Leadership & Management
Leadership workbooks and resources play a vital role in any company’s success. Innovative leadership guides and materials can work wonders in helping your whole team reach their full potential while having fun. Equip leaders and managers with the tools they need to foster team development, coach younger employees, cater to different styles, improve communication, and develop a happy, productive work environment.
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34 products
Help teams learn how to surface, diagnose, and work through the issues that impede effective teamwork.
For more than 15 years, the Team Effectiveness Profile (TEP) has helped teams eliminate or reduce blockages in the 5 vital areas of team activity:
- Mission, Vision, and Goals
- Team Roles
- Operating Processes
- Interpersonal Relationships
- Interteam Relationships
Learning Outcomes
- Identify issues that block effectiveness
- Reduce or eliminate problems that can drain a group's energy
- Maximize the group's productive efforts
Theory
The Team Effectiveness Profile focuses on the 5 Categories of Team Effectiveness. The first 4 of these categories are based on those presented by Richard Beckhard in Organization Development: Strategies and Models (1969). Interteam relationship theory is the basis for the fifth category.
How It Works
The TEP has been designed to function as a self-administered learning instrument. The TEP yields an overall Team Effectiveness Score as well as separate scores for each of the 5 areas indicating the general health of the group and blockages that hinder team effectiveness.
Uses for the TEP
Appropriate for any type of team and all levels of team members and leaders, the TEP can be used as a stand-alone instrument or as a component in a larger team-building program. The TEP can be used to:
- Measure pre-team building conditions
- Orient new teams to potential problems
- Unblock struggling teams
- Determine post- team-building results
We recommend administering the TEP periodically, as issues will change over a period a time.
What to Order/Product Contents
Order one Facilitator Set (#RBWTEF) per trainer and one Participant Guide (product code #RBWTEP, sold separately) per participant.
Facilitator Guide includes:
- Administrative guidelines
- Team development theory
- Experiential learning methodology
- Normative and reliability data
- Sample copy of the Participant Guide
- 2-hour workshop
- 6 optional activities
- 2 alternative training designs
- Overhead transparency masters
- Reproducible participant handouts
- Reproducible article Building a Winning Team
- CD-ROM containing all reproducible materials, certificate of achievement, training evaluation, PowerPoint presentation
- Convenient binder format
Participant Guide includes:
- 50-item profile
- Pressure-sensitive scoring form
- Interpretive information
- Descriptions of the 5 team effectiveness areas
- Discussion guide
- Action planning
The TEP is a HRDQ publication produced by Christine Glaser, Rollin Glaser, and the HRDQ Development Team.
Conflict Strategies Inventory Facilitator Set improves an individual's ability to successfully handle workplace conflict. Based on more than 35 years of research, this training tool explores five different strategies: Integrating, Compromising, Competing, Smoothing, and Avoiding. Most importantly, the Conflict Strategies Inventory accurately identifies one's typical reaction to conflict, examines the potential outcomes associated with each strategy, encourages the use of more effective tactics, and provides skill practice in resolving day-to-day issues.
The Conflict Strategies Inventory is based upon the well-known Blake and Mouton Styles Grid as well as the works of many other respected researchers in the field of conflict management. Packed with extensive interpretive information, hands-on activities, skill development, and action planning, this is a great way to equip individuals with the knowledge and insight they need to address conflict in any situation.
The facilitator set offers tools to lead a training workshop, including comprehensive background information, step-by-step facilitator guidelines, a skill-development module, sample participant materials, and a flash drive containing a professional Microsoft PowerPoint presentation and facilitator support resources. Trainer certification is not required to administer or facilitate the Conflict Strategies Inventory.
Learning Outcomes
- Pinpoint one's preferred strategy for managing conflict
- Discover the five different ways people respond to conflict
- Understand how and when to utilize the Integrating strategy
- Learn and practice when to use alternative strategies
- Create a development plan to put the learning into action
Uses and Applications
The Conflict Strategies Inventory is most appropriate for people in the midst of workplace conflict, but all individuals, from frontline employees to team members and managers, will find this tool immensely helpful. It can be used as a stand-alone learning instrument, the centerpiece of a more comprehensive curriculum, or a tool to:
- Develop new approaches and solutions
- Tackle recurrent conflict issues
- Inspire interest and creativity
- Introduce conflict management skills to teams
The self-assessment takes approximately 25 minutes to complete, and it is recommended to allow up to an hour for the interpretation of results, debrief, and action planning. Participants are presented with ten common workplace situations, individuals identify a preference for one of five basic conflict strategies: Integrating, Avoiding, Smoothing, Competing, and Compromising. Scores reveal a personal Conflict Strategies Profile.
The facilitator kit provides a sample of the Self-Assessment and the Participant Workbook. Each can be purchased separately:
Self-Assessment #RBCSIA
Participant Workbook #RBCSIP
This Facilitator Guide also features an HRDQue Card and the Conflict Strategies Inventory Poster.
Conflict Strategies Inventory is published by HRDQ
The Conflict Strategies Inventory improves an individual's ability to successfully handle workplace conflict. Based on more than 35 years of research, this training tool explores five different strategies: Integrating, Compromising, Competing, Smoothing, and Avoiding. Most importantly, the Conflict Strategies Inventory accurately identifies one's typical reaction to conflict, examines the potential outcomes associated with each strategy, encourages the use of more effective tactics, and provides skill practice in resolving day-to-day issues.
Participant Self Assessment accompanies the Conflict Strategies Inventory Facilitator Guide (#RBCSIF) by HRDQ.
NOTE: Order 1 per participant.
The Conflict Strategies Inventory is based upon the well-known Blake and Mouton Styles Grid as well as the works of many other respected researchers in the field of conflict management. Packed with extensive interpretive information, hands-on activities, skill development, and action planning, this is a great way to equip individuals with the knowledge and insight they need to address conflict in any situation.
Use the self-assessment to
- Pinpoint one's preferred strategy for managing conflict
- Discover the five different ways people respond to conflict
- Understand how and when to utilize the Integrating strategy
- Learn and practice when to use alternative strategies
- Create a development plan to put the learning into action
The self-assessment takes approximately 25 minutes to complete, and it is recommended to allow up to an hour for the interpretation of results, debrief, and action planning. Participants are presented with ten common workplace situations, individuals identify a preference for one of five basic conflict strategies: Integrating, Avoiding, Smoothing, Competing, and Compromising. Scores reveal a personal Conflict Strategies Profile.
The Conflict Strategies Inventory improves an individual's ability to successfully handle workplace conflict. Based on more than 35 years of research, this training tool explores five different strategies: Integrating, Compromising, Competing, Smoothing, and Avoiding. Most importantly, the Conflict Strategies Inventory accurately identifies one's typical reaction to conflict, examines the potential outcomes associated with each strategy, encourages the use of more effective tactics, and provides skill practice in resolving day-to-day issues.
Participant Workbook accompanies the Conflict Strategies Inventory Facilitator Guide (#RBCSIF) by HRDQ.
NOTE: Order 1 per participant.
The Conflict Strategies Inventory is based upon the well-known Blake and Mouton Styles Grid as well as the works of many other respected researchers in the field of conflict management. Packed with extensive interpretive information, hands-on activities, skill development, and action planning, this is a great way to equip individuals with the knowledge and insight they need to address conflict in any situation.
Learning Outcomes for the Conflict Strategies Inventory include:
- Pinpoint one's preferred strategy for managing conflict
- Discover the five different ways people respond to conflict
- Understand how and when to utilize the Integrating strategy
- Learn and practice when to use alternative strategies
- Create a development plan to put the learning into action
With the Participant Workbook, the Conlict Strategies Inventory can be used as a stand-alone learning instrument, the centerpiece of a more comprehensive curriculum, or a tool to:
- Develop new approaches and solutions
- Tackle recurrent conflict issues
- Inspire interest and creativity
- Introduce conflict management skills to teams
NOTE: The self-assessment (sold separately) takes approximately 25 minutes to complete, and it is recommended to allow up to an hour for the interpretation of results, debrief, and action planning. Participants are presented with ten common workplace situations, individuals identify a preference for one of five basic conflict strategies: Integrating, Avoiding, Smoothing, Competing, and Compromising. Scores reveal a personal Conflict Strategies Profile.
What's your Negotiation Style?
Defeating?
Accommodating?
Collaborating?
Withdrawing?
Compromising?
Everybody negotiates. Whether people are striving to hit their monthly sales quota, campaigning for a deadline extension, or pitching ideas to a team, the same principles apply.
There's more to effective negotiating than the outcome alone. In fact, building productive relationships is equally important. Skillful negotiators know this is the key to their success - and its what sets them apart from the rest.
Based on Ury and Fishers collaborative win-win model, and heavily influenced by the highly-respected Thomas-Kilmann conflict resolution model, the offers a simple framework for determining ones negotiating style and the likely effect it has in negotiating situations.
A powerful combination of self-assessment, 180 peer feedback, and classroom training, the Negotiating Style Profile identifies a preference for one of five negotiating styles: Defeating, Accommodating, Collaborating, Withdrawing, or Compromising.
Learning Outcomes
- Learn five styles of negotiating
- Identify personal negotiating style
- Discover why a win-win approach is most effective
- Learn how ones negotiating style is perceived by others
- Develop an action plan to improve negotiating-style strengths
The Negotiating Style Profile is an excellent starting point for anyone in your organization, from front-line employees to management team members and everyone in between.
How it Works
The Negotiating Style Profile self-assessment presents individuals with 30 statements. Their task is to choose one of seven possible responses, ranging from Completely Characteristic to Completely Uncharacteristic. Scores reveal a preference for one of five negotiating styles: Defeating, Accommodating, Collaborating, Withdrawing, or Compromising.
One self-assessment is needed for each particpant. The facilitator kit provides a sample and the self-assessment can be purchased separately (#RBSNSG).
The Negotiating Style Profile also offers a 180 feedback component that enables individuals to see how they are perceived by their peers. Combining the results of the self-assessment and the feedback provides individuals with an in-depth understanding of their natural tendencies as well as a starting point for improvement. Both pieces take approximately 20 minutes to complete. One hour is recommended for the interpretation of results, debrief, and goal setting.
The Negotiating Style Profile Facilitator Set includes tools to lead a 1 -hour classroom training workshop, including comprehensive background information, step-by-step instructions, optional activities, alternative training options, a reproducible article, and a professional Microsoft PowerPoint presentation. Trainer certification is not required to administer or facilitate the Negotiating Style Profile.
Uses and Applications
The Negotiating Style Profile can be used as a stand-alone learning instrument or part of a more comprehensive curriculum on topics such as negotiating, selling, communication, and conflict resolution. Its an excellent starting point to help individuals:
- Gain awareness of their current negotiating behavior.
- Prepare for an upcoming negotiation.
- Improve the planning and communication skills needed to be an effective negotiator.
- Practice negotiating with people who have different negotiating styles.
- Improve reasoning skills.
The Negotiating Style Profile is suitable for all individuals, especially supervisors, customer service representatives, managers, sales professionals, negotiators, and consultants.
3rd Edition
by Rollin Glaser, EdD and Christine Glaser, MEd
Gain Awareness of Personal Strengths
Based on theories of psychologist William Marston, the HRD Press DISCStyles assessment helps organizations understand how behaviors impact the success of their employees--and their bottom line -- and improve communication and conflict resolution skills.
PRODUCT BENEFITS
- Gain awareness of personal strengths and motivations
- Uncover career development opportunities
- Improve methods for interpersonal communication
- Enhance conflict resolution ability
- Create 360-degree feedback for your leaders
- Build and strengthen teams
- Improve professional relationships internally and externally
SAMPLE TOPICS
- Your Behavioral Style Tendencies, Strengths, and Struggles
- Your Management Strategies and What Motivates You
- Your Communication Preferences
- About the Four Basic DISC styles
- How to Identify Another Person's Style
- How to Use Adaptability for Greater Success
Each assessment includes a score sheet. The scoring can be completed by the test-taker or by a facilitator or HR representative. The booklet describes all the potential style combinations that correlate with the the scores.
Once the assessment has been completed, the test-taker has access to information about their particular profile characteristics in many environments -- at work, socially, under stress, etc. -- and review strategies for increasing personal effectiveness.
The package include 5 paper assessments/scoring bookets.
Transform Your Workplace Culture
Company Culture is an indispensable, outcome-based, and innovative culture training tool designed to inspire, engage, and unite your team like never before. This game is meticulously crafted to spark meaningful interactions, cultivate problem-solving skills, and ignite innovative thinking among players of all levels. Use it to:
- Foster communication, teamwork, and empathy among colleagues.
- Create a culture that attracts top talent, fuels innovation, and drives results.
- Transform your company’s culture into a powerhouse of collaboration, creativity, and camaraderie.
The Card Decks: The two decks of cards are really the heart of this game. One deck is labeled "Hourly," the other "Salaried." Each card in each deck describes a common organizational practice.
- GREEN practices are associated with having a positive impact and move players forward around the board. For instance,
- This company offers tuition reimbursement. Move forward 4 spaces.
- This company fosters a strong sense of community. Move forward 4 spaces.
- This company teaches managers coaching techniques. Move forward 6 spaces.
- RED practices have adverse effects and move players backward around the board. For instance
- This company does not have strategies in place to prevent employee burnout. Move back 3 spaces.
- People in this company hold meetings with no specific agenda or purpose. Move back 1 space.
- People in this company miss opportunities for gratitude and appreciation. Move back 2 spaces.
When players pick a card, they read it aloud and move the designated spaces. If the card resonates with them or reminds them of an experience, they are invited to share as they feel comfortable. Players don't have to discuss every card, but are invited to discuss those cards that inspire a response. The number of spaces listed on each card reflects the amount of good or harm that might result from the described behavior. As such, players might also discuss whether they agree or disagree with those assessments.
Overview: The game consists of a gameboard, player pieces, and two decks of cards. Players move around the board once, then progress up their designated ladder to the center space. How many spaces a player moves (forward or backward) is determined by the instructions on the card that's drawn. As such, this is not a game focused on strategy and winning, but rather on communication and conversation.
Teams are encouraged to collaboratively create 3–5 achievable, practical action initiatives (policies, behaviors, or practices) customized to the organization.
The results of game play have been goal-setting collaborations that reduce turnover, increase productivity, and make your workplace “the place to be.” Company Culture game players have been known to devise new policies, revise vision and mission statements, streamline processes, and initiate charitable contributions in the community.
HOW TO PLAY
Players: 2-6 per board are recommended, though you can set up team play
Time: 30 minutes to an hour or more
Setup: Roll the die to see if each participant will play from the perspective of a "Salaried" or "Hourly" worker. NOTE: If these distinctions aren't meaningful for your group, feel free to divide the group by departments or some other method that works for your organization. The point is to force groups to think about an organizational practice from a range of perspectives. Assign a note-taker who can record ah-ha moments, as well as topics that should be revisited at a later time.
Flow of Play: Roll a die to determine who goes first. Players must roll an odd number to begin play. At each turn, players pick a card, read it, and discuss as a group if inspired to do so. The notetaker keeps track of poignant moments and conversations that need revisiting. Play concludes when time is up or when one team reaches the center space.
WHAT'S INCLUDED
- Game Board
- 6 pawns
- 1 die
- 1 deck Hourly cards
- 1 deck Salaried cards
- Facilitator and player instructions and debrief questions
- Goal Tracking worksheet
WHO BENEFITS?
Company Culture is a game for department meetings, company events, team-building workshops, diversity and inclusion training, Employee Resource Groups (ERG), mentoring programs, and celebrating achievements to foster a sense of community and belonging.
- Learn what’s really going on in your organization
- Give people an invitation to speak up and be heard
- Discuss values and realities in a psychologically safe way
- Take action on ideas that develop as a direct result of the experience
- Encounter information about what it’s like to be in “someone else’s shoes”
- Laugh at the consequences of others without the negativity that comes from deliberate actions
- Real, focused outcomes (policies, procedures, actions, events)
For managers looking to improve their organizational culture and become a "best place to work," bring this activity to:
- Department and staff meetings
- Company retreats
- Lunch and learns
- Employee Appreciation Days
- Leadership, EQ, and Communication training events
WHY IT MATTERS
Employee turnover is expensive. According to the Society for Human Resource Management, replacing an employee can cost up to 25% of their annual salary, not including lost productivity, sales, customer service, and operational disruption.
Then, as an example, the loss of that $80,000 employee can drain an additional $20,000 or more from the organization before the new hire even reaches full effectiveness.
If even one employee stays because they felt seen, heard, and valued—and because they helped shape meaningful organizational goals—the experience using with our game can quickly pay for itself many times over.
IS THERE A VIRTUAL EDITION?
Yes! The virtual edition costs about $6.00 per player. We'll be happy to share more details!
A high-functioning company culture is the key to a profitable business—and the Company Culture Board Game® turns that belief into action.
WATCH A QUICK DEMOCUSTOMER TESTIMONIALS
I don’t know if anybody else from my company is also writing a review and I don’t know if the supervisors that bought the game are. But I just felt like I wanted to say something. We had the company culture board game at my company for our June end of fiscal year meeting and a bunch of different departments played it together. We ended up creating four different goals, and one of them was specifically for my department. We really loved it because they created a list of questions based on conversations that came out of playing the game together, and then had meetings with each of us.
After that, they created a procedure for our department that came from the comments that we made in the questionnaire. And we are really loving it. It just makes everybody happier because working together is a lot more smooth and we don’t have the tension we used to have.
I’m positive this never would have happened if that game hadn’t given us a way to talk about things that we had never been asked about before. ~Johan Siddique
We all want to spend our day in a workplace that embodies a culture that demonstrates positive values and where people enjoy coming to work, feel appreciated and are acknowledged. Playing “Company Culture” is an extremely effective team-building activity that can be used over and over to work toward those goals! ~Dr. Judith Ziol
We participated in the workshop “Company Culture Is Not a Game – Unless It Is” and got to play her game Company Culture – a Game of Workplace Traction not Transaction led by Stephanie. It was fun and engaging, but also thought-provoking and we each walked away with some good ideas to continue building upon our strong cultural foundation at Amalyn Consulting. We had a chance to interact as a team and to provide feedback and suggestions as individuals. I recommend Stephanie’s game for organizations that want to leverage their leadership team’s talents and ideas to continue moving their organization forward in a positive way. ~ Amy Shuckhart, CEO, Amalyn
Our team really had fun during our Company Culture is Not a Game workshop!! It was refreshing to spend time relating with one another and talking about what makes each of us tick. Playing a game together that focused on building culture and recognizing what ‘good’ culture is and what ‘not so good’ culture is, was both fun and productive!!” ~ Colleen Riske
What a unique game! Company Culture really helped me get in touch with what my employees need. It was easy to adapt the game from exempt/non-exempt to onsite/work-from-home perspectives. ~ Kelly Rockhold, SHRM-CP
This is a must-have organizational training tool. The beauty of this game is that it’s never the same thing twice. You can use this game once a year or even every six months and never have the same experience. And that’s before you even count the bona-fide benefits to your entire workforce. ~ Michael Echevarria, CFO
We had Stephanie conduct a workshop for us. There were multiple games being played at the same time and the energy was super high. Lots of great discussion going on in each group. It was super fun and very easy to understand and play. I would highly recommend this game for any company regardless if you already have a great culture. ~ Linda Michaels, Founder, AZ HR Hub
I absolutely love this game. I was able to play it during one of Stephanie’s workshops. It was so much fun! And I left the workshop thinking about all of the culture challenges I’ve faced at past jobs and how this game could have really helped our teams. In fact, during one of my recent talks, I asked Stephanie to bring the game for that audience to get their hands on. I think every leader out there needs to play this game with their team and find ways to build their own collaborative culture. ~ Stuart Preston, public speaker and author
I think the game is an essential asset to any company as it highlights the importance of understanding one another between higher and lower-level employees, which is something that is lacking in many businesses. It’s thought provoking while not forgetting that having fun is just as important as the conversation itself. ~ Aaron P.
I loved the game for the fun but more importantly for the conversations it could open up in a company, among the leaders and the employees of that company. ~ Cheri Foschi
The Intentional Collaboration Game takes players on a journey from working alone to true co-creation — exploring the full spectrum from Isolation to Cooperation to genuine Collaboration. This one-of-a-kind, LEGO-based learning experience unfolds in three engaging rounds:
Round 1 – Isolation: Each player works independently, building "something useful" using only their own set of single-colored LEGO bricks, hidden behind a paper divider.
Round 2 – Cooperation: Players invite a partner to offer suggestions — and even share their own uniquely colored pieces — to enhance and improve each other's creations. This simulates both the pros of focused, undistracted work, and the cons of limited resources and ideas. Each still works on their own project, but now they share ideas and resources.
Round 3 – Collaboration: Groups of three (or more) now move into true co-creation, sharing ideas and combining all of the LEGOs into a unified, shared vision.
By the end, what began as three separate, single-hued builds evolves into a vibrant, multi-colored expression of collective creativity. Each team member can literally see what they contributed to the collaborative creation!
WHAT MAKES IT POWERFUL?
Throughout the exercise, participants experience a full range of reactions — focus, admiration, inspiration, confusion, disappointment, excitement, frustration, and more. Along the way, they'll discover firsthand the pros and cons of each engagement style:
- Isolation: Team members enjoy full autonomy, "flow," and freedom of expression — but quickly encounter the limits of working with only their own resources, perspective, and ideas.
- Cooperation: Team members experience resource sharing, synergy, and flexibility emerge as real benefits of working together— as well as the challenges of communication, conflicting ideas, and compromise.
- Collaboration: Unexpected innovation and shared ownership become possible — alongside the complexities of joint decision-making, personality differences, and group dynamics.
KEY TAKE-AWAYS
This experience gives groups a compelling, hands-on way to explore:
- Balancing quiet focus and “flow” with dynamics of input and feedback – when are each necessary
- Ownership of ideas – independent and/or shared
- Differences in style (who likes/dislikes working alone)
- Differentiating “Cooperation” from “Collaboration.”
- Unequal allocation of resources — and what that means for equity and fairness
- Negotiating for additional resources
- Competition vs. Collaboration – is sharing resources hard?
- Leadership / Communication dynamics (who speaks a lot/little)
- Dismantling work you’ve already done to accommodate others
- Group decision making
- Team identity: Me vs. the Team
- Time Management
- Evaluating Multiple Options and Visions
- Being intentional about independence vs. collaboration
WHAT'S INCLUDED
Everything you need for three participants:
- 1 Set of Facilitator Notes (available 5/20/2026)
- 3 Participant Workbooks
- 3 Bags of LEGO pieces (each a different single color — one per player; NOTE: color packs will be selected randomly from 7 different options –red/purple, yellow/green, blue, white, brown, black))
- 4 LEGO minifigures (distributed to one player only)
- 4–6 LEGO wheel sets (distributed to one player only)
- 3 Paper Dividers (for privacy during Round 1)
Developer, John Riordan, Explains the Experience
Note: Players do not receive identical sets of bricks — and that's intentional. Differences in piece type, quantity, and shape naturally spark conversations about resource scarcity, inequity, and fairness.
by Candido Segarra (Author)
ARE YOU A BOSS OR A LEADER? Transforming your Management and Leadership Style for the 21st Century
In post COVID-19 world, managers at all levels are adapting and altering their leadership style, typically from an authoritative "boss" model, to one of a coach, mentor, and people developer to meet the needs of new generations of leadership talent and a changing workplace. How to Become a World-Class Training Facilitator and Coach, designed for non-training leaders, is a no-nonsense, extensive guide in the processes of learning how to facilitate meetings, training, and development programs of all kinds as well as group presentations and designing programs.
Candido Segarra, drawing on his decades of successfully developing leaders and management teams, shares his wisdom and vision of transformational leadership development and training, while providing the layered skills and techniques necessary to become a world-class trainer, facilitator, coach, mentor, and people developer.
Whether you are just beginning your managerial career, are an experienced manager, or are a facilitator wanting to sharpen and expand your skill set, this book lays the foundation for transitioning from a "boss" model to becoming an intuitive leader, people developer, and facilitator for all types of training processes. It is a must-read for 21st-century leaders!
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