Impact-Workshop-Header

Managing for Impact

Today’s legal managers need to balance constantly changing conventional business demands with the complexities of leading people, such as managing performance, handling conflict and fostering collaboration. Managing for Impact explores the underlying concepts of extraordinary leadership while offering practical tools and hands-on practice to ensure that every manager can immediately increase the effectiveness of their leadership approach.

In addition to this one-day program, participants will also gain access to Loeb Leadership’s online learning platform where they will be able to engage in a highly interactive deeper dive into the workshop materials and other topics, including embracing change, collaboration, taking initiative and stress management (a $400 value).


This post-conference program will take place on Thursday, October 24, from 7:30 a.m. to 4:30 p.m. The registration fee for this one-day event is $699 for members and $999 for nonmembers*.

Westin Seattle
1900 5th Ave.
Seattle, Washington

* Please note that all cancellation policies and disclaimers that are enumerated on the Master Class: Leadership registration page apply to this postconference workshop as well.


Course Objectives:

  • Increase your understanding of the implications of extraordinary versus mediocre leadership
  • Increase your ability to effectively listen and express empathy
  • Increase your confidence in engaging in candid conversations
  • Challenge the conventional perception of what it means to manage someone’s performance, and to offer a tool you can use to more effectively manage an employee’s longer-term performance and potential
  • Increase your knowledge of the benefits of coaching, and to offer you a practical approach you can employ immediately to establish a mutually beneficial coaching relationship with your employees

Other Information:

  • 435 Minutes
  • CLM Application Credit: Organizational Development
  • CLM Recertification Credit: Communications and Organizational Development
  • CPE Field of Study: Personnel/HR
  • CLE: Participatory Credit
  • HRCI: General Credit
  • SHRM: Leadership and Navigation
  • SHRM Learning Format: Instructor-Led Activity



Schedule at a Glance:

Start TimeEnd TimeActivity
7:30 a.m.8 a.m.Breakfast
8 a.m.9 a.m.

  • Introductions
  • Exercise: Dream Leader
  • Reflection on the implications of poor vs. extraordinary leadership
9 a.m. 10 a.m.
  • Introduction to effective listening
  • Exercise: Barriers to Listening
  • Reflection and review of insights
10 a.m.10:15 a.m. Break
10:15 a.m. 10:45 a.m.
  • Review of fracture-based vs. benefit based conflict resolution
  • Overview of the Loeb Leadership T-L-C model for giving feedback
10:45 a.m. 11:30 a.m.
  • Review of a case study
  • Small group feedback practice
11:30 a.m. 12 p.m.
  • Reflection and review of insights gained thus far
  • Group discussion
12 p.m. 12:45 p.m. Lunch
12:45 p.m. 1:15 p.m.
  • Introduction to the Loeb performance evaluation tool (5-Box)
1:15 p.m. 2 p.m.
  • Review of performance scenarios and open discussion to brainstorm on specific performance management challenges raised by the participants
2 p.m. 2:30 p.m.
  • Introduction to the Loeb Leadership coaching model
2:30 p.m. 2:45 p.m. Break
2:45 p.m. 3:15 p.m.
  • Case study review and reflections
3:15 p.m. 4 p.m.
  • Coaching practice
4 p.m. 4:30 p.m.
  • Workshop review
  • Selection of an accountability partner
  • Distribution of accountability coins

Download a printable schedule.


Facilitators:

loebNatalie W. Loeb, MS

Possessing more than 25 years of experience in talent development and executive coaching, and known as an innovative business leader and strategic partner to her clients, Natalie Loeb is the founder and Chief Executive Officer (CEO) of Loeb Leadership Development (www.loebleadership.com), a certified woman-owned business enterprise. Recognized as a thought leader on leadership within the legal world and regularly approached for her developed expertise by a variety of organizations, Loeb leads her firm in the creation and realization of the company vision. Simply put, she helps organizations succeed by building a high trust culture that inspires employees to change, collaborate, grow, and perform at their best. This results in creating a positive impact on themselves, those around them, and their organizations and communities.


loeb-gordonGordon Loeb

Gordon Loeb is a trusted adviser to business and law firm leaders. As the President of Loeb Leadership, a leadership and management development company, Loeb’s responsibilities include business development, marketing, financials, and client and consultant relations. He helped grow Loeb from a single independent consultancy to a thriving company with more than 40 consultants that provide training and development, executive coaching, public workshops, organizational development and design, and student leadership development programs. Loeb received his coaching certification from New York University and he combines his business and coaching skills to coach leaders in a variety of industries. He has deep experience coaching emerging leaders as they transition to leadership roles as well as coaching senior leaders faced with new opportunities and the need to strengthen their leadership skills.


robert-davidDavid Robert, MBA

David Robert is the Chief Strategy Office for Loeb Leadership. Robert brings more than 20 years of experience as a thought leader in the areas of Learning and Development, Talent Management, and Change Management to Loeb Leadership. He has held both internal and external consulting positions at companies across several industries, and is the former Chief Executive Officer (CEO) of Great Place to Work (Middle East). In that role, he partnered with hundreds of organizations to help them foster high-trust, collaborative workplace cultures. He is also a visiting professor in the Center for Leadership at the University of Dayton. Previously, Robert worked with Blue Cross and Blue Shield as Director of Change Management. In addition, he worked for several technology companies where he designed and implemented Learning and Development programs.