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Please include any feedback that was not captured in the previous questions. We want to make this program the best it can be so please be specific and include actionable items.

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Have other comments that require a longer conversation?

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Have other comments that require a longer conversation?

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For any additional comments, please reach out to Doug Burns, Ben Miller, or Jenny Amaro-Palacios

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How soon would you like new managers to join a formal launch for Manager Training?

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How soon would you like new managers to join a formal launch for Manager Training?

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Please include in your response information regarding this extension question:

Would you prefer cohorts of new managers who are organized with peers in similar departments, or a mix across Figure?

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How well do the objectives and 6 modules align with our development needs for new managers at Figure?

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How well do the objectives and 6 modules align with our development needs for new managers at Figure?

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Is there anything we are missing or topics you would like to see covered during the formal rollout?

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How was your general experience with the first 3 modules for the Mgr Training Pilot?

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How was your general experience with the first 3 modules for the Mgr Training Pilot?

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Please include whether you want to roll it out to your team and any changes you would make to ensure a valuable experience.

Please include in your response information specific to this extension question:

What is the most significant impact or transformation you’ve noticed that you would correlate with participation in this pilot program?

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The following themes will be incorporated throughout the entire program. These will serve as a consistent thread from module to module. These themes will guide our managers in understanding and developing strong leadership that lifts everyone at Figure to a higher level of fulfillment, learning, and impact.

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The following themes will be incorporated throughout the entire program. These will serve as a consistent thread from module to module. These themes will guide our managers in understanding and developing strong leadership that lifts everyone at Figure to a higher level of fulfillment, learning, and impact.

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Managing Remotely

Inclusive Leadership

Figure’s Culture & Values

Figure Company Values

Communicating with Impact (how we communicate, communication tools to leverage by topic)

Incorporating Employee Goals and supporting your employees’ performance and development

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1. Managers will understand the difference between coaching and managing and when it is appropriate to apply coaching vs. managing skills and behaviors.

2. Managers can use and apply the skills of cognitive coaching in their coaching conversations.

3. Managers will deepen their understanding of asking questions and building curiosity as skills to become a stronger coach.

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1. Managers can provide ongoing feedback to direct reports and team members to support them real-time.

2. Managers can impactfully write and deliver formal performance feedback in a motivating way that inspires future-looking behaviors and outcomes.

3. Managers will learn frameworks to guide them in delivering meaningful feedback.

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1. Managers will understand and strengthen skills required to prepare and deliver difficult conversations.

2. Managers can frame a difficult conversation so that team and employee outcomes improve performance

3. Managers will have the courage to lead difficult conversations proactively to benefit their employees and broader team.

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1. Managers can strengthen their skills for objectively interviewing and selecting qualified diverse team members.

2. Managers can build a highest performing team by understanding the levels of the Lencioni Pyramid (Building Trust, Conflict, Commitment, Accountability and Results)

3. Managers can build awareness and strategies for recognizing and minimizing unconscious bias, so that team building occurs fairly. (Insider/Outsider Dynamics, Proximity Bias, Decision Making for Preference vs. Tradition vs. Requirement, etc.)

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1. Managers can prioritize tasks based on urgency and importance for better self and team management.

2. Managers can intentionally think about how and when to equitably assign work to others based on skill sets, performance, potential, and workload/business needs.

3. Managers will learn tools and techniques for improving accountability of delegated tasks and responsibilities.

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1. Managers can chart a career and growth path for their employees that will create a challenging work environment while including stops along the path to give praise and acknowledge growth

2. Managers will strengthen muscles for just-in-time recognition and guiding employees to celebrate growth throughout and after a project/win/loss, etc.

3. Managers will have a better understanding of when and how to formally recognize employees for strong work and performance.