Adult Learning – Mental Skills
Course Length: ½, 1, or 2 days
Bloom’s Taxonomy is not just for elementary school teachers. The three domains of the taxonomy apply to adult education as well. In this manual, we will pay attention to the cognitive domain. This is the domain of knowledge and intellect, and it is the main focus of most educators.
With our Adult Learner: Mental Skills workshop, your participants will discover the specifics of how the cognitive domain increases intellectual capability.
Module One: Getting Started
Module Two: Bloom’s Taxonomy
Module Three: Knowledge
Module Four: Comprehension
Module Five: Application
Module Six: Analysis
Module Seven: Synthesis
Module Eight: Evaluation
Module Nine: Updated Version
Module Ten: Types of Knowledge
Module Eleven: Training
Module Twelve: Wrapping Up
Adult Learning – Physical Skills
Course Length: ½, 1, or 2 days
Bloom’s Taxonomy is not just for elementary school teachers. The three domains of the taxonomy apply to adult education as well. In this manual, we will pay attention to the psychomotor domain. This is the domain of action and physicality. It is important to remember that psychomotor works together with the other domains when implementing it.
With our Adult Learning – Physical Skills workshop, your participants will discover how to better navigate their physical environment. The understanding and coordination of physical skills provides an incredible benefit to everyone.
Module One: Getting Started
Module Two: Bloom’s Taxonomy
Module Three: Observation
Module Four: Imitation
Module Five: Manipulation
odule Six: Precision
Module Seven: Articulation
Module Eight: Naturalization
Module Nine: Versions of Psychomotor Domain
Module Ten: Psychomotor Measurements
Module Eleven: Skills to Consider when Planning
Module Twelve: Wrapping Up
Business Succession Planning
Course Length: ½, 1, or 2 days
The loss of valuable leadership can cripple a company. Business succession planning is essentially preparing successors to take on vital leadership roles when the need arises.
Whether it is preparing someone to take over as the sole proprietor of a small business or a position of leadership in a corporation, business succession planning is essential to the long-term survival of a company. This course will teach you the difference between succession planning and mere replacement planning and how to prepare people to take on the responsibilities of leadership so that the company thrives in the transition.
Module One: Getting Started
Module Two: Succession Planning Vs. Replacement Planning
Module Three: Preparing for the Planning Process
Module Four: Initiating Process
Module Five: The SWOT Analysis
Module Six: Developing the Succession Plan
Module Seven: Executing the Plan
Module Eight: Gaining Support
Module Nine: Managing the Change
Module Ten: Overcoming Roadblocks
Module Eleven: Reaching the End
Module Twelve: Wrapping Up
Conducting Annual Employee Reviews
Course Length: ½, 1, or 2 days
An annual review can help you keep your employees happy, engaged, and focused. It is human nature to want to succeed. Giving your employees feedback on their positive and negative attributes is part of the pathway to success. A poorly designed annual review can have the reverse effect.
With our Conducting Annual Employee Reviews workshop, your participants will discover how to conduct a well-designed employee annual review. By determining the categories for an annual review and understanding how it affects employee compensation, an overall increase in performance should be seen throughout your organization.
Module One: Getting Started
Module Two: How to Conduct Annual Reviews
Module Three: Categories for Annual Review (I)
Module Four: Categories for Annual Review (II)
Module Five: Common Mistakes (I)
Module Six: Common Mistakes (II)
Module Seven: Successful Tips for Concept of Pay for Performance
Module Eight: How to Tie Employee Compensation to Firm-Wide Returns
Module Nine: How to Communicate Employee Expectations Effectively
Module Ten: Meaningful Questions to Gauge Employee Happiness (I)
Module Eleven: Meaningful Questions to Gauge Employee Happiness (II)
Module Twelve: Wrapping Up
Coping with Workplace Grief
Course Length: ½ or 1 day
The losses we experience are seldom ones we have control over. Changes in the workplace, such as mergers, downsizing, and reorganization, or the death or serious illness of a loved one or a co-worker, affect our morale and productivity. If you are coping with major changes in your life, you may be feeling pain, anger, or fear–and that’s perfectly normal. COPING WITH WORKPLACE GRIEF shows you that you are not alone, and that grieving is not a sign of weakness or a bad attitude. Not only are you allowed to grieve, you can, and should, ask for help. This course can be your first step in the healing process. You will learn about the sources of change in the workplace, and explore the different ways people react to change. If you are helping a grieving person cope, this course offers techniques to help you give this person support. Everyone grieves differently, and there is no timetable for mourning. But you can find the courage to get through. This course will show you how.
Part 1: Sources of Loss and Grief in the Workplace
Part 2: The Complexities of Grief
Part 3: The Effects of Grief on Employees
Part 4: Helping Employees Cope
Crisis Management
Course Length: ½ or 1 day
Crisis management is as important as finance management, personnel management, etc. Having a clear and effective program and plan for an event is critical not only to your survival, but critical to the profitability and possibly the survival of the company. Being able to identify risk, assess the situation and respond appropriately is important, and requires not only training, but practice.
With our Crisis Management workshop your participants will understand that a crisis can occur any time. They will develop skills needed for certain negative events. Also, they will be able to recognize warning signs to help avoid negative situations completely, or, if the situation occurs, better manage the crisis.
Module One: Getting Started
Module Two: Crisis
Module Three: Workplace Violence
Module Four: Myths
Module Five: Escalation
Module Six: Concerning Behaviors
Module Seven: Domestic Violence Indicators
Module Eight: Triggers of Workplace Violence
Module Nine: Conflict Dangers
Module Ten: Response
Module Eleven: Strategies
Module Twelve: Wrapping Up
Developing a Lunch and Learn Course Outline:
Course Length: ½, 1, or 2 days
Crating a Lunch and Learn session is a low cost training option. It is a great way to introduce a topic or give a small demonstration on a new product or service. Your participants will be shown the criteria involved in creating a great Lunch and Learn environment. They are usually voluntary, thus attendance can sometimes be an issue. With this workshop you will be given the knowledge to work through this issue and others.
Our Lunch and Learn workshop will give your organization a quick and useful tool to add to its training department. Your participants will be able to use it as a follow-up or refresher to a previous training session. It doesn’t have to be just about a learning event, it can also involve collaboration, networking, or sharing best practices between employees.
Module One: Getting Started
Module Two: The Prep Work
Module Three: Creating the Content (I)
Module Four: Creating the Content (II)
Module Five: During the Session
Module Six: Food and Facilities
Module Seven: Take Away Material
Module Eight: Difficult Situations or People
Module Nine: What A Lunch and Learn is Not
Module Ten: Best Practices (I)
Module Eleven: Best Practices (II)
Module Twelve: Wrapping Up
Disaster Preparedness
Course Length: ½ or 1 day
We see news of disasters every day — earthquakes, tornadoes, floods, and even workplace violence — that bring businesses to a grinding halt and wreak havoc on personal and professional lives. Now, you can be prepared for these potentially damaging events. Learn how to set up your organization’s disaster plan to prevent, respond to, and recover from the next potential disaster.
Part I: The Importance of Disaster Planning
Part II: Setting up Your Company¹s Plan
Part III: Step One: Prevention and Mitigation
Part IV: Step Two: Responding
Part V: Step Three: Recovery and Restoration
Part VI: Your Business and the Community
Employee Onboarding
Course Length: ½, 1, or 2 days
Employee Onboarding is an important and vital part of any companies hiring procedure. Hiring, training, and bringing new employees onboard cost a lot of money and are major investments. Onboarding is a secure investment that will assist newly hired employees in developing and keeping their skills, knowledge, and value within the company. It will stop highly skilled workers from being lured to a competitor, which makes your company stronger within the market.
Through Employee Onboarding you will find it lowers costs related to employee turnover. It will increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for the employee and company and having a structured set of procedures will make this time run smoother and produce a greater chance of success.
Module One: Getting Started
Module Two: Introduction
Module Three: Purpose of Onboarding
Module Four: Onboarding Preparation
Module Five: Onboarding Checklist
Module Six: Creating an Engaging Program
Module Seven: Following Up with New Employees
Module Eight: Setting Expectations
Module Nine: Resiliency and Flexibility
Module Ten: Assigning Work
Module Eleven: Providing Feedback
Module Twelve: Wrapping Up
Employee Recognition
Course Length: ½, 1, or 2 days
Recognizing employees through various recognition programs is a fantastic investment. Being appreciated is a basic human feeling and reaps great rewards. Praise and recognition are essential to an outstanding workplace and its employees.
Through our Employee Recognition workshop your participants will recognize the value of implementing even the smallest of plans. The cost of employee recognition is very minimal in relation to the benefits that will be experienced. Employee recognition programs have been shown to increase productivity, employee loyalty, and increased safety.
Module One: Getting Started
Module Two: The Many Types Of Recognition Programs
Module Three: Designing Employee Recognition Programs
Module Four: How To Get The Buzz Out About Your Program
Module Five: It Starts From The Top! Training Your Management Team
Module Six: Creating A Culture Of Recognition
Module Seven: The Best Things In Life Are Free!
Module Eight: A Small Gesture Goes A Long Way
Module Nine: Pulling Out The Red Carpet
Module Ten: The Don’ts Of Employee Recognition
Module Eleven: Maintaining Employee Recognition Programs
Module Twelve: Wrapping Up
Employee Recruitment
Course Length: ½, 1, or 2 days
Hiring a new employee is one of the largest investments you can make in business. That is why hiring the correct employee is so important. Hiring the right employee is more important than ever, as training can be very expensive. Employee turnover costs companies a lot of money each year. This course will provide the Recruitment and Interviewing Skills that your hiring department needs to help them interview and recruit the right employee for you.
Module One: Getting Started
Module Two: Introduction to Recruitment
Module Three: The Selection Process
Module Four: Goal Setting
Module Five: The Interview
Module Six: Types of Interview Questions
Module Seven: Avoiding Bias in Your Selection
Module Eight: The Background Check
Module Nine: Making Your Offer
Module Ten: Orientation and Retention
Module Eleven: Measuring the Results
Module Twelve: Wrapping Up
Employee Termination Processes
Course Length: ½, 1, or 2 days
Having to fire an employee is never an easy task. Sometimes, despite attempts of open communication and encouraging performance, an employee will need to be terminated from the company. One of the hardest aspects of preparing to fire an employee is to separate the emotions from the facts. Firing an employee should always be a last resort, so it is important that the manager has covered all other avenues possible before moving forward.
With our Employee Termination workshop, your participants will begin to see how important it is to develop a core set of skills when they find themselves in a situation where they have to let an employee go.
Module One: Getting Started
Module Two: Performance Improvement Plan (PIP) Before Firing
Module Three: Employees Who Should Be Terminated (I)
Module Four: Employees Who Should Be Terminated (II)
Module Five: Things to Consider When Setting Up the Termination Meeting
Module Six: The Correct Way to Fire an Employee (I)
Module Seven: The Correct Way to Fire an Employee (II)
Module Eight: Employment Termination Checklist
Module Nine: The Don’ts of Firing an Employee (I)
Module Ten: The Don’ts of Firing an Employee (II)
Module Eleven: Conduct Effective Exit Interviews
Module Twelve: Wrapping Up
Generation Gap
Course Length: ½, 1, or 2 days
The workplace can present challenges to management in terms of handling the different generations present. As older workers delay retiring and younger workers are entering the workforce, the work environment has become a patchwork of varying perspectives and experiences, all valuable to say the least.
While having various cultures in one workplace can present communication problems and conflicts, the benefits of such a variety in the workplace outweigh it. The young and older worker both have many ideas to offer, which can help the organization thrive in the marketplace. Learning how to deal with the generation gap at work will help you become a better manager or co-worker. This workshop will help you understand the various generations present at work and understand what motivates each of them and how to work together.
Module One: Getting Started
Module Two: History
Module Three: Traditionalist
Module Four: Baby Boomers
Module Five: Generation X
Module Six: Generation Y
Module Seven: Differentiations Between
Module Eight: Finding Common Ground
Module Nine: Conflict Management (I)
Module Ten: Conflict Management (II)
Module Eleven: The Power of 4
Module Twelve: Wrapping Up
Health and Wellness at Work
Course Length: ½, 1, or 2 days
A healthy employee is a happy and productive employee, and that is a goal for every organization. Through our Health and Wellness at Work program your participants will experience the benefits of a healthier lifestyle and workplace.
Our Health and Wellness course will be instrumental in creating a “Culture of Wellness” within your organization. Your participants will touch on common issues such as smoking cessation, nutrition & weight loss, and preventative care. Health and Wellness is the responsibility of everyone in an organization so take the positive step and create a program at you organization.
Module One: Getting Started
Module Two: Meaning and Definition of a Health and Wellness Program?
Module Three: Types of Health Behavior Programs
Module Four: Health Behavior Programs
Module Five: Health Screenings and Maintenance Programs
Module Six: Mental Health Programs
Module Seven: Evaluate the Need
Module Eight: Planning Process
Module Nine: Implementation
Module Ten: Create a “Culture of Wellness”
Module Eleven: Evaluate Results
Module Twelve: Wrapping Up
Hiring Strategies
Course Length: ½, 1, or 2 days
Successful companies are made up of great employees, so why not hire great employees? Hiring and training employees is an expensive venture. Be sure to hire the right person for the right position. Hiring the right person is more about skills and abilities; it is about finding the right combination of skills, attitude, and fit for your organization’s culture.
Hiring Strategies will save your company time and money as you will be recruiting and hiring the right candidates. Your hiring department will benefit from this workshop as it prepares them to seek out that great candidate and make sure they are a fit for your company. Your participants will obtain the necessary tools required in finding that diamond in the rough.
Module One: Getting Started
Module Two: Defining and Knowing the Position
Module Three: Hiring Strategy
Module Four: Filtering Applicants to Interview
Module Five: The Interview (I)
Module Six: The Interview (II)
Module Seven: Selection Process (I)
Module Eight: Selection Process (II)
Module Nine: Making an Offer
Module Ten: Onboarding
Module Eleven: Lure in Great Candidates
Module Twelve: Wrapping Up
Human Resource Management
Course Length: ½, 1, or 2 days
As companies modify priorities and operations, human resources functions can move from a dedicated HR role, to that of the manager. Whether the majority of those important functions stays within HR at your organization, or is your responsibility as a manager, it is important that managers understand how much of their role is really about their people, as well as aspects of legislation, policy, and procedures that involve human resourcing issues.
Module One: Getting Started
Module Two: Human Resources Today
Module Three: Recruiting and Interviewing
Module Four: Retention and Orientation
Module Five: Following Up With New Employees
Module Six: Workplace Health and Safety
Module Seven: Workplace Bullying, Harassment, and Violence
Module Eight: Workplace Wellness
Module Nine: Providing Feedback to Employees
Module Ten: Disciplining Employees
Module Eleven: Terminating Employees
Module Twelve: Words from the Wise
Measuring Results from Training
Course Length: ½, 1, or 2 days
Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits. Other topics, like communication or leadership, might have benefits that you can’t put a dollar value on. In this course, we will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings.
Module One: Getting Started
Module Two: Kolb’s Learning Styles
Module Three: Kirkpatrick’s Levels of Evaluation
Module Four: Types of Measurement Tools
Module Five: Focusing the Training
Module Six: Creating an Evaluation Plan
Module Seven: Assessing Learning before Training
Module Eight: Assessing Learning during Training
Module Nine: Assessing Learning after Training
Module Ten: The Long Term View
Module Eleven: Calculating the Return on Investment (ROI)
Module Twelve: Wrapping Up
Millennial Onboarding
Course Length: ½, 1, or 2 days
Onboarding new employees is a secure investment that will assist newly hired employees in developing their skills, knowledge, and value within the company. It will help match the technically skilled Millennial workforce with new and emerging needs of your company, which gives your company an advantage within the market.
Millennial Onboarding is a specialized type of employee onboarding. With Millennials we are seeing a need to tweak the onboarding process to better suit the needs of the company and new hires.
Module One: Getting Started
Module Two: Purpose Of Onboarding
Module Three: Introduction
Module Four: Millennia’s And Onboarding
Module Five: Onboarding Checklist
Module Six: Engaging the Millennial Employee
Module Seven: Following Up with the Millennial Employee
Module Eight: Setting Expectations with the Millennial Employee
Module Nine: Mentoring the Millennial Employee
Module Ten: Assigning Work to the Millennial Employee
Module Eleven: Providing Feedback
Module 12: Wrapping Up
mLearning Essentials
Course Length: ½, 1, or 2 days
Mobile learning, or mLearning, is defined as the delivery of learning, education or training on mobile devices, such as mobile phones, tablets, laptops or PDAs. mLearning allows training and support to be taken anywhere, making it flexible and convenient for companies to use.
With our mLearning workshop, your participants will begin to see the importance and usefulness of mLearning in any organization. By absorbing the ins and outs of utilizing mLearning, participants will possess the skills needed to take advantage of this new technology, in order to educate employees and clients more efficiently.
Module One: Getting Started
Module Two: What is mLearning?
Module Three: Common mLearning Devices
Module Four: Ancillary Equipment in mLearning
Module Five: mLearning vs. eLearning
Module Six: Four C’s of mLearning
Module Seven: Aspects of mLearning
Module Eight: Challenges of mLearning
Module Nine: Benefits of mLearning
Module Ten: Getting mLearning Started
Module Eleven: Employee Training
Module Twelve: Wrapping Up
Safety in the Workplace
Course Length: ½, 1, or 2 days
Workplace safety is the responsibility of everyone in an organization. Companies have legal obligations to meet certain safety requirements, but many go further than the minimum obligations. Safety standards and procedures must be put in place, and everyone needs to follow the standards in order for them to be effective.
Each industry has its own set of hazards, but there are workplace hazards that are common across organizations. By identifying and anticipating hazards, employers can prevent injuries and keep employees safe.
This course will be instrumental in reviewing common hazards, safety techniques and after completion; you will have the tools to help you create a Safety policy for your work place.
Module One: Getting Started
Module Two: An Overview
Module Three: Types of Hazards
Module Four: Managers Role
Module Five: Training
Module Six: Stress Management
Module Seven: Workplace Violence
Module Eight: Identifying Your Company Hazards
Module Nine: Drug & Alcohol Abuse
Module Ten: Writing the Safety Plan
Module Eleven: Implement the Plan
Module Twelve: Wrapping Up
Talent Management
Course Length: ½, 1, or 2 days
Talent Management is an investment. Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. The item that usually accounts for the highest cost for a company is its work force. With a company’s workforce being the highest cost to it, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce and attracting a higher caliber of new employee.
We all know that training and retraining costs money and Talent Management can reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority in today’s business environment. Having a talented group of employees has always been a key to success; it will translate into cost savings and higher productivity. Talent Management is the investment that will pay dividends over the course of its use.
Module One: Getting Started
Module Two: Defining Talent
Module Three: Understanding Talent Management
Module Four: Performance Management
Module Five: Talent Reviews
Module Six: Succession & Career Planning
Module Seven: Engagement
Module Eight: Competency Assessments
Module Nine: Coaching, Training & Development
Module Ten: Dos and Don’ts
Module Eleven: Employee Retention
Module Twelve: Wrapping Up
Train-the-Trainer
Course Length: ½, 1, or 2 days
Whether you are preparing to be a professional trainer, or you are someone who does a bit of training as a part of their job, you’ll want to be prepared for the training that you do. This workshop will give all types of trainer’s tools to help them create and deliver engaging, compelling workshops that will encourage trainees to come back for more.
Module One: Getting Started
Module Two: Understanding Training and Facilitation
Module Three: Gathering Materials
Module Four: Creating a Lesson Plan
Module Five: Choosing Activities
Module Six: Preparing for the Workshop
Module Seven: Getting Off on the Right Foot
Module Eight: Delivery Tips and Tricks
Module Nine: Keeping it Interactive
Module Ten: Dealing With Difficult Participants
Module Eleven: Tackling Tough Topics
Module Twelve: Wrapping Up
Universal Safety Practices
Course Length: ½, 1, or 2 days
The importance of safety cannot be overstated. Every organization is responsible for the safety of employees while they are working. It is estimated that safety problems cost companies $1 billion a week. Understanding universal safety practices and how to implement them will help keep everyone protected while ensuring the company’s financial security.
With our Universal Safety Practices workshop, your participants will discover how safety affects employee engagement and the bottom line. Safety may seem like a boring topic, but an unsafe work environment cannot be ignored.
Module One: Getting Started
Module Two: The Importance of Safety
Module Three: Fire Risk
Module Four: Sound
Module Five: Chemical and Electrical Hazards
Module Six: Ergonomics
Module Seven: Workplace Violence
Module Eight: Transportation
Module Nine: Machinery
Module Ten: Safety Program
Module Eleven: Monitoring
Module Twelve: Wrapping Up
Workplace Harassment
Course Length: ½, 1, or 2 days
Workplace Harassment can be based on a variety of factors that differ from the one doing the harassment, such as race, sex, and disability.
Three main actions constitute harassment:
- When someone is doing something to you to make you uneasy
- When someone is saying something to you to make you feel uneasy
- When someone knowingly puts your life at risk in some way
This course will give you the tools necessary to recognize harassment in the workplace as well understand your rights and responsibilities under the law, with regard to safety in the workplace.
Module One: Getting Started
Module Two: The Background
Module Three: Developing an Anti-Harassment Policy
Module Four: Policies in the Workplace
Module Five: Proper Procedures in the Workplace
Module Six: False Allegations
Module Seven: Other Options
Module Eight: Sexual Harassment
Module Nine: Mediation
Module Ten: Conflict Resolution
Module Eleven: The Aftermath
Module Twelve: Wrapping Up
Workplace Violence
Course Length: ½, 1, or 2 days
Workplace harassment is illegal and destructive to any organization. It is important to treat everyone in the workplace with respect and dignity. Workplace harassment must be identified, discouraged, and prevented in order to keep a hostile work environment from developing. Left unchecked, harassment can escalate into violence. Workplace harassment training is essential to the welfare of all businesses and their employees.
Allowing workplace harassment to continue will cause legal problems while destroying company morale. Many people are uncertain about what constitutes harassment, and they are confused when their actions are pointed out as demeaning. Legally, harassment is any word, gesture, or action that offends people or makes them feel uncomfortable or intimidated. You never know how sensitive people are, so never say or do anything if you are not sure how it will be received.
Module One: Getting Started
Module Two: What is Workplace Harassment?
Module Three: Identifying The Bully
Module Four: How to Handle Workplace Violence
Module Five: Risk Assessment (I)
Module Six: Risk Assessment (II)
Module Seven: Being the Victim
Module Eight: Checklist for Employers
Module Nine: Interview Process
Module Ten: Investigation Process
Module Eleven: Developing a Workplace Harassment Policy
Module Twelve: Wrapping Up
