Strategies to Build and Align Your Frontline Leadership Team

Jan 24, 2019

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How to Get All of Your Operational Leaders on the Same Page

Companies hire VPs, directors, and managers yet provide them with very few expectations or guidance about how to treat your company’s employees. Likewise, newly minted, first-time supervisors often receive some cursory level of leadership training, which often focuses only on compliance and rules rather than on leadership with a heart. 

Whatever the case, managers are typically left on their own to figure out how to lead effectively in terms of hiring, developing, and keeping their most talented performers. They likewise receive little proactive training about how to avoid litigation landmines in the workplace, when to escalate their concerns, or how to insulate the company from employment-related liability.

Join Paul Falcone as he shares his best-kept secrets about getting your operational leadership teams on the same page in terms of the culture, ethics, and environment that you want to foster.

This webcast will focus on hard core, in-the-trenches strategies and tactics regarding leadership offense (developing, motivating, and retaining top talent), leadership defense (holding tough conversations, documenting foolproof corrective action, and creating “clean" terminations), and most importantly — leadership wisdom — for all frontline leaders to share. 

Paul’s practical approaches to building your company’s frontline leadership muscle apply to companies of all shapes and sizes and will address how to:

  • Set leadership expectations clearly from day one in terms of culture, productivity, and ethics
  • Identify the best and the brightest talent and hire for organizational compatibility
  • Communicate constructively and proactively to build trust and respect
  • Create an environment that motivates and engages employees
  • Sidestep litigation landmines and insulate the company from liability

It’s about leadership with a heart and helping frontline operational managers develop loyalty, trust, and respect from those they lead. 

Top performers thrive in an environment where their supervisors support them and have their backs — It’s time to provide them with a blueprint for how to lead and manage effectively, both by fostering an achievement mentality and shielding the company from liability by avoiding litigation land mines that may lurk at every turn. 

Great leaders aren’t simply born — leadership is a muscle that can be strengthened over time. 

It’s time to align your leadership teams in terms of your expectations of how they treat their employees, protect the company, and exercise leadership wisdom that gets their teams to deliver 110% because they want to, not because they have to.




Paul Falcone is an HR and leadership trainer, speaker, and executive coach.  He’s also a bestselling author and a former corporate HR executive at Nickelodeon, Paramount Pictures, and Time Warner.  Paul’s latest book, 75 Ways for Managers to Hire, Develop, and Keep Great Employees, focuses on aligning frontline leadership teams and on key employee retention. He is the author of four books that were ranked on SHRM's prestigious "Great 8" annual bestseller listings, including 96 Great Interview Questions to Ask Before You Hire, 101 Tough Conversations to Have with Employees101 Sample Write-Ups for Documenting Employee Performance Problems, and 2600 Phrases for Effective Performance Reviews. Paul is a long-term contributor to HR Magazineand an instructor in the UCLA Extension School of Business and Management, as well as a top-rated presenter at the SHRM national conference.