Competency: Enthusiasm
| Phase 1 | Happiness Tips | Communicating sincerity and enthusiasm |
| Life Mastery: Achieving Happiness and Success | Being enthusiastic | |
| Driving Workplace Happiness | Choose happiness | |
| Motivating and Engaging Employees | Success and happiness | |
| Be a Better Manager by Motivating Your Team | Happiness vs. engagement vs. satisfaction | |
| Finding Your Purpose at Work | Motivating yourself | |
| Finding your internal motivation | ||
| Unlocking your motivation | ||
| Discover your motivation | ||
| Motivation | ||
| Identify your passion | ||
| Find your monetizable passion | ||
| Passion and positive difference | ||
| How do you keep the passion alive? | ||
| Find pride | ||
| Phase 2/3 | Writing a Research Paper | Tony Robbins on finding your passion, competency, and market |
| Start with Why: How Great Leaders Inspire Everyone to Take Action (Blinkist Summary) | Primary research techniques | |
| Research to uncover market intelligence | ||
| Ray Dalio on following your passion | ||
| Passion and positive difference | ||
| Get lost in a passion project | ||
| How to avoid coming off as too passionate | ||
| Researching trends | ||
| Happiness vs. engagement vs. satisfaction | ||
| Inspiring others | ||
| Inspirational leadership | ||
| Communicate to motivate and inspire | ||
| Inspiration is a choice | ||
| Phase 4 | Find inspiration | |
| Phase 5 | Start with Why: How Great Leaders Inspire Everyone to Take Action (Blinkist Summary) | Inspiring others |
| Business Development Foundations: Researching Market and Customer Needs | Inspirational leadership | |
| Communicate to motivate and inspire | ||
| Everyday inspiration | ||
| Inspiration is a choice | ||
| Find inspiration | ||
| Being inspiring | ||
| Be an inspiring presenter | ||
| Performing international keyword research | ||
| Market research | ||
| Researching trends |
Competency: Perseverance
| Level | Courses | Videos |
| Phase 1 | Motivating and Engaging Employees | Seven ways to increase self-discipline |
| Be a Better Manager by Motivating Your Team | A culture of self-discipline | |
| Persuading Others | The four disciplines | |
| Building Resilience | Motivating yourself | |
| Enhancing Resilience | Finding your internal motivation | |
| Building Resilience as a Leader | Self-motivation and goal-setting | |
| Unlocking your motivation | ||
| Discover your motivation | ||
| Tap into your motivation | ||
| Build perseverance | ||
| Perseverance | ||
| Persuading people | ||
| Identify who you need to persuade | ||
| Obstacles to overcome | ||
| Overcoming common obstacles | ||
| Progress and setbacks | ||
| Rebounding from setbacks | ||
| Take action and support progress | ||
| Supporting | ||
| Organize support teams | ||
| The resilience mindset | ||
| Resilience | ||
| Leading change through agility and resilience | ||
| How to develop resilience | ||
| Resilience in life and work | ||
| The importance of resilience | ||
| Building personal resilience | ||
| Dealing with uncertainty | ||
| Phase 2/3 | Building Resilience | Build perseverance |
| Enhancing Resilience | Perseverance | |
| Building Resilience as a Leader | Building motivation through developing grittiness | |
| Overcome past failures | ||
| Organize support teams | ||
| Supporting | ||
| Supporting flexible working habits | ||
| Supporting your thought leaders | ||
| The resilience mindset | ||
| Leading change through agility and resilience | ||
| The six resilience pillars | ||
| Resilience | ||
| The importance of resilience | ||
| How resilient are you? | ||
| Become resilient | ||
| Building personal resilience | ||
| Building in resilience | ||
| What's resilience? | ||
| Phase 4 | Persuading Others | Ways to lead and to be vulnerable |
| Leading Effectively | Build perseverance | |
| Perseverance | ||
| Lead your way to greater impact | ||
| Why I lead the way I do (a leadership philosophy story) | ||
| Leading others | ||
| Leading as an introvert | ||
| Leading teams | ||
| Leading and motivating the team to achieve | ||
| How to lead global teams | ||
| Introduction to leading effectively | ||
| Phase 5 | Creating Positive Conversations with Challenging Customers | Establishing a dedicated workspace |
| Obstacles to overcome | ||
| Common leadership obstacles | ||
| Three kinds of obstacles | ||
| Overcoming common obstacles | ||
| Overcoming common obstacles | ||
| Recognize and remove barriers | ||
| Eliminate the barriers of diversity | ||
| Personality barriers to effective time usage | ||
| Challenges | ||
| Predicting challenges |
Competency: Integrity
| Level | Courses | Videos |
| Phase 1 | Writing a Research Paper | Practice |
| Marketing Foundations: Qualitative Research | Conducting keyword research | |
| Academic Research Foundations: Quantitative | Research & Development | |
| Conducting keyword research | ||
| Research ethics | ||
| Researching trends | ||
| Market research | ||
| Document discipline | ||
| Get the guidance you need | ||
| Phase 2 | Employee Engagement | 4. Integrity |
| Motivating and Engaging Employees | Trust and integrity | |
| Tactics for Learner Engagement | Shannon Brayton on managing one's career by being open, honest and constructive and acting with integrity | |
| Learning How to Increase Learner Engagement | Honesty is the best policy | |
| Find the honesty balance | ||
| Keep yourself honest | ||
| Linkedin Culture and Values in action: Be Open, Honest and Constructive | ||
| Leading honest conversations | ||
| Being open and honest | ||
| Being honest and authentic | ||
| Handling employee data | ||
| Handling consumer data | ||
| Dissemination plan | ||
| Establishing and disseminating the company's mission and values | ||
| The power of three and engagement | ||
| How to be engaging | ||
| Design rules of engagement | ||
| The power of employee engagement | ||
| Encouragement | ||
| Encourage personal excellence | ||
| Encouraging your coworkers | ||
| Encourage participation | ||
| Phase 3 | Coaching for Results | Toolkit: Advise |
| Coaching and Developing Employees | Asking for feedback from your boss and peers | |
| Employee Engagement | Coaching the uncoachable | |
| Motivating and Engaging Employees | The coaching process | |
| Give feedback as a coach | ||
| A coaching culture | ||
| Coaching someone who can't take critique | ||
| Coaching for improved performance | ||
| Demonstrate respect to teammates | ||
| How to show respect | ||
| Earning respect | ||
| How to gain the respect of your colleagues | ||
| Respectful candor | ||
| Engaging your high potentials | ||
| Generational engagement | ||
| Phase 4 | Building Accountability into Your Culture | How to manage expectations |
| Setting expectations | ||
| Standards and expectations | ||
| Expectation setting and performance review | ||
| Set expectations | ||
| Set expectations | ||
| Set expectations | ||
| Codes of conduct | ||
| Code of ethics: Professional conduct | ||
| Toolkit: Advise | ||
| When you're advising senior staff | ||
| Discipline an employee | ||
| Create a disciplinary procedure | ||
| Phase 5 | Academic Research Foundations: Quantitative | Policies and procedures |
| Policies and procedures | ||
| Policy, plans, and procedures | ||
| Join a professional association | ||
| To join or not join professional groups | ||
| Research ethics |
Competency: Self-confidence
| Level | Courses | Videos |
| Phase 1 | Discovering Your Strengths | Personal benefits of being happy |
| Personal Effectiveness Tips | Personal development plan | |
| Embracing personal evolution | ||
| Encourage personal excellence | ||
| Maximizing personal potential | ||
| Domain knowledge and experience | ||
| Applying your knowledge | ||
| Knowledge requirements planning | ||
| Create a personal development plan | ||
| Treat confidence as a skill | ||
| Deciding on your skills | ||
| Levels of expertise | ||
| Define and highlight your expertise | ||
| Gauge your expertise | ||
| Monetize your expertise | ||
| Distill your expertise | ||
| Phase 2 | Leading Effectively | Skills for learning |
| Leading with Kindness and Strength | Sharpen your skills | |
| Leading with Purpose | Building anticipatory skills | |
| Leading Your Team Through Change | Richard Branson on doing what you enjoy | |
| Managing Teams | Enjoy and achieve, at home and at work | |
| Managing a Diverse Team | How to direct your team | |
| Leading others | ||
| Leading teams | ||
| Leading and motivating the team to achieve | ||
| Move from managing to leading | ||
| Teaming instead of leading | ||
| How to lead global teams | ||
| Introduction to leading effectively | ||
| Phase 3 | Building Self-Confidence | Communicating with confidence |
| Communicating with Confidence | How to sound confident | |
| Pitching Your Ideas Strategically | Develop self-confidence | |
| Self-confidence and self-compassion | ||
| Grow self-confidence | ||
| Creativity and self-confidence | ||
| Sounding confident | ||
| Treat confidence as a skill | ||
| Build up your confidence | ||
| Create confidence | ||
| Implementing ideas | ||
| The start of an idea | ||
| Supporting | ||
| Organize support teams | ||
| Phase 4 | Radical Candor (Blinkist Summary) | Come out of your comfort zone |
| Building Self-Confidence | Push yourself out of your comfort zone | |
| Employee Engagement | Come out of your comfort zone | |
| Motivating and Engaging Employees | Develop self-confidence | |
| Self-confidence and self-compassion | ||
| Grow self-confidence | ||
| Creativity and self-confidence | ||
| Dealing with a lack of confidence | ||
| Practice: Grow self-confidence | ||
| Sounding confident | ||
| The power of three and engagement | ||
| Who to engage | ||
| Design rules of engagement | ||
| Employee engagement | ||
| Employee engagement | ||
| The four employee engagement factors | ||
| Cultivate employee engagement | ||
| Communicate to improve employee engagement | ||
| What an employee needs to be engaged | ||
| Phase 5 | Creating Positive Conversations with Challenging Customers | Challenges |
| Start with Why: How Great Leaders Inspire Everyone to Take Action (Blinkist Summary) | Predicting challenges | |
| Building Self-Confidence | Crucial early impressions: Credibility | |
| Communicating with Confidence | Inspiring others | |
| Inspirational leadership | ||
| Everyday inspiration | ||
| Inspiration is a choice | ||
| Find inspiration | ||
| Communicating with confidence | ||
| Dealing with a lack of confidence | ||
| Sounding confident | ||
| Grow self-confidence | ||
| Gaining confidence |
Competency: Self-reflection
| Level | Courses | Videos |
| Phase 1 | Employee Experience | Journaling for self-reflection |
| Discovering Your Strengths | Self-reflecting on your strengths, motivators, and more | |
| Leading with Kindness and Strength | Use the metacognitive strategy of self-reflection | |
| Giving and Receiving Feedback | Reflect and enhance self-awareness | |
| Building a Coaching Culture: Improving Performance Through Timely Feedback | Improve the employee experience | |
| Learning from Failure | Your employee experience framework | |
| Four stages of an employee experience | ||
| Understanding strengths and weaknesses | ||
| Looking at strengths, weaknesses, opportunities, and threats | ||
| Self-assessing your strengths | ||
| What are strengths? | ||
| Personal assessment feedback | ||
| Seek feedback | ||
| Seek feedback to continually improve | ||
| Learning from your mistakes | ||
| Making and recovering from mistakes | ||
| Phase 2 | Developing Self-Awareness | Self-awareness |
| Bill George on Self Awareness, Authenticity, and Leadership | Become self-aware | |
| Giving and Receiving Feedback | Strategically self-aware | |
| Building a Coaching Culture: Improving Performance Through Timely Feedback | Building self-awareness | |
| 360-Degree Feedback | Grow self-awareness | |
| Increase self-awareness | ||
| Being self-aware | ||
| Providing performance feedback | ||
| Provide decision-making discretion and performance feedback | ||
| Providing feedback | ||
| Phase 3 | Improving Employee Performance | Improving performance |
| Coaching for improved performance | ||
| Performance improvement | ||
| Level 3: Develop employees and improve performance | ||
| Five ways to improve your performance | ||
| Creating performance improvement plans | ||
| Improve individual performance | ||
| Journaling for self-reflection | ||
| Use the metacognitive strategy of self-reflection | ||
| Self-reflecting on your strengths, motivators, and more | ||
| Leading by example | ||
| Leading by example | ||
| Leading by example | ||
| Steps 5–8: Lead by example |
Competency: Responsibility
| Level | Courses | Videos |
| Phase 1 | Holding Yourself Accountable | Taking responsibility for mistakes |
| Thriving @ Work: Leveraging the Connection between Well-Being and Productivity | Take responsibility for finding answers | |
| Uncovering current responsibilities | ||
| Measure your own projects | ||
| The importance of well-being | ||
| Looking at humor and the four quadrants of well-being | ||
| Well-being and giving back | ||
| Phase 2 | Delegating Tasks | Can you take responsibility and control your emotions? |
| Thriving @ Work: Leveraging the Connection between Well-Being and Productivity | Taking initiative | |
| Your responsibilities | ||
| Effective delegation | ||
| Learning to delegate | ||
| Delegating effectively | ||
| Delegating responsibilities | ||
| Delegating is great! | ||
| The importance of well-being | ||
| Health and well-being | ||
| Phase 3 | Building Your Team | Team building |
| Building High-Performance Teams | Build team morale | |
| Leading and Working in Teams | Challenges of building the team | |
| Leading Effectively | Jim Collins on building a team | |
| Developing Your Team Members | Leading and motivating the team to achieve | |
| Motivating and Engaging Employees | Teaming instead of leading | |
| Employee Engagement | Introduction to leading effectively | |
| Thriving @ Work: Leveraging the Connection between Well-Being and Productivity | Develop Team | |
| Understanding team development stages | ||
| Developing employees | ||
| Motivating and engaging employees | ||
| The four employee engagement factors | ||
| What an employee needs to be engaged | ||
| Encouragement | ||
| Encourage personal excellence | ||
| Encouraging your coworkers | ||
| The importance of well-being | ||
| Looking at humor and the four quadrants of well-being | ||
| Phase 4 | Holding Yourself Accountable | Giving authority and responsibility |
| Academic Research Foundations: Quantitative | Responsibility vs. accountability | |
| Employee Engagement | Your responsibilities | |
| Thriving @ Work: Leveraging the Connection between Well-Being and Productivity | Taking initiative | |
| Strategic initiatives | ||
| Start by taking initiative | ||
| Transferring your writing skills to academic tasks | ||
| Research academic topics online with instaGrok | ||
| Seven ways to increase self-discipline | ||
| Discipline an employee | ||
| Who to engage | ||
| Design rules of engagement | ||
| Encouragement | ||
| Encouraging your coworkers | ||
| Encourage participation | ||
| The importance of well-being | ||
| Phase 5 | Looking at humor and the four quadrants of well-being |