Frequently

Asked

Questions

We have got you covered.

General Course FAQs

What if I have difficulties accessing the course?

If you’re having trouble accessing your course, please email [email protected] with the course name and a description of the issue. Include a screenshot of any error message, if possible, so we can help you resolve it.

What if I have difficulties accessing my downloadable items?

If a course resource won’t open or download, please email [email protected] with the course name, the resource you’re trying to access, and a description of the issue.

How long do I have to complete my course?

You can complete your course at your own pace. You’ll have ongoing access to your purchased courses, allowing you to revisit the lessons and resources.

Is there a pricing incentive to purchase multiple courses at once?

Yes!!!!! We offer discounted rates for multiple course purchases. Our goal is to make online learning accessible with reasonable price points so that everyone can develop their professional and leadership skills. Please email [email protected] for details about the available options.

How can I contact Leadership Legacy Co.?

You can email us at [email protected] for questions about our courses, resources, or purchasing options.

Escalation Reimagined FAQs

What does it mean to escalate something at work?

Workplace escalation means recognizing that an issue needs additional attention, authority, information, support, or a decision and raising it appropriately. It doesn't automatically mean creating conflict, complaining, or going over someone's head.

How do I know when I should escalate an issue?

Knowing when to escalate is one of the core skills covered in the course. You'll learn to recognize “greenlight moments” when escalation is appropriate rather than escalating from frustration or waiting until a problem has become much bigger.

Why does my boss keep asking me to escalate?

Your manager may need visibility into an issue, or the situation may require authority, information, support, or a decision you don't have. The course helps reframe escalation as a professional communication tool rather than evidence that you couldn't handle something yourself.

How do I escalate without sounding like I'm complaining?

The course teaches a repeatable approach for raising issues clearly, respectfully, and with a focus on what is needed next rather than simply passing a problem to someone else.

What if someone reacts badly when I escalate?

The course helps you prepare for and respond to pushback, criticism, or defensiveness while staying focused on the issue and what needs to happen next.

The Shark Effect FAQs

Can The Shark Effect help me work with different personalities?

Yes. The course helps you recognize patterns in how people communicate, make decisions, respond to pressure and change, and interact with others. Sharketypes go beyond simply putting people into personality categories by helping you understand what may be driving behaviour and the impact you have on others.

Is The Shark Effect only for managers and leaders?

No. It is designed for managers and leaders, emerging leaders, and professionals at any level who want to better understand themselves, their boss, coworkers, employees, and workplace dynamics.

Can this course help me deal with a difficult boss or coworker?

The course can help you better understand challenging workplace relationships by looking at behaviours, communication and decision-making styles, responses to pressure, workplace dynamics, and your own reactions and impact.

Will The Shark Effect help me communicate with different types of people?

Yes. You'll learn more about how different people communicate, make decisions, and respond to situations, while also becoming more aware of your own communication patterns and how you may need to adjust your approach.

Does The Shark Effect teach me about my own leadership style?

Yes. Understanding your dominant and secondary Sharketypes and the “wake” you create can give you greater insight into how you communicate, make decisions, build relationships, and affect the people around you.

The Emperor’s New Leadership FAQs

How do I know if my team is afraid to tell me the truth?

Look for patterns rather than one isolated interaction. People may stop challenging ideas, raise fewer concerns, agree quickly, or save their honest conversations for when the leader isn't present. The course helps you examine your leadership environment and recognize signs that people may not feel comfortable speaking openly.

Why does everyone on my team seem to agree with me?

Agreement can be genuine, but constant agreement can also be a sign that people have learned it is easier or safer not to challenge the leader. The course explores polite silence and how leaders can create conditions where respectful disagreement is welcomed.

How do I know if I've lost credibility with my team?

Changes in trust, communication, engagement, openness, or how people respond to your leadership can provide important signals. The course helps you examine those signals without jumping to conclusions and identify where repair may be needed.

How can I get employees to give me honest feedback?

Honest feedback depends on more than asking for it. Leaders also have to consider how they respond when people disagree, raise concerns, make mistakes, or tell them something they don't want to hear. The course helps you examine the environment you're creating around feedback and speaking up.

What is a leadership blind spot?

A leadership blind spot is something about your behaviour, impact, assumptions, or leadership environment that others may recognize before you do. Becoming aware of those blind spots can help you better understand how your leadership is being experienced by the people around you.

The Team Economy No One Taught You FAQs

Why aren't my employees engaged even though I pay them well?

Pay matters, but it is only one part of what employees receive in exchange for their effort. Trust, recognition, relationships, credibility, leadership behaviour, opportunities, and everyday workplace experiences can all influence whether someone believes the return they're receiving is worth what they're putting in.

Why do employee perks sometimes fall flat?

Something only creates value if the person receiving it actually values it. A perk a leader believes is a significant deposit may have very little value to an employee, particularly if other parts of their workplace experience are creating withdrawals.

Why are my employees doing the bare minimum?

Reduced effort can have many causes, but one possibility is that employees no longer believe additional effort produces a worthwhile return. The Team Economy helps leaders examine the deposits, withdrawals, deficits, and value exchanges that may be influencing effort.

Why does it feel like nothing I do for my employees is ever enough?

The issue may not always be how much you're giving. It may be whether what you're giving carries value for the people receiving it. The course helps leaders better understand what employees value rather than assuming every investment creates the same return.

How do I rebuild trust and credibility with my team?

Rebuilding trust usually requires more than one large gesture. The Team Economy helps leaders examine the withdrawals that may have created a deficit and consider more intentional deposits that can begin rebuilding value, trust, and credibility over time.

BRAVE Leadership Theory FAQs

How do I know if my leadership style is outdated?

A leadership approach isn't necessarily outdated simply because it has been used for a long time. The question is whether the assumptions, habits, and behaviours behind it are still effective with the people and workplace you're leading today. The course helps you examine what still serves you and what may need to evolve.

How do I lead different generations in the workplace?

Leading a multigenerational team means recognizing that people may bring different experiences, expectations, communication preferences, and perspectives to work without reducing anyone to a generational stereotype. The course helps you understand those differences while developing a leadership approach that can adapt to the people in front of you.

Why don't people want to work anymore?

That question often reflects frustration with changes in employee expectations, workplace norms, and what people value from work. Rather than assuming an entire generation lacks work ethic, the course helps leaders examine what has changed and how their leadership may need to adapt.

What happened to work ethic?

Ideas about work ethic can look different across generations and individuals. Expectations around loyalty, balance, communication, advancement, flexibility, and the role work plays in someone's life have changed. The course helps leaders explore those differences without assuming that different automatically means worse.

Why can't I relate to younger workers?

Differences in experiences, expectations, communication, technology, and attitudes toward work can make it harder for leaders and younger employees to understand one another. The course helps leaders examine those differences, challenge assumptions, and adapt without pretending generational differences don't exist.

How do I become a more emotionally intelligent and resilient leader?

The BRAVE Leadership Theory includes emotional literacy and resilience as part of developing a leadership approach that can respond more intentionally to pressure, change, relationships, and the demands of today's workplace.