8 Leadership Tips from Real Leaders
Course Length: ½ or 1 day
We surveyed dozens of leaders from various fields (business, medicine, military, government) and asked them for their recommendations for successful leadership. We organized and categorized these suggestions into the top eight tips, and then we asked our leaders for their illustrative anecdotes. The result is 8 Leadership Tips from Real Leaders — practical advice from people who know!
Introduction: Advice from real leaders
Part 1: Reflect Integrity
Part 2: Demonstrate Respect
Part 3: Take Responsibility and Delegate Responsibility
Part 4: Define the Mission
Part 5: Listen Carefully
Part 6: Communicate Clearly
Part 7: Share Your Passion for the Work
Part 8: Recognize Team Members
Part 9: Conclusion
Summary
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Accountability
Course Length: ½ or 1 day
This course will teach you the techniques to manage employees for maximum results–either individually or as a team. Employees who feel a sense of “ownership” in their organization and their work are more responsible and productive. After completing this course, you will have the critical skills to increase employee self-confidence and success, establish positive expectations and rapport, delegate effectively to get the results you need, and strengthen communication and trust through active listening.
Part 1: The Case for Accountability
Part 2: The Manager/Employee Relationship
Part 3: Leadership & Management Skills
Part 4: Communication Tools That Build Accountability
Part 5: Follow-Up Ideas for Skill Development
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Achieving Supervisory Excellence
Course Length: ½ or 1 day
Business is moving faster. The economy is getting tougher. Competition is more intense. Simply put: the need for excellent supervisors is stronger than ever before. Become the supervisor your company and your people need right now. Learn how to be more effective and how to significantly increase the productivity and performance of your employees.
Part 1: Establish High-Performance Goals
Part 2: Persuade Positively
Part 3: Solve Problems Proactively
Part 4: Supervise with Flexibility
Part 5: Lead a High-Energy Work Environment
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Advanced Interpersonal Communication
Course Length: ½ or 1 day
This course teaches students about interpersonal communication styles and techniques. Students learn how to ask and answer questions, use nonverbal communication, give feedback, and empower employees. Students also learn how to communicate with individuals who hold different positions in an organization, such as peers, supervisors, subordinates, and customers/vendors. Course activities also cover promoting ideas, handling negotiations, and dealing with human resource issues. Students identify an organization’s culture, discuss how communication can perpetuate a culture, define a cultural network, and explore ways to take advantage of a cultural network.
Unit 1: Communication styles and methods
Unit 2: First impression and building rapport
Unit 3: Building relationships through feedback
Unit 4: Supervisors
Unit 5: Colleagues and subordinates
Unit 6: Customers and vendors
Unit 7: Organizational culture
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Applying Leadership Principles
Course Length: ½ or 1 day
You will identify the principles of effective leadership and practical strategies to apply on the job to improve your performance as a leader within your work group or organization.
Target Student
This course is intended for a wide range of managers, team leaders, and individual contributors who seek practical guidance regarding leadership strategies.
Course Objectives
Upon successful completion of this course, students will be able to:
- Develop critical leadership skills.
- Build great business relationships.
Lesson 1: Developing Critical Leadership Skills
Lesson 2: Building Great Business Relationships
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Appraising Performance
Course Length: ½ or 1 day
Appraising Performance provides an overview of the basics of conducting performance appraisals. It provides guidelines and best practices for evaluating and improving the work performance of employees, thereby increasing quality and productivity.
Course Objectives
- Establish performance expectations so that desired work results are achieved in accordance with the organization’s values and quality standards.
- Write a performance appraisal so that it reflects an objective evaluation of the individual’s work performance.
- Prepare for a performance appraisal discussion so that there are no barriers for an effective discussion.
- Conduct a performance appraisal so that mutual understanding and cooperation is achieved and a realistic development plan to improve future performance is prepared.
- Follow up on a performance appraisal so that future performance meets expectations.
Lesson 1: Establishing Performance Expectations
Lesson 2: Writing a Performance Appraisal
Lesson 3: Preparing for the Appraisal Discussion
Lesson 4: Conducting the Performance Appraisal Discussion
Lesson 5: Following Up
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Becoming a Successful Supervisor
Course Length: ½ or 1 day
Becoming a supervisor for the first time usually comes with mixed emotions and a lot of questions. Will you be able to help others in ways no one did for you? Can you manage people effectively when they used to be your peers? Where do you start? Get the answers to all your questions and learn to be an effective and confident leader.
Part 1: Transitioning to Supervision
Part 2: High-Performance Management
Part 3: Communicating with Others Proactively
Part 4: Coaching for Excellence
Part 5: Dealing Positively with Change
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Coaching Essentials
Course Length: ½ or 1 day
As a leader in your organization, you are expected to help people meet or exceed expectations and to help ensure productivity and profitability for the organization. Coaching is a leadership tool that is effective in improving performance and contributing to the goals of the organization. In this course, you will explore the benefits of coaching, coaching approaches, how to develop an action plan, and methods for ensuring the coaching process is successful. You will establish a coaching relationship with the coached, use appropriate skills for conducting the coaching conversation, and be able to create, monitor, and modify the coaching action plan.
Target Student
Managers, supervisors, team members, team leaders, project managers, mentors and anyone who needs to coach and give feedback as part of his or her job and who wants to learn how to apply the coaching process in order to successfully improve the performance of others.
Course Objectives
Upon successful completion of this course, students will be able to:
- Establish the coaching relationship.
- Identify methods of conducting the initial coaching conversation.
- Execute an action plan.
Lesson 1: Establishing the Coaching Relationship
Lesson 2: Conducting the Initial Coaching Conversation
Lesson 3: Executing the Action Plan
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Communication Skills for Leaders – Delivering a Clear and Consistent Message
Course Length: ½ or 1 day
How you look. How you act. How you present yourself. That’s how you connect with the people at work who count on you for guidance. The truth is: the art of building relationships and communicating effectively isn’t taught in the classroom. But it’s all right here. Learn how to use words, gestures and even humor to communicate better as a leader.
Part 1: Keys to Effective Interpersonal Communication
Part 2: Developing Connection
Part 3: Developing Energy
Part 4: Developing Credibility
Part 5: Developing Interaction
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Correcting Performance Problems
Course Length: ½ or 1 day
This course introduces students to performance problems and how they affect an organization. Students learn how to determine the severity of a performance problem, identify causes, approach employees who have problems, conduct effective feedback sessions, explain the impact of problematic behavior, address negative employee responses, and respond to employee reactions. Course activities also cover conducting an effective disciplinary meeting and determining whether you have sufficient cause and evidence to discipline an employee, and preparing for disciplinary action. Students will also learn how to document and use information about an employee’s performance, and conduct a follow-up meeting with an employee.
Unit 1: Identifying Performance Problems
Unit 2: Investigating Performance Problems
Unit 3: Providing Feedback to Employees
Unit 4: Addressing Behavioral Problems
Unit 5: Disciplining Employees
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Creating a Winning Management Style
Course Length: ½ or 1 day
You will learn to adopt the best practices for a winning management style and to build an effective team.
Target Student
This course is geared toward new and seasoned managers and team leaders who seek to learn best practices related to general management duties.
Course Objectives
Upon successful completion of this course, students will be able to:
- Learn to adopt the best management style.
- Learn to build a competent team.
Lesson 1: Adopting the Best Management Style
Lesson 2: Building a Competent Team
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Delegation Skills for Leaders
Course Length: ½ or 1 day
Getting promoted to the role of supervisor is a great achievement. Getting work done through others is a special challenge to all new supervisors, and even some established ones, but it is a skill that can be learned and mastered. The ability to thoughtfully delegate tasks involves four major functions–planning, organizing, motivating, and controlling. DELEGATION SKILLS FOR LEADERS explains each of these areas and more. As a supervisor, you are responsible for the work of others, and taking the time to match tasks with employees’ special skills and abilities is the key to your success. The act of delegating work also involves honing your interpersonal skills, being able to judge the readiness of an employee to take on a project, and being able to instill confidence in that employee to get the job done. Finally, if you are having trouble entrusting others to perform specific tasks, this course will help you become more comfortable in sharing responsibility and letting go of the “I-can-do-it-all-myself” mindset.
Part 1: The Role of the Manager
Part 2: Analyzing Personal Delegation Skills
Part 3: Preparing to Delegate
Part 4: Carrying Out the Delegation
Part 5: Using Delegation for Managing Change
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Developing Yourself as a Leader
Course Length: ½ or 1 day
This course will provide the methods to perform a personal assessment so that new managers can identify areas for improvement and apply strategies to develop and grow their leadership capabilities. Managers will identify strategies that will help you develop as an effective leader. This course is intended for first-time managers, team leads, and individual contributors on techniques and best practices for continual improvement of themselves as leaders.
Course Objectives
Upon successful completion of this course, students will be able to:
- Assess your leadership capabilities.
- Establish your leadership development plan.
Lesson 1: Defining Leadership
Lesson 2: Assessing Your Leadership Traits
Lesson 3: Establishing Your Leadership Development Plan
Lesson 4: Developing Your Communication Skills
Lesson 5: Building Your Reputation
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Effective Management
Course Length: ½ or 1 day
The world of business is increasingly becoming centered about the interaction of different teams, both within and outside the organization. The success of a team within a company is often directly linked to the ability of a manager to lead and manage the team effectively. In order to perform the job well, the manager must understand the different roles of everyone involved in the team, and be trained in developing the capabilities of all team members and addressing issues as soon as they surface. This course will help you gain an understanding of the basic fundamentals of becoming an effective manager for your team. This course is appropriate for professionals who are either at the managerial level, or are interested in becoming team leaders.
Course Objectives
Upon successful completion of this course, students will be able to:
- Determine the roles that a manager must fill on a team, and explore the key areas of personal development.
- Discover how to detect silent messages through body language and other means of nonverbal communication. You will also bolster your
- Listening skills through active listening.
- Discover ways of identifying problems, prioritizing problems, and implementing solutions effectively.
- Empower your workgroup through delegation and coaching.
- Discover the stages of team development and examine the need for regular team meetings.
Lesson 1: Developing as a Manager
Lesson 2: Communicating Successfully
Lesson 3: Creating Successful Solutions
Lesson 4: Empowering Your Workgroup
Lesson 5: Cultivating Great Teams
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Effectively Managing Technical Teams
Course Length: ½ or 1 day
You will acquire the skills and knowledge necessary to effectively manage technical teams. This course is designed for team leads, middle managers, and first time managers of technical teams who have basic team leadership skills and knowledge.
Prerequisites
It is recommended that you have basic team leadership skills and knowledge prior to taking this course.
Course Objectives
Upon successful completion of this course, students will be able to:
- Establish a technical team.
- Develop technical teams.
- Solve problems within technical teams.
Lesson 1: Establishing a Technical Team
Lesson 2: Developing Technical Teams
Lesson 3: Solving Problems within Technical Teams
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Emotional Intelligence for Managers
Course Length: ½ or 1 day
In this course, you will assess your current emotional intelligence capabilities, determine your strengths, and identify areas for improvement. You will examine how emotions affect behavior and how those behaviors impact your relationships with others. You will also develop strategies for managing the emotional energy in yourself and others.
You will evaluate your current emotional intelligence abilities and apply strategies to improve your emotional intelligence. This course is designed for the emerging manager or mid-level manager. Prior to beginning this course, you should have experience in managing people.
Course Objectives
Upon successful completion of this course, students will be able to:
- Evaluate your emotional intelligence.
- Develop strategies for effectively applying emotional intelligence in the workplace.
Lesson 1: Evaluating Emotional Intelligence
Lesson 2: Applying Emotional Intelligence In A Business Environment
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Employee Motivation
Course Length: ½, 1, or 2 days
Employee Motivation is becoming ever more important in the workplace as time goes on, and everyone agrees that a motivated workforce is far more likely to be a successful workforce. The happier and more professional an employee is, the better the results they will deliver for you. Of course, every employer wants to make sure that they have a workforce who will do their best, but this does not simply mean making the job easy for their employees. In fact, part of the problem of motivation is that where the job is too easy, employees become complacent.
There is therefore a challenge for all employers and management in delivering the right balance between a confident, motivated workforce and a workforce which is driven to attain goals. It can be described as a mix between the pleasure of a comfortable working environment and the fear of failure, although in honesty it is more complicated than that equation suggests. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce. This manual is designed to show participants the way to get the best out of a confident, motivated set of employees, and to show them how to motivate that group.
Module One: Getting Started
Module Two: A Psychological Approach
Module Three: Object-Oriented Theory
Module Four: Using Reinforcement Theory
Module Five: Using Expectancy Theory
Module Six: Personality’s Role in Motivation
Module Seven: Setting Goals
Module Eight: A Personal Toolbox
Module Nine: Motivation On the Job
Module Ten: Addressing Specific Morale Issues
Module Eleven: Keeping Yourself Motivated
Module Twelve: Wrapping Up
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Employee Performance
Course Length: ½ or 1 day
This course teaches students to develop the skills needed to address a difficult person according to their specific behavior. In a case study, students will have the opportunity to meet with several departmental team members to address their difficult personalities, follow the guidelines for managing difficult people to decrease the department’s turnover rate and meet the release date for a new product. Students will also learn how to give constructive feedback-both praise and criticism-to subordinates or peers, and use strategies for effective conflict resolution. Course activities also cover addressing conflict between managers, between employees, and among team members.
Unit 1: Managing Difficult Employees
Unit 2: Communication
Unit 3: Feedback
Unit 4: Conflicts
Unit 5: Resolving Conflicts
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Excellence in Supervision
Course Length: ½ or 1 day
This course will show you how to gain the respect and support of your employees, use coaching skills to help others excel and accomplish goals, deal effectively with changing times and confusing situations, communicate confidently with your employees, peers, and manager, and establish expectations for high performance. As a supervisor you must lead employees to success and understand that their success is your success. Supervisors need to possess a multitude of skills in communication, performance management, coaching, and flexible decision making. Learning and applying these skills quickly is essential for any supervisor’s success.
Part 1: Getting Started
Part 2: Managing for High Performance
Part 3: Communicating with Others Proactively
Part 4: Coaching for Excellence
Part 5: Dealing with Change Positively
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Facilitation Skills
Course Length: 1 or 2 days
Facilitation is often referred to as the new cornerstone of management philosophy. With its focus on fairness and creating an easy decision making process, facilitation can help any organization make better decisions. This workshop will give participants an understanding of what facilitation is all about, as well as some tools that they can use to facilitate small meetings.
Module One: Getting Started
Module Two: Understanding Facilitation
Module Three: Process vs. Content
Module Four: Laying the Groundwork
Module Five: Tuckman and Jensen’s Model of Team Development
Module Six: Building Consensus
Module Seven: Reaching a Decision Point
Module Eight: Dealing with Difficult People
Module Nine: Addressing Group Dysfunction
Module Ten: About Intervention
Module Eleven: Intervention Techniques
Module Twelve: Wrapping Up
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Feedback Skills for Leaders
Course Length: ½ or 1 day
People crave feedback. Leaders who learn how to provide effective feedback create opportunities for employees to grow, become motivated, and make positive contributions to their organizations. FEEDBACK SKILLS FOR LEADERS shows new and even experienced managers the benefits of developing this critical skill, both in giving and receiving feedback. Readers will learn specific techniques for receiving and responding to critical feedback and will learn the positive impact of praise and positive messages. This edition includes new information on how gender and generational differences can impact employees’ expectations and how well feedback is received.
Part 1: Understanding Resistance to Criticism
Part 2: Responding to Critical Feedback
Part 3: Giving Constructive Feedback
Part 4: Giving Positive Feedback
Part 5: Handling Recurring Problems
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From Technical Specialist to Supervisor
Course Length: ½ or 1 day
This course is designed to help you make the transition from technical expert to people management. The basic building blocks of communicating, motivating, and delegating are clearly presented. In addition, completing the Technical Supervisor Action Plan will help you implement your new supervisory skills on the job.
Introduction: Why Technical Supervising Is Unique
Part 1: The Transition: Getting Off to a Good Start
Part 2: Communication: Skills for Technical Supervisors
Part 3: Motivation: Creating Incentives
Part 4: Delegation: Learning to Let Go
Part 5: Planning for Further Development
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Frontline Leadership
Course Length: ½ or 1 day
This course teaches students how to deal with difficult employees. Students learn about the characteristics and sources of difficult behavior, effective techniques to prevent difficult behavior, and effective communication methods. Students will learn the importance of managing knowledge, conducting assessment interviews, asking for employee input, and providing continuing education opportunities for employees. Course activities also cover the affects technology has on the exchange of knowledge and how to use different types of communication technology. Finally, students examine workplace culture and how to lead employees through culture changes as well as tips for fostering a positive work environment, addressing negativity, and inspiring employee innovation.
Unit 1: Frontline Leadership
Unit 2: Managing Knowledge
Unit 3: Workplace Culture
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Getting the Results without the Authority
Course Length: ½ or 1 day
In today’s business culture, there are circumstances in which a person who possesses no formal authority is required to accomplish a task or complete a project. Perhaps you will recognize a problem or a business need, and you will assume responsibility to resolve the issue. Or your manager may direct you to complete a task in which you will need to solicit the help of others in order to complete the task. This course offers strategies to build relationships, identify the key people you will need to help complete your project, ask them for the assistance that you need, and orchestrate the process of moving your project forward to completion.
Course Objectives
Upon successful completion of this course, students will be able to:
- Build relationships with associates.
- Justify the business need, navigate your company’s culture, and develop a resolution strategy.
- Get what you need from business associates to complete your task.
- Complete a task or project without assistance.
Lesson 1: Building Relationships
Lesson 2: Creating a Strategy to Get Results
Lesson 3: Getting What You Need from Others
Lesson 4: Completing the Project by Yourself
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Giving and Receiving Performance Feedback
Course Length: ½ or 1 day
This course is intended for a wide range of managers who seek practical guidance regarding giving and receiving performance feedback.
Course Objectives
Upon successful completion of this course, students will be able to:
- Prepare themselves to give feedback.
- Leverage performance feedback for professional growth.
Lesson 1: Preparing Yourself to Give Feedback
Lesson 2: Leveraging Performance Feedback for Professional Growth
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Goals and Goal Setting
Course Length: ½ or 1 day
Goals provide a sense of purpose as well as a reason to strive for meaningful results. This course helps you define goals and set measurable objectives to achieve them, whether the goal is one you have set for yourself or one that is assigned to you. Discover how to handle obstacles that may stand in your way and how visualizing your goals can turn your mind into your biggest motivational tool.
Introduction
Part 1: What Is a Goal?
Part 2: Who Sets Goals?
Part 3: How Are Goals Set?
Part 4: Goal Achievement
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HIPAA Overview
Course Length: ½ or 1 day
This course provides a general overview of the HIPAA legislation. Specifically, it covers the Privacy and Security rules of the legislation.
Unit 1: HIPAA Basics
Unit 2: HIPAA Privacy Rule
Unit 3: HIPAA Security Rule
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How to Develop New Managers
Course Length: ½, 1, or 2 days
With this workshop your new managers will be given the skill they need to succeed. Through identifying candidates early and identifying a clear management track, your company will prosper and thrive with a solid management structure. Becoming a new manager can seem like a daunting task. To overcome certain challenges create an environment where employees know what is expected of them.
With our How to Develop New Managers course your participants will gain the support, best practices, and knowledge. This workshop will help your company develop well rounded, fair and confident managers. By identifying early you will be able to groom prospective candidates and provide the best chance for success.
Module One: Getting Started
Module Two: Managers are Made, Not Born
Module Three: Create a Management Track
Module Four: Define and Build Competencies
Module Five: Managers Learn by Being Managed Well
Module Six: Provide Tools
Module Seven: Provide Support
Module Eight: Identify Strong Candidates Early
Module Nine: Clearly Define the Management Track
Module Ten: Empower New Managers
Module Eleven: Provide Growth Opportunities
Module Twelve: Wrapping Up
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Interviewing Skills for Management
Course Length: ½ or 1 day
Every manager knows that to be successful, a company needs to build teams of employees who are the top in their field, work well together, and are happy in the company. However, it is often difficult for managers to find and hire the best people. In this course, you will practice techniques that will empower you to do just that—to hire the best candidate every time through strategies that will improve your success in interviewing. This can reduce or even eliminate significant turnover and allow your company to focus instead on achieving production goals. You will examine guidelines and strategies for making effective hiring decisions. This course is appropriate for Managers and supervisors who need practical interviewing skills.
Prerequisites
It is extremely important that you check with your Human Resources department to become aware of both, your company’s hiring policies and procedures as well as the legalities involved in the interviewing process.
Lesson 1: Preparing to Interview
Lesson 2: Interviewing a Candidate and Completing the Interview Process
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Knowledge Management
Course Length: ½, 1, or 2 days
Today’s culture thrives on knowledge. It is evident in the items we buy or activities we invest time managing. Possessing knowledge gives advantages in making the right decision or strategy to implement. The Internet distributes knowledge at split-second rates. Laptops and cell phones bring knowledge to our fingertips. As the old adage says, “knowledge is power.”
Organizations have a wealth of knowledge accessible through the people they touch internally, like employees, and externally, like customers. Organizations that allow knowledge to go unmanaged may be giving their competitors the upper hand in the market. The organization that is able to capture, store, and retrieve knowledge effectively is then capable of learning as an organization. A learning organization is one where employees are empowered to change and develop new methods, thoughts, and strategies that will advance the mission of their organization.
Knowledge Management is the establishment of a system that captures knowledge purposefully for incorporating into business strategies, policies, and practices at all levels of the company. This course will teach the learner how to initiate a knowledge management program at work. When it comes to knowledge management, any organization is able to implement a strategy.
Module One: Getting Started
Module Two: Understanding Knowledge Management
Module Three: Dos and Don’ts
Module Four: The Knowledge Management Life Cycle
Module Five: The New Knowledge Management Paradigm
Module Six: Knowledge Management Models
Module Seven: Building a Knowledge Management Rationale
Module Eight: Customizing Knowledge Management Definitions
Module Nine: Implementing Knowledge Management in Your Organization
Module Ten: Tips for Success
Module Eleven: Advance Topics
Module Twelve: Wrapping Up
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Leadership and Influence
Course Length: ½, 1, or 2 days
They say that leaders are born, not made. While it is true that some people are born leaders, some leaders are born in the midst of adversity. Often, simple people who have never had a leadership role will stand up and take the lead when a situation they care about requires it. A simple example is parenting. When a child arrives, many parents discover leadership abilities they never knew existed in order to guide and protect their offspring. There are countless war stories of simple GI’s and sailors who rose to a challenge on their own in the heat of battle.
Clearly, leadership potential exists within each of us. That potential can be triggered by outside events, or it can be learned by exploring ourselves from within. This training takes the latter approach. Once you learn the techniques of true leadership, you will be able to build the confidence it takes to take the lead. The more experience you have acting as a genuine leader, the easier it will be for you. It is never easy to take the lead, as you will need to make decisions and face challenges, but it can become natural and rewarding.
Module One: Getting Started
Module Two: The Evolution of Leadership
Module Three: Situational Leadership
Module Four: A Personal Inventory
Module Five: Modeling the Way
Module Six: Inspiring a Shared Vision
Module Seven: Challenging the Process
Module Eight: Enabling Others to Act
Module Nine: Encouraging the Heart
Module Ten: Basic Influencing Skills
Module Eleven: Setting Goals
Module Twelve: Wrapping Up
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Leadership Skills
Course Length: ½ or 1 day
You will develop critical leadership skills so that you are able to step forward with confidence as a leader in your organization. You will develop practical, necessary skills such as managing your time well, communicating effectively, and delegating work to others. You will also learn what great leaders know: how to hire the right people, how to facilitate productive meetings and handle conflict among team members, and how to coach people to give their best job performance.
Target Student
This course is intended for a wide range of senior managers and supervisors who seek advanced training in organizational leadership.
Course Objectives
Upon successful completion of this course, students will be able to:
- Learn to position yourself to lead.
- Learn to build a winning team.
- Learn to lead with confidence.
Lesson 1: Position Yourself to Lead
Lesson 2: Build a Winning Team
Lesson 3: Lead with Confidence
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Leadership Skills for Women
Course Length: ½ or 1 day
For women who want to become business leaders, this course uses activities to help students understand and develop the leadership skills required for business success. Topics include communication styles, team building, differences between male and female leadership styles, and much more.
Section 1: The Characteristics of Effective Leaders
Section 2: Leading Your Team
Section 3: Planning Tools
Section 4: Leaders are Problem Solvers
Section 5: Developing Personal Power
Section 6: Summary Having It All
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Leading from the Front: Being a Leader in All You Do
Course Length: ½ or 1 day
You will apply the seven fundamental leadership practices of Lead Star.
Target Student
The target audience for this course is anyone who wants to develop or improve their leadership skills and influence outcomes more effectively in their organization, home, or community.
Lesson 1: Applying Seven Leadership Fundamentals
Topic 1A: Meet and Exceed Performance Standards for Great Success
Topic 1B: Project Confidence by Realizing Your Capabilities
Topic 1C: Make Decisions to Make Progress
Topic 1D: Meet the Needs of Those Around You
Topic 1E: Inspire Others by Becoming Accountable
Topic 1F: Harness Your Emotions for Success
Topic 1G: Reveal Your Best, Authentic Self
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Leading Virtual Teams
Course Length: ½ or 1 day
You have the general leadership skills you need to lead a team. You may even have successfully led a team. Now, though, you’ve been asked to lead a virtual team. In this course, you will develop the knowledge and skills you need to lead a high-performance virtual team. You will practice skills and apply principles for leading virtual teams so your team can achieve high-performance status.
Target Student
This course is intended for team leads, managers, and first-time managers with no virtual team experience.
Course Objectives
Upon successful completion of this course, students will be able to:
- Put together a virtual team poised for success.
- Create a virtual work environment that supports vteam culture.
- Respond to external influences so vteam contributions are relevant and understood.
- Ensure vteam success so the team can achieve its potential for high performance.
Lesson 1: Putting Together a VTeam
Lesson 2: Creating a VTeam Work Environment
Lesson 3: Responding to External Influences
Lesson 4: Ensuring VTeam Success
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Lean Process and Six Sigma
Course Length: ½, 1, or 2 days
The last couple of decades small, mid-sized and Fortune 500 companies have embraced Six Sigma to generate more profit and greater savings. So what is Six Sigma? Six Sigma is a data-driven approach for eliminating defects and waste in any business process.
You can compare Six Sigma with turning your water faucet and experiencing the flow of clean, clear water. Reliable systems are in place to purify, treat, and pressure the water through the faucet. That is what Six Sigma does to business: treats the processes in business so that they deliver their intended result.
What is “Sigma”? The word is a statistical term that measures how far a given process deviates from perfection. Sigma is a way to measure quality and performance. The central idea behind Six Sigma is that if you can measure how many “defects” you have in a process, you can systematically figure out how to eliminate them and get as close to “zero defects” as possible.
Module One: Getting Started
Module Two: Understanding Lean
Module Three: Liker’s Toyota Way
Module Four: The TPS House
Module Five: The Five Principles of Lean Business
Module Six: The First Improvement Concept (Value)
Module Seven: The Second Improvement Concept (Waste)
Module Eight: The Third Improvement Concept (Variation)
Module Nine: The Fourth Improvement Concept (Complexity)
Module Ten: The Fifth Improvement Concept (Continuous improvement)
Module Eleven: The Improvement Toolkit
Module Twelve: Wrapping Up
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Learning to Lead
Course Length: ½ or 1 day
Most managers would prefer to be known as excellent leaders rather than excellent managers. Upon completion of this course, you will understand the sources of leadership power, the primary ways to handle resistance to change, the difference between managers and leader/managers, and developing and communicating your vision.
Part 1: Exploring Your Leadership Potential
Part 2: Being Your Personal Best
Part 3: Being a Visionary
Part 4: Being a Change Agent
Part 5: Being a Team Leader
Part 6: Creating an Action Plan
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Manager Management
Course Length: ½, 1, or 2 days
With this course you will be able to provide the skills, guidance, and empowerment to your team of managers. They will then be better suited in leading and motivating their team and thus produce fantastic results. To be a successful manager means having a wide range of skills. Through this workshop you will be able to disperse your knowledge and experience throughout your leadership team.
Manager Management takes a special type of leader. This workshop will expand your participant’s knowledge and provide a way for them to teach and lead new and experienced managers. As every manager knows that learning never stops, this workshop will have something for everyone.
Module One: Getting Started
Module Two: Grooming a New Manager
Module Three: Measuring Performance
Module Four: Motivating Managers
Module Five: Signs of Poor Management
Module Six: Trust Your Team of Managers
Module Seven: When an Employee Complains about their Manager
Module Eight: Coaching and Mentoring (I)
Module Nine: Coaching and Mentoring (II)
Module Ten: When Do You Step In?
Module Eleven: Remember These Basic Qualities
Module Twelve: Wrapping Up
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Managerial Leadership
Course Length: ½ or 1 day
This course teaches students about organizational leadership and its role in guiding the organization toward vision fulfillment. Students will learn how to define an organization’s vision, draft a vision statement and communicate it, set goals that are aligned with an organization’s vision, and discuss the importance of planning changes before implementing them. Course activities also cover providing employees for organizational changes, motivating employees through change, solving problems encountered during change, and helping employees deal with grief and stress during changes. Students will also learn how leaders can help employees learn their roles in organizations, align their goals with those of the organization, and help prevent employee apathy.
Unit 1: Leading with a Vision
Unit 2: Making Vision a Reality
Unit 3: Defining Employee Roles and Priorities
Unit 4: Employing Motivational Strategies
Unit 5: Planning for Change
Unit 6: Motivating Employees through Change
Unit 7: Coping through a Change Process
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Manager’s Guide to OSHA
Course Length: ½ or 1 day
The Occupational Safety and Health Act of 1970 affects nearly every individual who works for an employer. This law helps ensure workplace safety and protects employees from health hazards on the job. Until 1970, comprehensive provisions did not exist on a national basis, but over the intervening years, OSHA has had a profound and positive effect on safety activities in the United States–accidents and injuries have declined, occupational health issues have received attention, and employers have gained greater control over workers’ compensation costs. A MANAGER’S GUIDE TO OSHA is designed to help managers and human resource professionals become familiar with this important law, and offers guidance and helpful advice on what to expect during OSHA inspections, what citations or penalties can be proposed, and how to appeal if necessary. This revised course contains the most recent information related to OSHA, and comes complete with forms and other helpful resources in the Appendix.
Part 1: The Federal Occupational Safety and Health Act
Part 2: Anticipating OSHA Inspections
Part 3: OSHA Violations and Consequences
Part 4: Getting Help from OSHA
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Managing Business Risk
Course Length: ½ or 1 day
This course will help students identify special risk-management considerations for specific types of businesses and industries. It will also help students develop a strategic approach to risk, which, when understood across the organization, with commitment at the very highest level, can enhance a company’s competitive advantage and contribute to the company’s value. The open, modular-style student manual is designed for quick scanning in the classroom, and is filled with interactive exercises that will allow students to explore the intricacies of managing business risk.
Unit 1: Developing a Risk Management Plan
Unit 2: Risk Identification and Control
Unit 3: Risk Classifications
Unit 4: Risk Financing Methods
Unit 5: Risk Management
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Managing Organizational Goals
Course Length: ½ or 1 day
As a manager, you are responsible for setting the goals for your team and for managing their work. Organizational goals can often get lost in layers of management and not get communicated to the individual contributors. In the absence of goals, employees can feel unmotivated or can even set their own goals for achievement, which will result in poor and conflicting team performance. In this course, you will develop skills needed to establish tactical goals for your team based on organizational directives and general goals from your manager and create and manage action plans to achieve these goals. You will develop skills needed to establish tactical goals for your team based on organizational directives and general goals from your manager, and create and manage an action plan to achieve these goals.
Course Objectives
Upon successful completion of this course, students will be able to:
- Refine goals for your team.
- Develop action plans and contingency plans for achieving your team goals.
- Manage your team and work with stakeholders in your organization to achieve the action plan.
Lesson 1: Establishing Team Goals
Topic 1A: Clarify General Team Goals
Topic 1B: Create a Goal Map
Topic 1C: Translate General Goals into Tactical Goals
Lesson 2: Developing a Team Plan
Topic 2A: Create Action Plans for Achieving Goals
Topic 2B: Develop a Contingency Plan
Lesson 3: Achieving the Team Plan
Topic 3A: Implement the Action Plan
Topic 3B: Evaluate Success
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Managing Performance
Course Length: ½ or 1 day
This course teaches students the basics of creating a performance plan and the appraisal process. Students will learn how to conduct a performance-planning meeting, document the performance plan, provide positive and constructive feedback, coach employees during the appraisal period, appraise employee’s performance, conduct an appraisal discussion, and document an appraisal. Course activities also cover communicating to performance problems to employees, making performance improvements, conducting a status meeting, and documenting ongoing communication. Students will also learn how to respond to a defensive employee, resolve conflict in an appraisal discussion, and understand the laws governing the appraisal process to reduce the risk of legal challenge.
Unit 1: Understand Performance Management
Topic A: Performance management
Topic B: Performance management plan
Topic C: Job description
Unit 2: Performance-Planning Meeting
Topic A: Understand performance-planning meeting
Topic B: Process for providing feedback
Topic C: Coaching employees
Unit 3: Appraising Employees’ Performance
Topic A: Performance appraisal process
Topic B: Gather appraisal materials
Topic C: Prepare for an appraisal discussion
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Meeting Skills for Leaders
Course Length: ½ or 1 day
In the business world, it is essential for everyone in the workplace to work together to get the job done, and this often involves meetings. For most of us, meetings are a part of the daily work routine, but as often becomes the case, that is what many meetings begin to feel like–routine. MEETING SKILLS FOR LEADERS is just the sort of back-to-basics course to organizing and conducting productive meetings every manager, supervisor, or team leader needs to get ideas and find inspiration to energize and motivate their groups. Every aspect of planning and preparing for a successful meeting is covered, from selecting participants to arranging facilities and equipment and leading effective discussions. A special section on conducting virtual meetings, an increasingly common trend in the business world today, has also been added.
Part 1: The Effective Meeting
Part 2: Facilities and Equipment
Part 3: Conducting Meetings
Part 4: Leading Effective Discussions
Part 5: Improving Meetings
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Mentoring
Course Length: ½ or 1 day
This course introduces students to the basics mentoring and the characteristics of a good mentor. Students will learn about the benefits of a mentoring program, and how to develop, implement, and evaluate the success of a mentoring program. Course activities cover selecting mentors and the people to be mentored, defining the mentor’s job, matching mentors, establishing strong mentoring relationships, and maximizing the benefits of mentoring. Students also learn how to set effective goals and become effective learners when they are being mentored, and how to choose a mentor.
Unit 1: Mentoring Basics
Unit 2: Mentoring Programs
Unit 3: Dimensions and Styles of Mentoring
Unit 4: Mentoring Effectively
Unit 5: Mentoring Relationships
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Middle Manager
Course Length: ½, 1, or 2 days
Traditionally, middle managers make up the largest managerial layer in an organization. Middle managers are responsible to those above them and those below them. They head a variety of departments and projects. In order for a company to operate smoothly, it is essential that those in middle management be committed to the goals of the organization and they understand how to effectively execute these goals.
It is crucial for businesses to focus on these essential managers and provide them with the opportunities to succeed. No matter the organization’s structure or size, it will benefit from employing well-trained middle managers.
Module One: Getting Started
Module Two: Introduction to Management
Module Three: Ethics and Social Responsibility
Module Four: Managing Information
Module Five: Decision-Making
Module Six: Control
Module Seven: Organizational Strategy
Module Eight: Innovation and Change
Module Nine: Organizational Structures and Process
Module Ten: Managing Teams
Module Eleven: Motivation and Leadership
Module Twelve: Wrapping Up
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Motivating Employees at Work
Course Length: ½ or 1 day
Follow these handy tips and you will increase team performance while making the job more enjoyable for everyone. Become a leader who inspires and rewards employees to give their best. Raise expectations and performance. Learn how to create a motivating workplace. Increase productivity with the LEARN method.
Part 1: Create the Motivating Workplace
Part 2: Motivating Through Empowerment
Part 3: Five Steps to Success
Part 4: Practice What You’ve Learned
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The New Supervisor
Course Length: ½ or 1 day
Lead with Confidence
Others have already seen the traits of a leader in you. Now is the time to polish those skills so you can hit the ground running and turn this into the opportunity for professional and personal growth it truly is. As a supervisor, your attitude and your actions will set the pace for your entire staff. Learning how to delegate, prioritize and coach effectively is one of the keys to your success.
Part 1: Meeting the Challenge
Part 2: Fitting Four Fundamentals into Your Style
Part 3: Dealing with Special Situations
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Office Politics for Managers
Course Length: ½, 1, or 2 days
You have likely experienced some form of Office Politics. Working with different personalities, opinions, backgrounds, and values is a challenge in any environment. It is an inevitable fact that when people are working together personalities can and will clash. No one is an island, so working together as a team is incredibly important for the organization and every employee.
Office Politics it is about creating and maintaining better relationships. It is about communicating and working with your peers and colleagues in a way that is mutually beneficial. Employees who understand the positive aspects of Office Politics are better team members and end up being more successful and productive.
Module One: Getting Started
Module Two: New Hires
Module Three: It’s About Interacting and Influencing
Module Four: Dealing With Rumors, Gossip, and Half-Truths
Module Five: Office Personalities (I)
Module Six: Office Personalities (II)
Module Seven: Getting Support for Your Projects
Module Eight: Conflict Resolution
Module Nine: Ethics
Module Ten: You Are Not an Island
Module Eleven: Social Events Outside of Work
Module Twelve: Wrapping Up
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Open Book Management
Course Length: ½ or 1 day
Open-book management is one of the most popular ideas for growing a business because it encourages employees at all levels to look for ways to make and save money for their company. This course is designed to help managers and supervisors involve their employees in building a more productive and profitable enterprise. Learn how to teach people in your company how money gets made and lost, and what they can do about it.
Chapter 1: Why Open the Books?
Chapter 2: Critical Numbers and Business Goals
Chapter 3: Prepare to Open the Books
Chapter 4: Developing Employees as Businesspeople
Chapter 5: Developing Leadership
Chapter 6: Rewards of the Open-Book Process
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Organizational Communication
Course Length: ½ or 1 day
This course teaches basic communication terms and organization basics. Students will learn how to communicate effectively, motivate employees, overcome communication barriers, develop leadership habits, understand how communication flows within an organization, develop networks, and identify the roles that individuals fulfill in an organization. Course activities also cover applying technology to organizational communication, discussing innovation and change, examining how environmental context affects communication, and discussion how power and politics affect an organization. Students will also learn how to manage change, stress, conflict, and empower individuals.
Unit 1: Communication Basics
Unit 2: Leadership and Motivation
Unit 3: Relational Context and Organizations
Unit 4: Technology in the Workplace
Unit 5: Context, stress, and Managerial Tools
Unit 6: Innovation and Change
Unit 7: Power, Politics, and Diversity
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Organizational Vision, Values, and Mission
Course Length: ½ or 1 day
The leader of today has a vision for tomorrow: a vision that is clear, achievable, motivating, and exciting. Managing by vision allows an organization to create its future. This course shows managers how to develop organizational vision, values, and mission to build team spirit and productivity.
Introduction
Step 1: Clarify Values
Step 2: Scan the Current Situation
Step 3: Define the Mission
Step 4: Create a Vision
Step 5: Implement the Vision
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Partners in Performance
Course Length: ½ or 1 day
Managing performance means better results, both for the company and the employee. This course explains how performance agreements reduce ambiguity and sets the stage for top performance. The key element is a new way of establishing and attaining clear, definable goals as a team. Learn how to create S.M.A.R.T. goals, how to measure the seemingly immeasurable, and the four steps to creating job commitment. Discover why timely, corrective feedback increases employee productivity. Let the trainer take you step-by-step through the entire process of developing, communicating, achieving, and monitoring performance objectives.
Section 1: Why Partner for Performance?
Section 2: Developing Performance Goals
Section 3: Building Commitment
Section 4: Preparing for the Performance Review
Section 5: Effective Performance Reviews
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Performance Management
Course Length: ½, 1, or 2 days
Performance Management is making sure the employee and the organization are focused on the same priorities. It touches on the organization itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. The key in keeping an organization and employee aligned, which improves performance and productivity, is Performance Management.
When changes occur Performance Management helps the transition to be smoother and less hectic. It helps the organization and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee’s skill-set and make them a more valuable employee through feedback and coaching.
Module One: Getting Started
Module Two: The Basics (I)
Module Three: The Basics (II)
Module Four: Goal Setting
Module Five: Establishing Performance Goals
Module Six: 360 Degree Feedback
Module Seven: Competency Assessments
Module Eight: Kolb’s Learning Cycle
Module Nine: Motivation
Module Ten: The Performance Journal
Module Eleven: Creating a Performance Plan
Module Twelve: Wrapping Up
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Performance under Pressure
Course Length: ½ or 1 day
You will identify ways to lead your team to perform well under pressure.
Target Student
Managers, supervisors, and team leaders who seek advanced skills in leading a team to perform well under pressure.
Course Objectives
Upon successful completion of this course, students will be able to:
- Manage stress in the workplace.
- Learn how to work well under pressure.
- Learn how to deal with various types of stressors.
Lesson 1: Managing Stress in the Workplace
Topic 1A: Understand the Role of Stressors
Topic 1B: Manage a Stressful Workplace
Topic 1C: Manage the Stressed-Out Employee
Lesson 2: Working Well Under Pressure
Topic 2A: Practice Optimal Energy Management
Topic 2B: Practice Optimal Perception
Topic 2C: Achieve Optimal Performance
Topic 2D: Make SBRT a Habit
Lesson 3: Dealing with Stressors
Topic 3A: Deal with Stressors
Topic 3B: Deal with Anger Pressure
Topic 3C: Deal with People Pressure
Topic 3D: Deal with Fatigue Pressure
Topic 3E: Deal with Evaluation Pressure
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Practical Leadership
Course Length: ½ or 1 day
Up to this point in your career, you have been a successful employee or individual contributor, or have recently been promoted to manager. You have developed skills to be successful in your field. In this course, you will learn the practical skills you need to be an effective leader in your organization.
Prerequisites
You should possess experience working in an organization as an individual contributor or possibly as a manager. In addition to this course, you may want to consider the following related courses: Basics of Effective Communication, Persuading Others, Recognizing Employee Performance, and Setting Performance Goals and Expectations.
Course Objectives
Upon successful completion of this course, students will be able to:
- Describe the transition from your role of individual contributor to that of a leader.
- Develop an effective team.
- Identify techniques for leading diverse groups to achieve business results.
- Identify skills required to focus and lead your team to achieve business results.
Lesson 1: Transitioning from Individual Contributor to Leader
Topic 1A: Define Leadership
Topic 1B: Identify Your Leadership Style
Topic 1C: Redefine Your Role
Lesson 2: Developing an Effective Team
Topic 2A: Develop an Effective Team
Topic 2B: Coach for Performance
Topic 2C: Influence for Results
Topic 2D: Empower Your Team Members
Topic 2E: Lead Your Team through Organizational Change
Lesson 3: Leading Different Types of Teams
Topic 3A: Work with Different Types of Teams
Topic 3B: Overcome Communication Barriers
Topic 3C: Overcome Issues Among Team Members
Lesson 4: Aligning Your Strategy for Business Results
Topic 4A: Identify Core Values
Topic 4B: Write a Vision Statement
Topic 4C: Establish a Mission
Topic 4D: Develop Goals
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Process Improvement
Course Length: ½ or 1 day
The critical skills outlined in this course teach you to quickly grasp what process improvement is all about, learn specific tools and techniques applicable to every business; understand what needs changing and create a process map, and implement changes and measure their effectiveness. You know that you want things to change, but you’re struggling to know how and where to begin your efforts to change and improve. This course offers practical, easy-to-understand instructions to improve your current processes. You will learn the tools and techniques to improve the way you do business, make your organization more responsive, and keep yourself competitive in today’s marketplace.
Part 1: What Is Process Improvement?
Part 2: Identifying the Players
Part 3: Ensuring Success
Part 4: Understanding What Needs Changing
Part 5: Getting Where You Want To Be
Part 6: Getting Changes to Stick
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Self-Leadership
Course Length: ½, 1, or 2 days
As we grow, we learn to become leaders. Being a leader is natural for some, and learned for others. No matter how we have become a leader, it is important to remember we must lead ourselves before we lead others. Take the time to motivate yourself and realize that you can do it.
With our Self-Leadership workshop, your participants will discover the specifics of how to be a better leader for themselves and for others. Your participants will be able to guide themselves in positives ways, which equals success!
Module One: Getting Started
Module Two: What Is Self-Leadership?
Module Three: Motivators
Module Four: Behavior Focus (I)
Module Five: Behavior Focus (II)
Module Six: Natural Rewards
Module Seven: Constructive Thinking
Module Eight: Well-Being (I)
Module Nine: Well-Being (II)
Module Ten: Individuality
Module Eleven: Personal Application
Module Twelve: Wrapping Up
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Servant Leadership
Course Length: ½, 1, or 2 days
Servant leadership can seem like a contradicting term, but it is becoming a very popular tool in many businesses. Servant leadership is a philosophy that involves focusing on others, on their success, and in turn to build better relationships that benefit both manager and employee. Servant leadership shows that managers can be great leaders while boosting their employee’s confidence and further their success at the same time.
With our Servant Leadership workshop your participants will focus on the growth and development of their employees and ensuring their success. In doing so, the leader succeeds when their employees do. With a business team, servant leadership can not only help employees achieve and grow, but it can also benefit their leaders and the company as a whole.
Module One: Getting Started
Module Two: What is Servant Leadership?
Module Three: Leadership Practices
Module Four: Share the Power
Module Five: Characteristics of a Servant Leader
Module Six: Barriers to Servant Leadership
Module Seven: Building a Team Community
Module Eight: Be a Motivator
Module Nine: Be a Mentor
Module Ten: Training Future Leaders
Module Eleven: Self-Reflection
Module Twelve: Wrapping Up
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Sexual Harassment Awareness for Supervisors
Course Length: ½ or 1 day
You work for a local company in a supervisory position. You’re familiar with the term sexual harassment, but as a supervisor, you want to ensure that you possess the latest information regarding sexual harassment awareness and prevention. In this course, you will obtain that knowledge. You will identify methods of educating and guiding employees, supervisors and managers to prevent sexual harassment complaints and concerns.
Target Student
Any supervisor or manager seeking information for the first time and those who need a refresher on sexual harassment awareness and prevention.
Course Objectives
Upon successful completion of this course, students will be able to:
- Identify some of the ways that sexual harassment is defined.
- Identify some of the ways to set an appropriate example for staff and subordinates to follow.
- Identify some of the ways to create an environment in which harassment is not tolerated.
- Examine some of the ways to foster an environment of compliance within the company.
- Identify some of the methods for maintaining compliance in the company.
Lesson 1: Understand the Issue
Lesson 2: Lead by Example
Lesson 3: Influence the Organization
Lesson 4: Support the Process
Lesson 5: Maintain Compliance
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Situational Leadership
1 or 2 Day(s)
The Situational Leadership Model is arguably the most recognized, utilized and effective leadership and influence tool in the history of the behavioral sciences. Developed by Dr. Paul Hersey in the late 1960s, the Situational Leadership Model is a powerful, yet flexible tool that enables leaders of all kinds; managers, salespeople, peer leaders, teachers or parents to more effectively influence others. Dr. Hersey’s original Situational Leadership Model is based on the relationship between leaders and followers and serves as a framework to analyze each situation based on the amount of guidance and direction (task behavior) a leader gives; the amount of socioemotional support (relationship behavior) a leader provides; the readiness level that followers exhibit in performing a specific task, function, or objective
Course Objectives
- Improve communication and become a more trusted and credible leader
- Learn how to use situational leadership to achieve greater productivity by infusing energy, self-reliance and drive within your employees
- Create a collaborative work environment to achieve faster sustainable results
- Increase your effectiveness in setting goals, providing clear direction, listening, observing, monitoring and giving feedback
- Retain your most talented employees by being more responsive to their development needs
COURSE CONTENTS
Module 1 – The Essence of Situational Leadership
Module 2 – Leadership for the Future
Module 3 – Diagnosis: The First Skill of Situational Leadership
Module 4 – Flexibility: The Second Skill of Situational Leadership
Module 5 – Partnering for Performance: The Third Skill of Situational Leadership
Module 6 – Taking the Right Action
Module 7 – Putting it all Together
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Stepping up to Supervisor
Course Length: ½ or 1 day
Like a mentor-on-call, this course brings a wealth of wisdom and information to the new supervisor. It’s clearly organized into four logical parts that focus on the biggest concerns: understanding the basics of supervisory responsibilities, developing personal effectiveness, managing many personalities, and working with groups.
Part I: Introduction
Part II: Being Personally Effective
Part III: Working with Individuals
Part IV: Working With Groups
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Strategic Decision Making
Course Length: ½ or 1 day
This course teaches students how to plan, frame, and research decisions. Students learn how to define decisions, apply appropriate decisions frames, avoid overconfidence, deal with uncertainty, generate options and select the best one, develop numerous high-quality options, evaluate the options and make a final choice, review and learn from experience, identify optimal decision outcomes, and identify and manage linked decisions. Students will also learn how an organization can benefit from employing strategic decision-making techniques, and how to use decision-making strategies to improve negotiation skills.
Unit 1: Preparing to Make Decisions
Unit 2: Decision Options
Unit 3: Decision Results
Unit 4: Complex Decisions
Unit 5: Group Decisions
Unit 6: Negotiation Decisions
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Successful Strategic Planning
Course Length: ½ or 1 day
In successful organizations, strategic planning leads management in defining and achieving a vision that is ultimately linked to the customer. This course is based on a revolutionary systems thinking approach that will help individuals, teams, departments, and businesses of all sizes and types in a simple four-phase process to create and implement strategic planning successfully. It begins with defining the end goal or vision first and then focuses all activities toward that outcome.
Introduction
Part 1: Plan to Plan: The Educating and Organizing Step
Part 2: Developing a Strategic Plan/Document
Part 3: Plan to Implement
Part 4: Facilitator Tips to Ensure Success
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Supervising Others
Course Length: ½, 1, or 2 days
Supervising others can be a tough job. Between managing your own time and projects, helping your team members solve problems and complete tasks, and helping other supervisors, your day can fill up before you know it. This workshop will help supervisors become more efficient and proficient, with information on delegating, managing time, setting goals and expectations (for themselves and others), providing feedback, resolving conflict, and administering discipline.
Module One: Getting Started
Module Two: Setting Expectations
Module Three: Setting Goals
Module Four: Assigning Work
Module Five: Degrees of Delegation
Module Six: Implementing Delegation
Module Seven: Providing Feedback
Module Eight: Managing Your Time
Module Nine: Resolving Conflict
Module Ten: Tips for Special Situations
Module Eleven: A Survival Guide for the New Supervisor
Module Twelve: Wrapping Up
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Understanding Leadership Competencies
Course Length: ½ or 1 day
This course looks at the qualities and competencies that are consistently found in outstanding leaders. Discover nine competencies in hard-to-pin-down areas like passion, integrity, and humor that lie well beyond the ordinary confines of management theory and practice, yet they contribute greatly to what we recognize as true leadership.
Part 1: Introduction
Part 2: The Nine Leadership Competencies
Part 3: The Bottom Line
Part 4: Acknowledge Your Competencies
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What Good Managers Do: The First 100 Days
Course Length: ½ or 1 Day
This course will give new managers the basics of effective management for their first 100 days on the job. Professionals who have achieved success as individual contributors often transition into management roles. New managers want to be able to step forward and assume their new responsibilities with confidence. You want to be able to conduct performance appraisals, monitor work processes, communicate effectively with team members, build an internal network of supportive colleagues, and avoid common management pitfalls. You also want to be able to resolve conflicts that arise, coach people to give great performances, and serve as an advocate for your team within the wider corporate structure.
Target Student
This course is intended for a wide range of first-time managers and staff members who are considering transitioning to management roles.
Course Objectives
Upon successful completion of this course, students will be able to:
- Make the transition from team member to manager by gathering critical information, familiarizing yourself with workplace priorities and requirements, holding meetings with key players, establishing trust and credibility, and managing the basic elements of work.
- Identify methods of coaching great performances from your team members, resolving the everyday conflicts that arise, and working within the corporate structure by managing up.
Lesson 1: Making the Transition
Topic 1A: Position Yourself for Success
Topic 1B: Begin the Transition
Topic 1C: Manage the Basic Work Elements
Lesson 2: Building A Winning Team
Topic 2A: Coach for Great Performance
Topic 2B: Resolve Conflict within the Team
Topic 2C: Represent Your Team
