In general, there are four basic purposes of communication: To inform, to persuade, to ask a question, or to learn. It’s as important to know what you don’t want as it is to know what you do want.
In this course, you will learn the importance of assertive speaking - asking directly for what you need from others without being aggressive. You will discover techniques for holding others accountable while also creating and practicing the art of equitable compromise.
- Identify the characteristics of assertive behavior and include them in your interactions
- Ask directly for what you need without being aggressive
- Confront problem behaviors successfully
- Create equitable compromises with employees and peers
- Hold others accountable
- Manage conflicts to achieve productive outcomes
- Deal with difficult people effectively
- Principles of Effective Communication
- Principles of Assertive Communication
- Putting Assertiveness to Work
- Handling Specific “Difficult” Personality Types
A lack of succession planning is like driving your car in the dark without headlights. Effective succession planning is like having halogen headlights that shine father and brighter than any other kind of headlight.
This program shows you how to conduct a gap analysis to identify current and future needs, how to create a pipeline of potential top leadership and how to bring selection systems, reward systems and management development into alignment with the process of leadership renewal.
- Identify high-potential employees
- Conduct a gap analysis to identify current and future needs
- Develop a cadre of successors at several levels
- Use employee development plans (EDPs) as a tool for leadership development
- Consider individual results and adherence to values in your assessment of high-potential employees
- Identify pitfalls of poor planning or no planning
- Measure, evaluate and refine your succession management program
- Keys to Effective Succession Planning
- Expanding the Pipeline
- Actively Develop Rising Stars
- Is It Working?
Managing a team can be one of the most challenging, yet rewarding, experiences you will have in the workplace. Finding the balance between directing and supporting is always one of the most difficult functions of the manager. Teamwork is unsuccessful if the leader is continually putting forth ideas before anyone else on the team.
- Determine the fundamentals for establishing a team
- Develop a team charter and project plan
- Clarify team roles and personality types
- Define leadership responsibilities and functions
- Understand how to lead through coaching
- Facilitate team meetings effectively
- Make decision-making beneficial
- Handle conflict appropriately
- Understand and deal with communication issues
- Troubleshoot problem situations on the team
- Measure a team’s success
- Reward team accomplishments
- Building a Solid Foundation
- Defining Team Roles and Styles
- Effective Team Leadership and Support
- Managing an Efficient Team
- Avoiding the Pitfalls
- Fostering Future Success
Organizations are buzzing about the potential benefits and competitive advantage an offsite workforce has to offer. Decreased turnover and absenteeism. Improved retention. Cost reduction. Access to a larger pool of talent. And there are perks for the individual too, including increased flexibility, independence, and a better work-life balance.
But let's face it. Managing a remote workforce takes more than smartphones, WiFi, web cams, and expense allowances. It requires the right employees in the right jobs with the right skills and the right resources. And it also requires managers with the know-how to communicate effectively, maintain a sense of community, cultivate teamwork and develop relationships built on trust.
Position them for success with Managing Offsite Employees: Staying Connected with a Dispersed Workforce, the half-day program that's packed with self-assessment exercises, real-life scenarios, practices activities, and more.
- Learn how offsite working relationships can benefit employees, managers, and organizations.
- Understand the challenges of managing offsite employees.
- Identify the tools and resources necessary for offsite employees to be effective.
- Discover the role trust and communication play in the success of offsite employees.
- Develop strategies to overcome common issues associated with managing a remote staff.
- Learn the best practices for the successful management of offsite employees
- Benefits and Challenges of Offsite Relationships
- Managing Offsite Employees Successfully
- The Right Stuff
- Trust and Communication - The Essential Components
- Keeping Offsite Employees on Track
- Challenges and Best Practices
Organizational shifts can bode either a positive or negative experience for those involved depending on how effectively they are led through the process. Leaders play a vital role in seeing that employees understand the benefits and new opportunities brought about by change. Leading Others Through Change recognizes that to effect a positive and productive experience, leaders must ACT - Activate the change, Create a Plan, and Transition the change. Using a 10-step process as its basis, this program takes participants through the three phases and identifies techniques for ensuring that the change is not only a success, but that it becomes a lasting part of the culture. They’ll learn to manage resistance, garner commitment, and increase motivation for the change from start to finish, including how to evaluate efforts in order to steer the success of future initiatives.
- Understand why change initiatives fail and how to ensure their success.
- Implement a framework to actively lead change efforts.
- Plan for the success of future change through close evaluation of the current initiative.
- Identify, acknowledge, and manage resistance to ensure an efficient transition.
- Apply techniques for increasing and gaining commitment to the change
- Your Views About Change
- Explore the Change
- Activate the Change
- Create a Plan
- Transition the Change
- Be an Effective Leader
Strategic planning means different things to different people. To some it means creating vision and practicing values. To others it means setting deadlines for action items and managing changes. Whether you come from the more philosophical end or the task-oriented end, strategic planning does include moving the company forward toward a shared vision through agreed-upon goals and objectives.
- Identify the elements of an effective strategic planning model
- Identify a good foundation for creating a strategic team
- Discover your strengths, weaknesses, opportunities, and threats when setting directions
- Define strategic values
- Participate in a strategic planning effort
- Avoid common pitfalls that derail strategic plans
- The Pillars of Planning
- The Power of a Shared Vision
- Powering Up the Double A’s: Analysis and Agenda
- Turning Strategy into Action
- Seeing Your Plan Through
Developing Your Direct Reports is a course in which participants will learn Development Coaching. So what’s the difference between Performance Management and Development Coaching? Performance management is focused on eliminating the weaknesses of the past and present. Development coaching, on the other hand, targets employee strengths as the basis for future performance and the achievement of long-term goals. And the other major difference? It requires the direct and regular involvement of the manager.
- Recognize the differences between performance management and development coaching
- Implement a strengths-based approach to development
- Provide employees with the tools to assess their strengths and development needs
- Conduct a positive development discussion
- Identify a variety of paths to development
- Create an effective individual development plan
- Understanding Development
- Awareness and Assessment
- Conducting a Development Discussion
- Paths to Development
- Creating an Individual Development Plan
Delegating for Growth is an interactive skills training course that will help any manager to better understand the purpose of delegation, prepare for and apply the steps to delegating effectively, and learn to recover from inevitable mistakes or disappointments. This training program will help to increase company-wide productivity, foster employee confidence at all levels, and develop a team-driven culture.
Most tasks and projects can be delegated. In particular, if you find yourself doing the tasks and activities you were promoted from, that’s a clear sign of items you should be delegating. Not sure how? That's where we come into play.
Successful completion of this course will increase your knowledge and ability to:
- Recognize delegation as a tool for employee growth
- Prepare yourself to delegate effectively
- Assess your employees to determine their delegation needs
- Match employees and projects appropriately
- Identify barriers to delegation and overcome them
- Apply the steps to delegating effectively
- Handle mistakes, missteps, and failures as learning opportunities
- The Purpose of Delegation
- Preparing Yourself and Your Employees for Delegation
- The Steps of Delegation
- Mistakes, Missteps and Failures
This program helps ensure that every team operates at its highest potential by defining the team vision and mission, creating a mission critical action plan, establishing clear roles and expectations for individuals and obtaining unconditional commitment and accountability from every team member.
- Recognize the difference between teams and groups
- Understand the need for balance between task behaviors and team behaviors
- Take steps towards clarifying your team’s position
- Create a team vision and mission statement
- Prepare a mission critical action plan
- Obtain unconditional commitment and accountability from team members
- Establish team guidelines
- Define effective individual team roles
- Setting Yourself Up for Success
- Creating the Road Map
- Establishing Team Guidelines
- Defining Team Roles
Help Employees Reach Their Full Potential
An organization’s success relies on the performance of every employee and so it goes without saying that it is important to foster an atmosphere that allows for employee’s to grow with the company. The key to this is guidance. Coaching for Development recognizes the need for employees to feel committed to their work and is designed to help managers, supervisors, and leaders alike to encourage individual performance as a means for increasing engagement and ultimately productivity rather than to use the traditional “command and control” method.
In this workshop, participants learn the key elements of building a successful coaching relationship and how to best implement them using a step-by-step coaching process; in addition, how to help an employee implement a development plan to individually improve their success as well as how to apply effective strategies for overcoming common coaching challenges.
- Learn to discern the difference between coaching and other development strategies.
- Discover the key elements to successful coaching relationships.
- Understand the coaching process and how to apply each step.
- Identify common challenges to successful coaching.
- Discover effective strategies for managing challenges.
- Establish and maintain a successful coaching relationship with an employee.
- What Coaching Is - And Is Not
- Beginning the Coaching Process
- Goals and Development Plans
- Conducting Effective Coaching Sessions
- Monitoring Progress and Addressing Challenges
This training will help you establish the context of a situation and lead a series of coaching conversations that make the individual responsible for proactively defining goals and becoming accountable to their commitments. You will understand how the various aspects of coaching conversations (such as defining the opportunity or problem, analyzing options, and developing an action plan) can motivate and support individuals to help them successfully meet their goals.
- Identify the four steps of a coaching session and how they are applied in various contexts
- Recognize the correct application of inquiry and advocacy in a coaching session
- Apply basic coaching techniques to coaching for:
- Performance improvement
- Career development
- Training for specific skills
- Coaching a business team
- Coaching for Performance Improvement
- Coaching for Career Development
- Coaching for Training Specific Skills
- Coaching a Business Team
The Art of Influencing Others is a training program designed to help you and your employees do the following:
Build rapport and develop genuine relationships
Improve communication skills, including verbal and nonverbal messages, to be more effective with others
Recognize common barriers to communication
Understand and use communication styles to tailor your communications
The purpose of this training is to teach people the skills they need so that others will want to grant them the power to affect outcomes. Our approach is to teach someone how to develop and maintain rapport, how to resolve conflicts and handle difficult situations, and how to recognize others’ needs and support them in meeting their needs while meeting their own as well (“win-win”). The training concludes with emphasizing the qualities that influential people have and give the participants an opportunity to assess themselves in these areas.
The three elements of this type of climate are Community, Influence and Openness. The training focuses on providing the skills and techniques you will need to help groups develop a sense of community, to acquire influence over their work-related actions, and to enjoy the openness of shared information and feelings.
- Identify major factors that affect motivation
- Apply dialog and listening skills that model community, influence, and openness
- Take specific actions to foster trust within a group
- Model the concept of accountability
- Identify inhibitors to fostering group commitment and passion
- Teach a four-step process designed to help groups learn from mistakes
- Encourage group initiative-taking
- Create a group culture of ownership and accountability
- Identify and apply strategies for dealing with outside pressures that negatively affect motivation
- Identify and apply strategies for dealing with systems and policies that negatively affect group esteem
- Match or tailor your leadership style to various employees’ motivational preferences
- The Foundation of Motivation
- Fostering Motivation as a Manager
- Encouraging Employees’ Intrinsic Motivation
- Overcoming Obstacles to Motivation
Without the proper training, two things can stand in the way of effective listening: bad habits and style differences. The first step to becoming a better listener is to break and eliminate those habits. The second step is to understand the different ways people listen, along with its benefits and potential trouble spots.
Effective Listening Skills can help anyone become a better listener. Using a five-step process, individuals learn how to eliminate barriers to good listening, improve communication skills, maximize productivity, and build interpersonal relationships.
- The Importance of Listening
- Steps to Active Listening
- Skills to Improve Understanding
- Describe the importance of listening
- Identify barriers to listening well
- Implement the steps of active listening
- Uncover hidden messages
- Listen in emotional situations
- Increase information flow to enhance productivity and teamwork
- Rogers-Lowell Area Chamber of Commerce - 317 West Walnut Street Rogers, AR 72756
- Class Details
- 49.00 per participant *SUPER SPECIAL* Enter Code CHAMBER to save 30% at checkout!
- All class Materials are provided at no additional cost
- Small Class size to maximize facilitator/participant interaction
When dealing with issues such as employee performance, personality clashes, and conflict, the truth is that there are no quick fixes. Successful supervisors know it takes time to do what’s best for the long-term success of the organization, its employees, and even themselves. They also know that they can overcome just about any challenge by exercising the three keys: realism, restraint, and resolve.
The Toughest Supervisor Challenges gives both new and experienced managers the supervisory skills, tools, and techniques they need to evaluate the situation at hand and choose the appropriate response.
- Understand how to use realism, restraint, and resolve to face any challenge
- Learn how to resolve conflicts between employees
- Know how to minimize the impact of employee layoffs
- Discover how to support employees with performance issues
- Learn how to manage while preparing for possible discipline or termination
- Handle employee issues with sensitivity and fairness
- Know how to take control and responsibility in a crisis situation
- Resolving Conflict between Employees
- Dealing with “Problem” Employees
- Dealing with Personal Problems
- Discipline and Termination
- Dealing with Layoffs
- Crisis Management
So you’re highly knowledgeable and skilled in your career field, your hard work has paid off and a job promotion is likely or has already come your way. You relish in the prospects and rightfully so — a managerial role is an exciting and advantageous opportunity, but if you’re not equipped with the management know-how, it can be a surprisingly overwhelming transition. How do you make it a success?
Learning to Manage walks you through the process of successful management by introducing the tools and techniques for effectively handling five target areas — people, projects, performance, problems, and even personal development because successful management starts with being able to manage yourself. Each of these areas is essential to minimizing the stress associated with the transition from individual work as you learn to delegate, communicate, and most of all, develop your employees — laying the foundation for productivity and organizational success.
- Understand how to make the transition into management.
- Avoid the common pitfalls that derail new managers.
- Discover how to communicate effectively up and down your organization.
- Explore ways to effectively delegate work and encourage employee development.
- Identify how to manage task-related and interpersonal crises.
- Develop self-awareness and determine the support you need to successfully manage employees.
Most managers and team leaders will not readily welcome the task of having to let an employee go or provide them with a negative performance review. These are just a couple of examples of those difficult conversations which are an unavoidable and recurring instance in the workplace. Despite their compelling presence, they don’t have to be feared or dreaded—they can be handled in such a way that increases self-confidence and encourages an environment of positivity. Navigating Difficult Conversations introduces participants to a seven-stage process for taking control in these situations and minimizing negative backlash to effect an environment of reduced stress, increased trust, improved relationships, and higher productivity. With realistic examples and role-playing activities, this program helps participants as they prepare, carry-out, and close difficult conversations in the most productive manner—leading them to embrace, rather than fear confrontation and produce long-lasting benefits for both the employee and organization.
- Understand the nature of difficult conversations and what it takes to handle them.
- Identify the seven stages of handling difficult conversations.
- Use empathy in a way that minimizes negative responses and strengthens relationships.
- Apply best practices for preparing, initiating, and delivering the conversation.
- Discover how to generate solutions and bring the conversation to a close.
- What Conversations are Difficult?
- What Does it Take to Handle a Difficult Conversation?
- Stages of a Difficult Conversation
- Preparing for a Difficult Conversation
- Getting the Conversation Started
- Carrying Out the Conversation
Today's work environment has put a high priority on bright, talented, enthusiastic employees. However, these are the very employees who are frequently recruited away by headhunters and other organizations. So, how do you keep your best employees? By working with them to create a meaningful career development plan?and following through on it. Career planning and development is geared for supervisors and managers who seek to assist employees in their development. However, one of the best ways for supervisors to understand how the process works is to experience it for themselves. In this program you will do all the activities and assessments first-hand; giving you all the skills and tools to apply these to your employees after the program.