Principles of Leadership Excellence: PLUS So Much More!

Talent Report+THRIVE

Description: In today's rapidly evolving work environments, ensuring your leaders are equipped with the necessary skills to drive organizational success is more crucial than ever. Join us as we explore MRA's premier leadership series, PLX PLUS, designed to meet the demands of the modern workplace.

Hosted by MRA's premier PLX instructors, this podcast takes you on a journey through the exciting features and enhancements of the newly updated PLX PLUS program. From essential knowledge and skills for effective people leadership to innovative learning experiences before, during, and after the classroom, we leave no stone unturned.

With PLX PLUS, you'll discover how this comprehensive leadership training goes beyond the traditional approaches. By condensing classroom time to just eight power-packed sessions (alongside the option for additional electives), we prioritize efficiency without compromising the depth and breadth of learning. We're here to empower leaders like never before!

Whether you're an aspiring leader, an HR professional seeking impactful training solutions, or a curious individual interested in the latest trends in leadership development, this podcast is for you. Gain insights from industry thought leaders, explore real-world success stories, and unlock the potential within your organization.

Don't miss out on the opportunity to level up your leadership game and drive positive change in your workplace. Tune in to Principles of Leadership Excellence: PLUS So Much More!, and let's embark on a journey of transformation together.

Resources:

Register for PLX Plus!

Other MRA Learning & Development Opportunities

MRA Membership

About MRA

Let's Connect:

Guest Bio - Kate Walker

Guest LinkedIn Profile - Kate Walker

Guest Bio - Kathy Price

Guest LinkedIn Profile - Kathy Price

Guest Bio - Lois Joseph

Guest LinkedIn Profile - Lois Joseph

Guest Bio - Janet Kloser

Guest LinkedIn Profile - Janet Kloser

Guest Bio - Andy Marris

Guest LinkedIn Profile - Andy Marris

Guest Bio - Cheryl Lucas-DeBerry

Guest LinkedIn Profile - Cheryl Lucas-DeBerry

Guest Bio - Michelle Hyde

Guest LinkedIn Profile - Michelle Hyde

Host Bio - Sophie Boler

Host LinkedIn Profile - Sophie Boler

Transcript:

Transcripts are computer generated -- not 100% accurate word-for-word.

00:00:00:00 - 00:00:21:03
Unknown
Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here.

00:00:21:04 - 00:00:59:16
Unknown
Now it's time to thrive. All right. Well, hello, everybody, and welcome to this episode of 30 Minute Thrive. I am so excited for this episode today because we're joined by a lot of great individuals from the learning and Development team to talk about some exciting news. That is, MRA has just launched Principles of Leadership Excellence Plus on July 13, to be exact, this new version of MRA's Leadership series really includes the essential knowledge and skills from the 12 day PLX plus plus it features to enhance the learning experience before, during and after time in the classroom.

00:00:59:18 - 00:01:17:21
Unknown
So I don't want to go into too much detail because I'll leave that up to the experts here from the L&D team to give you all that good information. So, Cheryl, do you want to kind of kick us off and give us an overview on what MRA's PLX Plus series is and what the new version really looks like?

00:01:17:23 - 00:01:47:08
Unknown
Yes, absolutely something. What I'd like to do is give you some history about the leadership series overall. So MRA's flagship leadership program, which was formerly called The Principles of Management, began in the 1980s, in the early 1980s. It was designed to assist managers with day to day management of their direct reports, also to work effectively with their managers as well as their internal and external peers.

00:01:47:10 - 00:02:14:11
Unknown
The series consisted of ten full days of classes that focused on key leadership skills that managers would need to know and to practice. Some of those included understanding how sometimes you have to be a manager and sometimes you have to be a leader. And also the other sessions explored effective communication skills how to handle conflict effectively, managing performance expectations and so much more.

00:02:14:13 - 00:02:48:08
Unknown
So here's a quote from one of our principles of management participants. They said, and I quote MRA's Principles of Management series prepared me to deal with differing work styles, communication styles and personalities. It also taught me how to deal with morale problems and to find ways to motivate people throughout our organization. It's great to get theory, but it's application of real practical people skills that makes a great leader.

00:02:48:10 - 00:03:23:17
Unknown
Thanks, MRA. And this comes from Barry, who has a 2009 graduate. So in 2015, MRA decided that the series needed to be enhanced to meet the changing needs of leaders in the 21st century. The name was then changed from principles of management to principles of leadership excellence, also known as. The core tenets of the original series was kept and additional topics were added, such as managing generational differences.

00:03:23:19 - 00:03:58:01
Unknown
New activities were also implemented to enhance learning and to give participants more opportunities to practice the skills in a safer environment. But don't take our word for it. Let's hear from some of the participants themselves who completed the series. One participant says the PLX series is a must have for any leader. Another one says the entire PLX series helps to deal with real life work situations and dealing with being a new leader.

00:03:58:03 - 00:04:29:03
Unknown
I can apply what I have learned every day. Finally, another participant says The PLX series has provided so many tools to use in my role. It has helped me to continue to grow. I really enjoyed the classes and look forward to applying it to my job. The new version of the series is eight full days plus one elective, which could be either a full day of training or two half days.

00:04:29:05 - 00:04:57:10
Unknown
The participants will have various topics to select from and that would be based on their both needs and interests. Another key feature of our new series is the peer Learning Circles. So we don't just drop you. After three months, participants can come to the peer learning circles and then again after six months. So the learning will continue after the initial series has been completed.

00:04:57:12 - 00:05:24:06
Unknown
Thank you, Cheryl, for that history and overview. Very interesting. Kathy, we know that MRA already had a program, so how did the team really determine that it was time for a refresh? Businesses always continue to evolve, and especially coming off the last three years, businesses have had businesses and are the people who make up our businesses have had to deal with more than ever.

00:05:24:08 - 00:06:14:13
Unknown
So if 2015 was eight years ago, so lots has changed in those eight years, but we always want to listen to our members, to our participants, and they were saying several things to us. And as Cheryl said, we added new topics when we went to Principles of Leadership Excellence for Principles of Leadership, Leadership Excellence. Plus we've added additional content around emotional intelligence and around resilience and around diversity, equity and inclusion, around conflict management, all the kinds of things that people are living day to day, not only in their businesses, but in their lives.

00:06:14:15 - 00:06:36:03
Unknown
So we heard loud and clear from our members and our participants what their leaders need now. So, Andy, kind of going off of that, we know there's so many different highlights of the series and we've kind of touched on them briefly, but what are some of the benefits of the new and improved PLX plus that you want to talk about?

00:06:36:05 - 00:07:05:04
Unknown
Well, it's all about being sticky and so making what is learned applicable has always been a target of ours. But I think we've got some additional things that are going to make it even better. And one of the things I'm really excited about is we now have a 45 minute manager overview and what that is, is the manager of the participants who are also either aspiring or current managers are going to be there to guide them along the way, be that support and really check in how they're doing beforehand.

00:07:05:10 - 00:07:27:22
Unknown
Look at what are they going to be going to training on and then afterwards following up, what are you going to apply, How are you going to make that part of your daily life? And so I think that's really exciting. There are only 45 minutes there live online, but we're getting those managers to come. They find out what to expect, and then we even introduce them to another thing I'm really excited about, and that is our PLX Plus coaching guide.

00:07:27:24 - 00:07:43:18
Unknown
What they're going to get with that is a guide that actually gives them all the questions to ask their participants. And so they don't have to come up with these things on their own. We've made it as easy and as quick as possible so they get the coaching experience without having to take a lot of time out of their day.

00:07:43:20 - 00:08:13:18
Unknown
And so we're really excited about that. Janet, Looks like you want to add something as well. Yeah, I just wanted to say if the leader does not have the ability, we know the leaders impact on the the participant is the highest, but if they don't have the ability to take time out for that, the participant could also identify a mentor that could come to that manager overview and be their key person to help them and use that coaching guide to hold them accountable and help them as they go through the program.

00:08:13:20 - 00:08:40:02
Unknown
It's a great idea if you have an accountability partner of a sponsor, someone though, that's going to hold your feet to the fire a little bit and say, I'm going to apply what I'm learning because that's really what it's all about. We know you're going to have a lot of fun. We call ourselves agitators. It's it's a it's a really good time when you come, but it really isn't worth what we do very much if we don't have people applying what they learn so that their companies get results and thrive and that that's really what we're all about.

00:08:40:04 - 00:09:09:24
Unknown
And so that's another thing I'm really excited about. In addition to that, we have a new 360. Traditionally we've had a 360 where they're finding out what their manager, what their peers, what their direct reports think of how they're doing in a litany of different areas. And we've got an enhanced one. It's called the Star 360 Leadership Survey, and that will be even more so tied to the content and they'll really be able to go, okay, this is something that people told me I need to work on or This is something that I think I can make a superpower because I know I'm good at it.

00:09:09:24 - 00:09:30:20
Unknown
People are confirming that. And why not take it to an even higher level? And so I think that's something that is going to be really great as well. And then it's just also a great time to be able to have what Sheryl mentioned, these these peer learning circles. It's a chance to come back with the people in your cohort.

00:09:30:22 - 00:09:51:14
Unknown
Talk about what you've learned six months and three months and actually six months after the the training is over, after they graduate, continue the networking and really dive into what have you been applying, how's it been working for you? And then even looking for maybe even additional help to get those results from there? People Yeah, absolutely. Thank you, Andy.

00:09:51:16 - 00:10:16:14
Unknown
And I just have to add to a huge differentiator. And in MRA's PLX program compared to other leadership programs is our instructors. So the folks that we have on here today and they all really have the real world experience, a variety of credentials and have held numerous positions, including executive roles. I mean, some are consultants, coaches, entrepreneurs and some even have their own companies.

00:10:16:14 - 00:10:45:09
Unknown
So I'm going to turn it to our instructors now. This is a nine day program. Can you talk about what's included in these nine days? And we'll start with module one. So Janet, do you want to kind of explain some of the core modules or core initiatives in this module? One? Absolutely. So if you Thank you. So the first module is building trust and relationships and we know that relationships are the basis for the foundation for all of our success.

00:10:45:09 - 00:11:14:16
Unknown
So we will continue to explore the differences between managing and leading. And when do you wear this hat versus when do you wear that hat so that you can be successful for all situations? We also dive into effective uses of both influential and positional power. We look at some different best practices for workplace interactions and relationships going up the ladder, down the ladder and with your peers that you don't have any positional power over.

00:11:14:16 - 00:11:35:22
Unknown
So what are the things that we need to do to be highly successful with all of those? And they'll also be assessing their own relationships and figuring out what's a game plan, What am I missing? What do I need to do? We will dive into emotional intelligence, as Kathy said earlier, and also look at building trust. So it's a little bit of an outline.

00:11:35:22 - 00:12:03:15
Unknown
So in the new PLX plus version, we've done a few things to really maximize the time in the learning. So we've taken this series introduction out of the first day. It's all stuff that's necessary and people want to know. So they're kind of like, What am I in for? But they do it on demand as blended learning outside before they start the series so that we can protect that in classroom time for the most meaningful interactions with other people while we're exploring the content.

00:12:03:21 - 00:12:28:15
Unknown
But they can come confident that I know what I'm in for, right? We've also increased our activities and our discussions around emotional intelligence. So this is a thread throughout the whole series and it has been because it's everything that we do as a leader, but we are going to get more specific and dive in there. We've also expanded our exploration into trust.

00:12:28:17 - 00:12:53:08
Unknown
Previously we had a trust model based really on the 1 to 1 interactions and building trust that way. And now we're introducing a second model that we've been given permission to share, and it's all about building team trust. So we're very excited about it includes things like growing connections and fostering safety in a team environment and creating a meaningful future for your team members.

00:12:53:08 - 00:13:26:00
Unknown
A lot of things that are really top of mind and hot buttons in today's world. So we're very excited about module one and back to you. Sophie Awesome. Thank you. Janet. I'm going to pass it right along to Michelle, who's going to talk about module two to right. Excellent. So after we build this foundation of our leadership series discussing trust and relationships, we're going to move on to module two, day one, where we focus on communicating clearly for results, and we're going to do a deep dive into the ways that we communicate.

00:13:26:01 - 00:14:00:10
Unknown
And that includes not just our words but nonverbal aspects of communication, things like tone, things like body language. We're going to spend some time on active listening, asking the right questions, and then the best way to deliver feedback, which is such an important part of being a leader. We have also kept one of our signature elements of pledge, which is the dis communication skills assessment, and this valuable tool gives us insight into our communication style preferences as well as how to most effectively communicate with those that we work with.

00:14:00:12 - 00:14:24:00
Unknown
We have found the risk assessment to be a real game changer for the folks who participate in politics. And we're thrilled to move this up to the second day of the series. We will have two outside of class e-learning, similar to what Janet was just talking about that you're going to watch on your own and we'll discuss. As a group in class, one learning is going to focus on the modes of communication.

00:14:24:02 - 00:14:46:22
Unknown
So diving into all the different modes we use like email, phone videos, meetings, instant messaging, things like that. And one is going to focus on characteristics of different generations in today's workplace to and then because module two is so chock full of information, we give you a second day to the module and that's going to focus on navigating conflicts in the workplace.

00:14:46:24 - 00:15:10:10
Unknown
And the main thing that's changing about this module and plus is where it falls in the order of classes. So in pure class, this module has been moved closer to the communication module because navigating conflict is so intertwined with communication. And in this day of the module we're going to provide you with a six step process to manage and resolve conflict respectfully.

00:15:10:12 - 00:15:46:03
Unknown
And we're going to talk about the different ways we respond to conflict and when each response is appropriate. Data, as Andy mentioned, is also the day we're going to share out the results from those Starr 360 assessments that you your direct reports, your peers and your leadership will all fill out. And Andy mentioned that there's going to be some enhancements within that 360 report and one of the things we're really excited about is the ability for respondents to add comments throughout that just to give you sort of a more robust picture of your strengths and opportunities as well.

00:15:46:05 - 00:16:06:24
Unknown
Put simply, module two is powerhouse. We're really excited for it. Oh yeah, I'm excited for it. Thank you, Michelle. Andy, you want to take module three? Well, I agree that module two is a powerhouse, but those that know me know that I have always thought the module three is my favorite. And so thank you for giving me the opportunity to talk about that one.

00:16:07:01 - 00:16:35:16
Unknown
And the late Peter Drucker once said Culture Eats Strategy for lunch. The baseball rule books this thick right? And yet there's unwritten rules everywhere, including in baseball, that aren't in the rulebook. And people need to know that. So we will work on how do you understand your culture? How do you how do you debunk some of the motivational myths that people believe very strongly and we're really pretty sure don't work all that well anymore and instead work within your culture and then also look for ways to engage your people.

00:16:35:16 - 00:16:54:19
Unknown
We've got a great new enhanced assessment, nine motivators under three major categories that people are going to get into, be able to not have to test the win. What what are you motivated by? And of course, if you ask them, they'll say, show me the money. Well, it gives you eight other things that people could be motivated by.

00:16:54:21 - 00:17:16:11
Unknown
And so we've got a new nine motivation model, and we're also going to still continue to look at praise and consequences and where those are appropriate to get results. And so the thing that I'm really most excited about is really looking at how your own company culture is different than maybe others and how to help people fit within them.

00:17:16:11 - 00:17:39:07
Unknown
We're going to look at four different companies that are models of different types of cultures and really help people understand there's more than just yours. And as I said, we're going to have this nine this nine motivator model is based on the research of Dan Pink in the three areas that he thinks we're all motivated by, but then broken up into different categories.

00:17:39:08 - 00:17:59:20
Unknown
We've got the information from Yale and Harvard Gallup Organization, amongst others, and I think it's just a great way to find out what people are really motivated by, really exciting, really cutting edge stuff. Probably the most so of we've got principles, right? Some of the stuff is thousands of years old, and yet human motivation is a moving target and we're trying to hit the bullseye.

00:17:59:22 - 00:18:24:15
Unknown
Kathy do you want to add something? What I would add is that as the leader of the instructor team, I use that model with them to know what motivates them. And you would think, Oh, they're all instructors there. They would all be motivated by the same thing. Every single one of them is different. So I like to use the tools that we put out there for folks.

00:18:24:15 - 00:18:49:20
Unknown
I would say this one in particular has huge value for you and your teams. Thank you. Kathy and Andy, how about moving on to module four? Cheryl All right, so module four is all about performance management. And so we've given folks a model of the steps that they need to take in order to have and do performance management.

00:18:49:24 - 00:19:22:24
Unknown
The right way. So looking at the job descriptions and understanding what is it that people are doing, how managers need to take a look at and observe and then do some tracking performance behaviors and also looking at both positive as well as opportunities for development. Because sometimes managers will just look at the the negative things. And so we want to give a more balanced type of opportunity for them to look at it both and then give them some tools to do that.

00:19:23:01 - 00:19:46:23
Unknown
And one of the tools that we will provide in this session is about smart goals and having them identify the smart goals. And here we go using our blended learning again where they will do something prior to coming to class, watch a webinar around smart goals and it gives them all the components and then they will come to class and be prepared to share that.

00:19:47:00 - 00:20:10:09
Unknown
And then we move in to one of the key things that we all love about the MRA series is the diagnostic direction, and you learn what your leadership styles are. So participants will learn what their leadership styles are, but also more importantly, what do they need to do to adjust their leadership style. So it's not a one size fits all?

00:20:10:12 - 00:20:31:10
Unknown
What do they need to adjust their leadership style for the people on their team? And then also looking at what is the aptitude of their direct reports? So what is that people already know? And then also looking at the appeal kind of where where do they want to go? How excited are they? Are they about doing certain activities?

00:20:31:15 - 00:20:56:01
Unknown
Then we move into talking about delegation, which many managers don't like to do. Now I can do a better myself. I can do it all myself. Yes, you can. But do you really want to? And more importantly, do you really need to? So giving them some really good tools about delegation and determining who needs to be delegated to and and how and who should not be delegated to.

00:20:56:06 - 00:21:23:10
Unknown
And then we talk about document ation in real estate. We say location, location, location and leadership. We talk about document, document, document, really, really key and giving them some some tools and resources that they can help to be able to track that documentation. And then finally, we talk about discipline management just don't like to discipline. So we go through what are the key steps in discipline.

00:21:23:10 - 00:21:47:16
Unknown
And finally, rounding out module four with performance reviews, giving them the tools and resources, then we talk about performance reviews should just be that a review. So you want to spend more time on coming up with the goals for the report scoring going forward and not spending as much time on what they did throughout the year because the key is regular feedback.

00:21:47:16 - 00:22:18:04
Unknown
You talk to them all year, so spend more time about being what are they going to do going forward. So that's model for and we're excited to offer it. All right. Well, that sounds like a whole lot of fun. Cheryl, Lois, did you have anything to add about coaching in the module for coaching such a key essential part of it for us to be able to put what we learn into practice and be able to make it hit the ground and be realistic.

00:22:18:06 - 00:22:41:20
Unknown
So it's so important that we listen to that, that portion of it and practice it. Because I always say once I learned how to coach, I lowered my stress level quite a bit. Absolutely. Thanks, Lois. Janet, do you want to give an overview of what module five looks like? Sure. So module five is creating collaboration and effective teams.

00:22:41:22 - 00:23:10:06
Unknown
So in module five, we look at the difference between groups and teams and different types of teams that we really put a big stress on the value of teams, right? Having diversity of thought, diversity of perspectives, getting people to weigh in so that we can make better decisions, create innovation and engage the people that we're interacting with as well as take care of the people that we serve, regardless of what product or service a company has.

00:23:10:08 - 00:23:32:06
Unknown
So in this module, they're going to get some guidelines and practice determining how far can we allow the team to get involved without the risk being too high when we are making decisions so that we drive engagement. And again get the best possible results for any decision that we need to be making. We look at the stages of team development.

00:23:32:12 - 00:24:09:03
Unknown
We also have an MRA team effectiveness model and participants use it with their own team so they can go back and assess what's the status of my team and what do I need to do differently. So they can plan for success. In the previous refresh, we had a lot of senior managers out in the community voice that we needed to add something, so we did about helping departmental managers understand their responsibility to align the departmental goals, activities, actions and purpose with that of the company vision, mission, goals and strategy.

00:24:09:03 - 00:24:33:21
Unknown
And so we did this and we've we created a template for that leader to create a team purpose statement and it's become quite popular. So we continue to use that as they learn ways to talk about aligning all of their action and work and integrating goals and vision and mission together. So that's the module in general, things that are kind of new and different.

00:24:33:21 - 00:24:59:07
Unknown
We put another little spin on consensus building, so when we learn these consensus building activities, we have a new tool to introduce, to share with people as they do a fun practice. For that, we've modified some of the activities around the stages of team development to help aid, engagement and retention of that knowledge. We have some case studies and we have practice scenarios throughout the whole series.

00:24:59:12 - 00:25:23:16
Unknown
In module five, we have case studies based on manufacturing and office work and we've added a nonprofit case study to that. So we're excited to be able to speak more to those audiences and give people more of an opportunity when we are doing practice situations to choose what do they best relate to, whether it's hybrid work or office work or whatever it might be.

00:25:23:16 - 00:25:52:09
Unknown
So trying to be very cognizant of that. We've also moved our mission and vision work along with that ever popular purpose statement into this module is to be in a different place. But we thought that combining this with all of the rest of the team activities really makes it a power packed day with a lot of tools, tips and techniques that people can walk away regardless of what type of team they have in person remote, and they'll just have a lot of tools to use.

00:25:52:09 - 00:26:27:01
Unknown
So it's very exciting and they'll get lots of practice. As always. Yeah, sounds like a great module. Thank you, Janet. It's want to kind of bring us home today with module six. Absolutely. So module six is leading and thriving through change and we purposely end with change as our last module because all of those skills that all my colleagues have talked about, you need those to be able to be an effective change agent to as a, as a leader, you need to be able to communicate, understand other people's personal kitties, all that emotional intelligence.

00:26:27:03 - 00:26:49:15
Unknown
But what I'm excited about for the new module is that we are going to look at the individual and human components of it. We're going to look at the team components of it, and then some technical tools and skills in the in the session, because we all know for change to be successful, each individual has to make input and make the change.

00:26:49:17 - 00:27:20:22
Unknown
Otherwise it gets stale and just stalls out. So, you know, we've all been through change before and as change is happening, we see a lot of people running around, very busy making new processes, making those new systems, even training for those new behaviors. But sometimes what I think we forget about when all that stuff is going on is that what's happening to each person, Each person individually is going through emotional reactions, internal transitions regarding the change.

00:27:21:03 - 00:27:47:13
Unknown
And we need our leaders to be aware of that. Not only so they can understand what they're going through, but also their team and their organization to help that. So we talk quite a bit about the emotional stages that the individuals go through during change and actually to bring it to life. We do a quick activity pretty early on in the session and some of them experience some of those emotional changes right then and there.

00:27:47:18 - 00:28:19:21
Unknown
And we use that throughout the whole session to say, See, we were just doing this for fun and practice and look at how emotional some people got and look at how laid back other people were about it. So by making those leaders aware of these emotions, first of all, we're doing one of the things that Kathy talked about implementing better emotional intelligence in our leaders, because they're recognizing for themselves, for their team, and then we're also equipping them with skills of how they can help their teams through each of these emotional stages.

00:28:19:23 - 00:28:51:19
Unknown
And not to mention there's also three transitional stages that individual goes through. Boy, a lot of stuff going on. And we're again helping them understand what those are talking about, the characteristics of each of those of those phases and how they can help the people as they go through each other. How can they say goodbye to that all the way, figure out how the new way is going to be, and then start being proactive about about their new beginning as they're going forward.

00:28:51:21 - 00:29:25:18
Unknown
But we don't stop there because then we go into some technical tools, we go into the cats, a step change model and prophesies and car models. And you may be thinking, why would you give them two different models? Well, both of these models give a holistic approach to the change itself and how they engage with the workforce during the change process and by giving them to models that are just a little bit different and complement each other, it helps them determine what's best for my company or what's best for this change right now that we're going through.

00:29:25:20 - 00:29:48:07
Unknown
And not only do we talk about these models, but we have them practice it through a case study. It just says Jan. And the same we have case studies throughout through all these topics. We're equipping the leaders with skills and tools of how to make an impact, to help with the change and to be a huge part of it is communication, communicating openly, often being transparent.

00:29:48:09 - 00:30:19:14
Unknown
That means giving them the good, the bad and the ugly. All at one time. Because recognizing the difficulties of change and showing appreciation for it is huge. Kathy also talked about resiliency. We spend quite a bit of time on resiliency because it's a topic that we need to get better at. And as we unders Dan to resiliency, we're talking about how can you as an individual become more resilient and what are you doing as a leader?

00:30:19:17 - 00:31:00:19
Unknown
Are you helping your team be more resilient? Are you helping them be more resilient? Are you defeating them because your culture of the organization can build our defeat resiliency? You know, Sophie, because change is constant and it will continue to happen at a faster pace. I think we're really providing tools so we can thrive through the change. I was saying I love, I love that thrives in the title, not just because this podcast is called 30 Minute Drive, but thank you all for highlighting each enhanced module of X Plus.

00:31:00:21 - 00:31:26:22
Unknown
So we kind of gave that overview of what the series looks like. But now I'm curious who should be attending PLX Plus and Sylvia, take that one. So leaders that have some experience of being a people managers are the ones that we would really like to see in PLX. Plus they can have, you know, one or two years experience all the way up to several years of experience.

00:31:27:03 - 00:31:59:06
Unknown
And their reason that it's such a large range is because of the depth and practice that we go into each of the topics. And so the participants back away with more experience under their belt. I do think Sophie, with the right mentors that high Potentials and brand new leaders can also benefit. One of the best things about the PLX cohort is that we do have that range of experience.

00:31:59:12 - 00:32:27:01
Unknown
We have the range of industries, we have the range of job titles. It's a real a lot of companies want to send their folks to the public programs rather than bring them on site to their company because they want those different perspectives. Now, if they want to bring it to their company to enhance the team building activities, we can do that as well here at Emory.

00:32:27:03 - 00:32:55:05
Unknown
So just kind of as we wrap up here, let's do a quick little rapid fire. I want to know what what are you most excited about with this launch? And maybe give me one or two words that kind of describes the series and your excitement so anyone can kind of speak out at this time. Interactive engagement, impactful, let's say applicability, manager involvement, real world opportunity.

00:32:55:11 - 00:33:22:22
Unknown
Well, we are also joined by a recent PLX graduate, Sarah Benjamin. So, Sarah, I'm curious to hear your firsthand experience. How has PLX really impacted you and what are some of your key takeaways from the series? I feel like PLX had a pretty significant impact on me. I don't think I fully grasp the skills needed to be an effective leader before I took the series.

00:33:22:24 - 00:33:57:06
Unknown
Now that I've taken the series, I now know that leadership is an endless journey and you never really stop building on your leadership skills. The series has provided me with invaluable insights and practical tools to become a more effective leader. If I could give future participants one piece of advice it is application is key. You really have to hold yourself accountable and get out there every day and actively practice the concepts you learned in class very well.

00:33:57:06 - 00:34:16:07
Unknown
Let's end with the most important question here, and that is how can you register for PLX Plus Kate I'll give I'll give this one to you. Thanks, Sophie. We are so excited to share that we've got a hand registration system to improve your experience. We're going to make it even easier for you. You're going to love the new system.

00:34:16:07 - 00:34:32:23
Unknown
It's going to be like a shopping cart experience. How you buy other things now, you'll be able to purchase our classes and training just as you do other things. So you'll just go to mranet.org and click on the learning tab and I'll walk you through what you need to do when you select your location or if you're going to be online.

00:34:33:00 - 00:34:47:03
Unknown
One thing to keep in mind if you aren't a member, please take a look at the cost difference because you could probably saved almost as much of the membership by joining MRA, so we'd be happy to talk to you about that too. That might be worth it for you to consider, and we'd love to have you as a member.

00:34:47:03 - 00:35:10:16
Unknown
If you're not, you have any questions about registering or if you'd like to have us come on to your company's site, provide the PLX for your team, we can do that as well. So there are a lot of different options that we provide and we're happy to help you. So thank you. Thank you, Kate. Well, I want to thank this whole group for being on 30 minute Thrive today and sharing this exciting update with our listeners and members.

00:35:10:16 - 00:35:30:18
Unknown
And I just want to say congrats to to this team for all the hard work you've put into creating a fantastic schedule and series. And it's definitely a successful and beneficial program. So kudos to you all, to our listeners. Just before we go, I would just urge you to comment what you're most excited about with this new version of PLX.

00:35:30:24 - 00:35:51:10
Unknown
Don't forget to share the episode and consider joining MRA. If you are a member already. Like Kate said, we've got all the resources of the show notes below, including the resources to get you registered for PLX Plus, so take a look at those. Otherwise, thanks again group and we will see you next week. And that wraps up our content for this episode.

00:35:51:12 - 00:36:09:18
Unknown
Be sure to reference the show notes where you can sign them to connect for more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA’s 30 minute thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.