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Technical Skills
- Bookkeeping
- Accounting
- Keyboarding
- Word Processing Software
- Graphical Design
- Grant Writing
- Electrical Engineering
- Sales Closing
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Leadership Skills
- Business Visioning
- Delegating Work
- Fulfilling Dynamic Changing Jobs
- Informal Coaching
- Formal Disciplining
- Motivating Employees
- Developing Talent
- Measuring Performance
- Influencing Others
- Strategic Thinking
- Managing Conflict
- Team Building
The lists above demonstrates the difference between technical skills and leadership skills.
Skilled delagators aren’t necessarily able to draw up blueprints. Similarly, executives who are promoted based upon strong technical skills often require training in leadership skills in order to thrive in their new position. At Greenfield Development Group, we are committed to helping your leaders develop strategic and tactical leadership skills.
For supervisors, team leaders and leads - Level 1 leaders - we help them move from being a “super-doer” of the work to a true “super-visor”. To accomplish this transition the leader must rely less upon his or her superb technical skills and more aggressively hone distinct skills of leadership. There are nine “must-have” skills of leadership for this first tier including:
1. Planning the work of others
2. Delegating work in such a manner that people grow
3. Measuring performance and work
4. Fulfilling dynamic changing jobs
5. Coaching - informally - people for maximum results
6. Disciplining - formally when necessary - to obtain winning behavior
7. Motivating employees for success
8. Scripting
9. Documenting
For managers of team leaders - Level 2 leaders - we help them further transition into leadership by building an additional set of nine skills, re-focusing on how they use their time and bringing greater leadership perspective to their role. Some of the skills that must be sharpened at this level include building teams, consensus building, resolving conflict and some form of presentation skill such as meeting management and/or facilitation.
For strategy leaders - Level 3 leaders - we work for an even stronger transition so that these essential roles create and link functional strategies, facilitate innovation and mediate values differences at a higher plane of work. This level must also focus on rewarding success, a skill that has more to do with the organizational budget than merely catching people doing things right.
For C-Suite executives - Level 4 leaders - we work with the people at the very top of the organization to transition more successfully in how they use their time, adjust perspectives of work and demonstrate competency in more than 36 distinct skills of leadership.
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