Coaching Microlessons

Accelerate your success with microlessons that can be completed at your own pace through Workday.​ Microlessons are e-learning modules that take about 15-20 minutes to complete.

Microlessons include:

  • Visual, Kinesthetic, and Auditory Learning Styles
  • Lots of Color
  • Graphic Icons
  • Video Reviews
  • Drag and Drop
  • Lesson Assessments
  • Learning Suggestions
  • Review, Reply, Repeat

Topics include:

Coaching Microlessons details in content below

Review each title below to learn more.

Building Trust Under Pressure (BTUP) develops foundational mindsets and skills that allow employees at all levels to increase productivity and build strong working relationships.​​

Learning Outcomes

  • Identify six Basic Principles for building credibility and trust with others in challenging situations
  • Identify and use their Basic Principle strengths under pressure
  • Use the Basic Principles to address problems and take positive action in challenging situations

Launch BTUP Module

Shaping a Motivational Workplace (SMW) helps leaders tailor their communication to the needs of others in ways that engage and motivate them.  Based on Self-Determination Theory this program helps leaders connect with others by appealing to three fundamental psychological needs:​ Competence; Relatedness; and Autonomy.

Learning Outcomes

  • Recognize and leverage three basic needs in the workplace
  • Create an environment that supports need satisfaction
  • Adopt the employee’s perspective to build stronger working relationships
  • Communicate with employees without pre-judgment, in an informational way
  • Increase engagement by generating opportunities for employee choice in meeting business objectives
  • Facilitate enhanced motivation and results

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Clarifying Performance Expectations (CPE) helps leaders maintain an open dialogue about how expectations and priorities evolve and shift is critical in today’s business climate. In this module, participants explore a flexible, collaborative approach for setting performance expectations and keeping them current and aligned with organizational priorities.

Learning Outcomes

  • Identify important opportunities to set and/or adjust performance expectations
  • Conduct collaborative expectation-setting conversations with employees
  • Maintain ongoing dialogue about what success looks like and the work that’s most important
  • Keep expectations current and aligned in response to changing conditions
  • Clarify performance expectations in a way that taps into employee motivation and commitment

Launch CPE Module

Giving Needs-Based Feedback (GNBF) provides leaders with a process and skills to give feedback in a way that motivates employees to take ownership for their own growth and development.  Leaders learn how to structure and communicate feedback that internally motivation by satisfying their psychological needs for competence, relatedness and autonomy.​

Learning Outcomes

  • Plan and facilitate effective feedback conversations, both face-to-face and voice-to-voice
  • Support employees’ internal motivation to achieve business results
  • Improve performance by helping employees find personal benefits in organizational structure and self-generated solutions
  • Receive feedback in ways that promote improved performance and maintain constructive relationships

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Realizing Talent in Others (RTO) helps leaders match an employee's natural need to demonstrate competence with the organization's need to succeed.  Employees have latent talents and existing skills leaders can fail to recognize and leverage. Turning these talents into capabilities by developing others to their fullest potential is a leader's most important work and a requirement for long-term organizational success.

Learning Outcomes

  • Recognize the psychological needs of individuals, and incorporate leadership behaviors to support them
  • Uncover high-impact development opportunities that tap into employees’ internal motivation
  • Link employee-development activities to business goals and objectives
  • Collaborate on development plans that boost employee interest and activate productivity
  • Unleash and leverage individual capabilities to achieve work-group/organizational results

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Offering Rewards and Recognition (ORR) develops leaders' capabilities to use rewards and recognition in ways that tap into employees' internal needs for competence, relatedness and autonomy.  Leaders learn to avoid incentives that threaten punishment and instead to employ a simple process and skills for offering rewards and recognition that results in improved employee engagement, performance, and results.

Learning Outcomes

  • Offer rewards that foster employee motivation
  • Offer spoken and written recognition that supports employee motivation
  • Sustain motivation by helping employees identify their own contributions
  • Encourage collaborative effort by recognizing team performance

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Correcting Performance Problems (CPP) equips leaders the skill and confidence to take prompt and constructive action when faced with performance problems.  Leaders learn an effective conversational approach to tap into employees' self-motivation and ownership and to respond to common roadblocks to change, such as employee defensiveness. 

Learning Outcomes

  • Identify common reasons why leaders delay conversations to correct performance
  • Describe the consequences a delay has on addressing performance issues
  • Identify performance situations that warrant corrective action
  • Prepare for critical components of performance-improvement conversations
  • Conduct focused, collaborative performance conversations that generate improved results
  • Respond constructively to defensive employee behaviors

Launch CPP Module