Align & Expand Employee Potential

Align & Expand Employee Potential



Do you and your coworkers feel powerful in the hours of your day job? Does your work make you feel like a leader? Based on our research, we’ve found that being engaged with your work doesn’t mean you feel its greater value. Not everyone goes to work feeling like a leader—most entry-level employees certainly don’t. Managers feel stuck trying to appease both sides, and executives find themselves distracted by managing. It’s an unhealthy box that we lock ourselves in, and our mission is to help open these boxes.

This workshop is not only about understanding our own potential and power, but also what makes us leaders, and how we can lead together. Here, we also explore the origin, purpose, value, and limitations of our power, and how to maximize our potential. In this session, expect to learn more about your own potential, the expectations that hinder your potential, how to identify and expand potential for both yourself and your team, ways to align untapped potential with your strategic goals.

This workshop was inspired by the incredible mentors who pay special attention to potential, and by the high potential employees who walk through the office carrying that spark in their eyes. It’s also inspired by the fear that employees don’t understand their own strength, or what to do with them—by the fear that managers don’t understand the importance of potential or don’t know how to cultivate it.

Allow your employees to inspire their managers. Allow your managers to be inspired by new ideas and not reject them.


•Building culture one employee at a time—how powerful culture grows from the bottom up when everyone is a leader

•Cooperative leadership—what is friendship leadership and how does it work?

•Leadership charisma—where it comes from and how to find your own

•From manager to leader—the difference between a manager and a leader, and how we can be the latter

•Improved management of expectations—how managers kill potential with their expectations and assumptions, and how to overcome this

•A collaborative culture—how to understand and communicate with everyone on the team


•Deep dive into each employee’s inner motivations, personality, behavioral tendencies, reward receptivity, pain points…etc., and establish team roles and dialogue based on their leadership and communication style.

•Practice methods to effectively communicate with your team within different environments: high-pressure, low pressure, 1:1’s, group…etc.

•Explore each person’s innovative and leadership personality to understand the value each person brings to the table.

•Learn what empowers each employee at work, and what the points of dissatisfaction are to effectively encourage and reward your team. Develop the skills to give more insightful feedback and to confront issues in a way that inspires behavior.

•Identify innovation roadblocks and accelerators

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