Learner Objectives: 1. Recognize the significant impact of team leaders on team engagement, as determined by Gallup, and understand the pivotal role of personalized coaching in enhancing team performance. 2. Understand the fundamental principles of coaching conversations and their effectiveness in empowering individuals to achieve extraordinary results within teams. 3. Explore the step-by-step process for creating a culture of coaching within an organization, fostering an environment conducive to high performance and continuous improvement. 4. Acquire a repertoire of effective coaching questions designed to uncover insights, facilitate growth, and drive performance improvement among team members. 5. Develop the knowledge and skills necessary to identify appropriate coaching opportunities and determine the optimal timing and approach for coaching interventions. 6. Learn proven strategies to overcome common objections and obstacles to coaching, enabling leaders to effectively navigate challenges and implement coaching practices successfully. 7. Gain confidence in their ability to leverage coaching as a powerful tool for driving individual and team success, with actionable takeaways to immediately apply in their leadership roles.

1. Understand the significance of effective employee recruitment in addressing the challenges faced by companies in the green industry sector. 2. Identify key strategies for attracting prospective employees by crafting compelling and resonant messaging in job postings. 3. Discern the dos and don'ts of language usage in job postings to optimize attraction and retention of green industry workers. 4. Explore various platforms and channels for posting job advertisements tailored to reach and engage the target audience effectively. 5. Acquire knowledge on leveraging cutting-edge recruiting technologies to streamline and enhance the recruitment process in the green industry. 6. Develop the ability to formulate a comprehensive recruitment strategy that integrates messaging, platform selection, and technology utilization to attract and retain high-quality employees. 7. Assess the relevance and applicability of the discussed strategies within their own organizational contexts, with a focus on improving recruitment outcomes and addressing workforce challenges effectively.

Learner Objectives: Differentiate between onboarding and orientation, understanding their respective roles and significance in the employee experience. Identify the five fundamental questions that every onboarding experience should address to ensure effectiveness in facilitating employee retention and performance. Understand the critical components necessary to create a successful onboarding program that aligns with organizational goals and enhances the employee experience. Explore strategies and best practices for effectively onboarding both seasonal and full-time employees, considering the unique needs and expectations of each group. Evaluate current organizational onboarding practices against best practices and identify areas for improvement to enhance employee retention and performance outcomes. Develop skills in designing and implementing a comprehensive onboarding program tailored to the specific needs and culture of their organization. Recognize the importance of ongoing evaluation and refinement of the onboarding process to adapt to changing organizational dynamics and employee expectations, ultimately fostering a culture of continuous improvement in employee onboarding practices.

Learner Objectives: 1. Understand the importance of company culture in fostering team member satisfaction, productivity, and efficiency, and recognize its impact on employee retention. 2. Learn from success stories of teams across various sizes, industries, and contexts, identifying key factors that contributed to their achievements in shaping a positive company culture. 3. Acquire practical strategies for building goodwill, trust, and satisfaction within teams, including specific actions to enhance communication, collaboration, and camaraderie among team members. 4. Explore the significance of a wildcard element that contributes to the success of teams and understand how to incorporate it into the company culture to drive positive outcomes. 5. Gain insights into best practices for conducting effective meetings and retreats that promote team cohesion, creativity, and alignment with organizational goals. 6. Develop practical approaches for leaders to actively demonstrate appreciation, recognition, and inspiration to employees, fostering a sense of value and purpose within the team. 7. Reflect on personal leadership styles and practices, and identify opportunities for implementing the learned strategies to enhance team satisfaction, productivity, and overall performance within their own organizational contexts.

Learner Objectives: 1. Understand the foundational principles of a strengths-based approach to personal and professional development, including its history and the scientific basis behind its effectiveness. 2. Identify and assess their own unique strengths and talents, gaining insights into how these attributes can be leveraged to achieve higher levels of success and fulfillment in various aspects of life, including work, team dynamics, leadership, and relationships. 3. Explore tools and methodologies for effectively engaging with and harnessing individual strengths within themselves and their teams, promoting optimal performance and productivity. 4. Gain awareness of the benefits of a strengths-based approach in enhancing motivation, engagement, and overall satisfaction in both personal and professional contexts. 5. Learn practical strategies for integrating a strengths-based perspective into everyday practices, including goal-setting, task delegation, feedback, and performance evaluation. 6. Develop skills in fostering a strengths-focused culture within their teams or organizations, encouraging self-awareness, collaboration, and continuous growth among team members. 7. Apply the knowledge and insights gained from the session to develop personalized action plans for leveraging their unique strengths to enhance their effectiveness as individuals, team members, and leaders.

Learner Objectives: 1. Recognize the importance of understanding generational differences in the workforce and their impact on workplace dynamics, communication, and collaboration. 2. Explore the unique traits, values, and perspectives of different generations in the workforce, including Baby Boomers, Generation X, Millennials, and Generation Z. 3. Understand the historical and societal factors that have shaped the worldview of each generation, contributing to differences in work ethic, communication styles, and attitudes toward work. 4. Gain insights into the challenges and opportunities inherent in intergenerational collaboration and partnership within the workplace. 5. Develop empathy and appreciation for the diverse perspectives and experiences of colleagues from different generations, fostering a culture of mutual respect and understanding. 6. Learn practical strategies for bridging generational divides and fostering effective communication, teamwork, and mentorship across generations. 7. Reflect on one's own generational biases and assumptions, and identify opportunities for personal growth and development in building positive relationships and partnerships with colleagues from different generations.

Learner Objectives: 1. Understand the challenges and opportunities associated with intergenerational communication and collaboration in the workplace, particularly in the context of four distinct generations coexisting within the labor force. 2. Recognize the importance of valuing and leveraging the experience and wisdom of retiring team members, while also fostering connection and engagement with younger team members who bring innovation and fresh perspectives. 3. Gain awareness of the significant demographic shifts in the workforce, including the dominance of younger generations in the labor force and the prevalence of older generations in business ownership. 4. Learn practical tools and strategies for bridging the communication gap between different generations, ensuring effective communication and engagement across all levels of the organization. 5. Identify actionable steps to communicate organizational vision, values, and goals in a way that resonates with team members of all generations, fostering alignment and commitment to shared objectives. 6. Explore methods for creating a workplace culture that honors the contributions of all generations, promotes mutual respect and understanding, and encourages collaboration and knowledge sharing. 7. Develop skills in adapting communication styles and approaches to meet the diverse needs and preferences of team members from different generations, fostering a cohesive and high-performing team environment.

Learner Objectives: 1. Understand the limitations and drawbacks of the traditional "post and pray" recruitment approach, including its impact on talent pools, hiring quality, and diversity within organizations. 2. Recognize the evolving dynamics of the modern job market, where candidates possess significant power, necessitating a shift towards proactive recruitment strategies centered on relationship-building and brand awareness. 3. Learn from industry leaders in the horticulture sector who have successfully implemented innovative recruitment methods that go beyond traditional online postings, emphasizing the importance of cultivating relationships with candidates. 4. Gain insights into the key components of pioneering recruitment strategies, including the investment of time and resources in building meaningful connections with potential hires and enhancing employer branding to attract top talent. 5. Explore the tangible benefits and sustained improvements observed in hiring processes resulting from the adoption of proactive recruitment practices, including enhanced candidate quality, increased diversity, and long-term organizational success. 6. Identify practical steps and actionable strategies for implementing proactive recruitment initiatives within their own organizations, with a focus on prioritizing relationship-building and fostering authentic connections with candidates. 7. Embrace a future-oriented approach to recruitment that prioritizes meaningful relationships over transactional hiring practices, driving lasting value and success for both organizations and candidates alike.

Learner Objectives: 1. Understand the significance of diversity and inclusion in the workplace, particularly in relation to attracting and retaining Gen Z talent and capturing market share in an increasingly diverse consumer landscape. 2. Recognize the unique characteristics of Gen Z as the most diverse generation in U.S. history and their expectation for representation of diverse perspectives in the workplace. 3. Explore the business implications of biased practices, inequitable treatment, and lack of inclusion efforts, including challenges in talent retention and limitations in appealing to diverse customer bases. 4. Gain insights into the inherent value of welcoming multiple viewpoints and perspectives within teams, including the benefits of diverse perspectives in problem-solving, innovation, and decision-making processes. 5. Learn strategies for effectively leading and managing diverse teams, including techniques for fostering an inclusive work environment where all employees feel valued, respected, and empowered to contribute. 6. Identify practical steps and best practices for promoting diversity and inclusion within their organizations, including recruitment and hiring practices, employee development initiatives, and organizational culture-building efforts. 7. Explore the role of leadership in driving diversity and inclusion initiatives, including the importance of setting clear goals, providing resources and support, and holding individuals and teams accountable for progress towards creating a more inclusive workplace.

Learner Objectives: 1. Understand the detrimental effects of negative workplace environments on employee morale, performance, and organizational success, including increased turnover and decreased productivity. 2. Identify strategies for overcoming negativity in the workplace and fostering authentic connections between managers and team members, promoting a positive and supportive work culture. 3. Explore tools and resources available to managers for authentically motivating their teams, including methods for recognizing and appreciating employees' efforts and contributions. 4. Gain insights into the five primary ways in which individuals prefer to be appreciated in the workplace, enabling managers to tailor their recognition efforts to meet the diverse needs and preferences of their team members. 5. Develop skills in effectively expressing appreciation and recognition to employees in a manner that resonates with their individual preferences and fosters a sense of value and engagement. 6. Learn techniques for incorporating appreciation and recognition into everyday managerial practices, including team meetings, one-on-one interactions, and performance evaluations. 7. Apply the knowledge and strategies gained from the session to create a more positive and supportive work environment, ultimately enhancing employee motivation, morale, and overall job satisfaction.