer, the easier it is to sell. The same is true with respect to managers and new performers. The more a performer knows about managers (how they think, their priorities, how they evaluate), the easier it is to contribute in ways that managers value.
In this module, we deconstruct the customer called manager, helping the first-year associate get an inside look into the work life of managers – the things they think about, how they manage time, their stressors, how trust is built and how they evaluate.
Module 6 – Your Service Talent and the Game Changer called Initiative
The best first year performers do not view themselves as passive Task Doers. Rather, they see themselves as contributors with a difference to make – and are comfortable making contributions beyond what they have been asked to do. These performers work with their head up – consistently looking for ways to add value, studying how your work affects the work of others.
In this module, we uncover the practical things top performing first-year performers do to demonstrate high levels of initiative – making the responsive and proactive contributions that are valued by managers and colleagues.
Module 7 – What it Means to Own Your Work: An Assignment Protocol
It is said the best first year performers “own their work” – meaning that their work product is concise, clear, well organized and reflects high levels of care, analysis. Their work is rigorous but not overdone and their service is highly responsive and often anticipates the needs of their manager.
In this module, we give meaning to the term “owning your work” by introducing the first-year performer to a step-by-step protocol that reflects the ways of working of top performers.
Module 8 – Building Your Workplace IQ: The Things You Need to Know
The best first year performers are intentional about building their Workplace IQ – engaging workplace learning in ways that accelerate their understanding of workplace dynamics.
In this module, we examine the role company culture, work-place citizenship, work-life balance, and internal relationship building play in the success of the first-year performer.
Internal Relationship Building Series
Click on each module below to learn more.
Module 1– The Importance of Relationship Readiness
Without elevating one’s Relationship Talent (ability to build strong workplace relationships) to match one’s Task Doing Talent (ability to execute work tasks), it is impossible to achieve one’s full potential – as access to premium work, quality feedback, mentorship, and sponsorship are each transacted in the crucible of the workplace relationship.
In this module, we give meaning to the term “relationship readiness” by examining the mindset, levels of self-awareness and the other factors needed to build capacity to engage in quality relationship development.
Module 2 – Targeting the Unexpressed Needs of Others
Performers who build strong workplace relationships anchor their contributions in each of the four unexpressed needs of others – the need to feel understood, the need to feel valued, the need to confirm authenticity, and the need for connection.
In this module, we introduce a practical framework for understanding the factors that contribute to building the workplace relationships needed to support performance and career success.
Module 3– Feeding Relationships
The greatest threat to any workplace relationship is that it does not continue to be fed. Here it is important to understand that working with someone does not necessarily mean the relationship is growing in ways that increase the quality of feedback, support, advocacy, and mentorship.
In this module, we offer a set of practical investments one can make to feed relationships with peers and leaders.
Client Development Series
Click on each module below to learn more.
Module 1 - Building Your Client Development Identity
This module examines what it means to possess a client development identity – to prepare oneself for the demands of the client development journey.
Module 2 – The Not so Obvious Things You Need to Know About Clients
This module examines ten (10) not so obvious things you need to know about sophisticated clients.
Module 3 – Building a Strong Brand
This module examines the practical steps rainmakers take in the journey to build a strong brand in the marketplace.
Module 4 – Feeding the Client Relationship
This module examines relationship development habits that nurture and add value to any client relationship.
Career Ownership Series
Directed to the needs of performers interested in having an active role in their career development, this three (3) module series examines the learning and decision-making habits of top performers. Each module is 5-10 minutes.
Click on each module below to learn more.
Module 1 – An Introduction to Career Ownership
Career ownership is seldom rigorously described and deconstructed. In our model of career ownership, we identify taking responsibility for building a strong workplace brand (Brand), taking responsibility for the pace and quality of one’s learning and career decisions (Learning), and taking responsibility for the health of one’s workplace relationships (Relationships), as the key components of career ownership.
In this module, we give meaning to the term Career Ownership by setting forth its key components and the performance mindset needed to become a performer who owns their career.