A Positive Approach to Corrective Action
Employee problems are the most difficult to handle especially when informal feedback and coaching has not been successful. This course discusses the differences in performance and conduct issues. The focus is on how to counsel employees with conduct problems. You’ll learn approaches to turning around employee behavior and to build motivation for continuous improvement. We will also discuss what to do if all else fails.
• Define performance and behavior problems
• Identify conduct issues
• Apply the counseling process
Leave with an understanding of how to correct inappropriate conduct.
Developing and Communicating Performance Standards
Setting performance standards and clarifying performance measures are among the most important-and challenging-parts of a manager or supervisor’s job. This course provides a hands-on, step-by-step process for helping managers to: Link individual performance to the organization’s mission and strategic objectives; define and communicate clear performance goals; work with employees to establish measures and guidelines for successful performance; and work with employees to build key skills and competencies.
• Apply strategies to identify and communicate performance standards and competencies
• Identify and communicate performance measures and describe successful outcomes
• Identify collaborative strategies to monitor and measure performance
• Apply a process for identifying and communicating skill gaps
At the end of this session participants will be able to clearly communicate performance measures that support organizational goals and objectives.
One of the most important factors in being a successful member of the management team is the development of your staff. Delegation can assist you in staff development while freeing up your time for more important tasks.
• Analyze the benefits of delegation
• Identify what to delegate
• Demonstrate the steps for effective delegation
• Define a monitoring system to track delegated tasks
• Examine your current delegation strategies
• Discuss which leadership style to use in a given situation
• Outline steps to manage performance
• Discuss ways to celebrate success
Leave knowing what a task you can delegate to whom and how best to do it.
Effective Business Writing
In today’s business environment, the ability to write clearly and concisely is critical to individual and organizational success. Effective writing engages your audience, prompts action and delivers results.
• Does it take you too long to write a clear, concise email, letter or memo?
• Do you get responses indicating your reader didn’t understand your message?
• Are you confused about to use “they” versus “him/her? And other grammar issues?
If you answered “yes” to these questions, then Effective Business Writing is the class for you. In this session, you will learn practical approaches for streamlining your writing into concise, reader-focused content. You will also learn how to avoid common grammatical errors.
After attending this course, you will be able to:
• Avoid common grammatical errors
• Punctuate correctly
• Write clear and concise sentences
• Analyze the readability level of your message
• Target and adapt your writing to the audience
• Add the finishing touches to improve appearance and readability
Guiding Principles of Public Sector Leadership
Leadership is necessary in local government today more than ever. With privatization, constant restructuring, and budget cuts, cities, counties and employees need strong leadership at every level. You must be visionary while being pragmatic enough to get the job done. Your organization counts on your leadership to help them achieve their best. Your organization counts on your leadership to improve productivity, quality and customer service.
• Demonstrate leadership in your everyday work situations
• Identify the traits of a good leader
• Select appropriate strategies for improving your leadership skills
• Analyze current leadership theories and determine their application to your work environment
• Discuss the individual/team maturity development scale
• Determine the leadership style needed to best meet the needs of the individual or team
Leave with concrete ideas for improving your leadership performance.
Individual Development Planning
An important key to successful individual growth is a sense of personal responsibility for development. In order for this to happen, you must develop a plan for your unique developmental needs and include ways to receive feedback from those who are in a position to be objective.
• Discuss the importance of personal development planning
• Define the critical components of an individual development plan
• Create an IDP
Leave with an individual plan for professional development.
Legal Aspects of Supervision
The main objective of this course is to provide basic guidelines for compliance with important federal employment laws. The goal is to become accurate and confident in all your decisions that affect employees and how they are protected under these laws. Recent changes with the Americans with Disabilities Act, the Family Medical Leave Act, and the Fair Labor Standards Act will be covered. The session is in an interactive workshop format and the target audience is new and experienced supervisors and managers.
Improve Your Listening Skills
Employees frequently complain that no one listens to them and often they are right. Listening is a powerful employee retention tool and a powerful process improvement tool. This workshop will present practical tips on how to improve your listening skills.
• Outline tips for improving your listening skills
• Differentiate between active and passive listening
• Demonstrate active listening skills and behaviors
• Identify obstacles for listening
• Discuss ways to minimize bias and prejudice when listening
• Identity ways to improve team morale and productivity through active listening
Leave with specific tips that will improve your listening skills as well as ideas on how to elicit more suggestions and ideas for improvement.
Self-awareness under conflict leads to greater self-control and is the first step in managing conflict effectively. In this program, participants will learn and practice a step-by-step model of dealing with conflict, which emphasizes a positive outcome for everyone involved. Because conflict is inevitable in some situations and avoidable in others, it is important to know the different strategies that can be applied in particular situations. We will discuss these strategies in depth to understand when each is or is not appropriate to use.
• Increase knowledge and understanding about yourself in conflict situations.
• Learn a step-by-step model of conflict management.
• Outline strategies in managing conflict in different situations with customers and with staff
Leave with increased confidence and comfort in dealing with conflict effectively.
Managing an Intergenerational Workforce
This session examines the four generations currently in the US workforce: how historical experiences have shaped them and how organizations can motivate each group. The presentation focuses special attention on the Millennial generation and their attitudes about work, technology, and communication and how these new arrivals differ from the other generational groups currently in the workforce. The presenter will offer a snap shot of the Millennial outlook and offer strategies for how to coach, manage and motivate Millennial employees and create intergenerational understanding at your organization.
• Participants will be able to describe the historical context shaping the experiences of the four current workforce generations
• Explain traits that make each generation unique
• Tailor communication, compensation, and rewards to motivate each generation
• Analyze how generational differences are affecting their work teams and organizations
Managing employee performance and conducting performance appraisals are one of a manager’s most difficult responsibilities. This course provides managers and supervisors with best practices and resources to deliver an effective performance appraisal and to lay the foundation for effective year-round performance management. Areas of focus will be: preparing a good appraisal; conducting a successful appraisal meeting; communicating performance expectations and developing objectives; and promoting on-going communication.
• Discuss steps involved in performance management
• Apply tools and resources for preparing a performance appraisal
• Examine ways to recognize common biases in performance assessment
• Develop a roadmap for a successful performance discussion
• Outline a strategy for on-going performance management
Participants will be able to provide employees with the feedback and on-going resources they need to perform effectively on the job.
Employee turnover is a huge drain on business — it saps morale, reduces productivity and often endangers client relationships. Research shows that employees don’t leave companies as much as they leave their supervisor or manager. Supervisors and managers need to be knowledgeable about ways to retain star employees
• Develop a motivational work environment
• Write expectations
• Discuss ways to instill trust and increase employee commitment
• Design an approach to elicit and encourage suggestions
• Outline ways to meaningfully recognize your staff
Leave with concrete ideas for improving your staff’s performance. Plus get ideas for low-cost or no-cost rewards and recognition.
Personal Strengths and Leadership Styles
Have you ever wondered why you have difficulty working with a particular individual? Do you chalk it up to personality differences and just try to get along? There is another way. This session uses the self-assessment instrument, “The Strength Deployment Inventory,” to help you discover and re-confirm the strengths you use when things are going well and to realize how they change under conflict situations.
You will also learn a conceptual framework to help you “figure out” another person and what their strengths might be. This increased understanding of what motivates people to act as they do will lead to more effective strategies in working with them.
• Appreciate your strengths and how you use them
• Appreciate the strengths of others and how they use them
• Increase awareness of how you work with others, what motivates you, and what kinds of working relationships you find satisfying
• Develop strategies on how your strengths can be used with others’ strengths to build effective teams
Leave with an increased understanding of the strengths you have and how best to use them.
Planning for Change
Creative leadership is necessary today more than ever. With revenue shortages, service cuts, privatizing and outsourcing, local governments need leaders to have an entrepreneurial spirit that drive change. You must be visionary while being practical enough to get the job done. Your team counts on your leadership to help them achieve their best in an ever-changing environment.
• Define leadership as it relates to change management
• State the responsibilities of a leader during change
• Identify common barriers to change
• Develop plans for overcoming these barriers to change
• Outline the approach best taken to orchestrate change
Leave with concrete ideas for coping with change on a personal level and leading your staff through changes.
Each of the many phases of projects, large and small, must be accomplished well in order to reach the ultimate goal. Initial planning, goal setting, plan development, delegation, implementation and follow-up are crucial for project success and are among the topics included in this seminar. Discover what you need to do to manage a great project — and how to avoid the pitfalls that can be barriers to your team's best efforts.
Who should attend? Anyone interested in finding out what Project Management is about and what it can do to help them work more efficiently and effectively.
Providing Coaching and Feedback
The course lays the foundation for successful coaching and mentoring. The focus is on developing a “coaching mindset” and learning basic coaching skills in order help employees build the skills and experience needed to grow in their careers and meet the challenges of effective public service. Key content areas are: understanding what coaches do; recognizing coaching opportunities; using feedback as a coaching tool; and building a coaching plan.
• Describe key coaching roles and recognize coaching opportunities
• Explain different types of motivation
• Use feedback as a coaching tool
• Build a coaching plan
Participants will be prepared to recognize coaching opportunities and appropriately apply basic coaching skills.
Superior Staff Selection
Retention of quality staff begins with selection. Regardless of the size of the organization or the nature of the job, the key to successful day-to-day operations is dependent upon the recruitment, selection and placement -- effective interviewing being the key. This workshop will provide the participant with a practical ways to plan and conduct interviews.
You can assure success by selecting the right person, who has the correct skills, knowledge and attitude needed to do the best job.
• Determine what skills, knowledge and attitude you need for the position
• Develop behaviorally based interview questions that will assess prospective employees
• Design a sound interview that’s within Federal and State regulations
• Compare candidates and select the best one for the position
Leave with a list of behavioral questions for a position and a concrete plan for interviewing and selecting outstanding employees. Have an opportunity to practice your interviewing skills.
Teamwork in Action
In work, we often find ourselves on both sides of the team process. Sometimes we are the team leader and others we are expected to be a good team player. But we often don’t define what it takes to be either. This session looks at both sides of the equation.
• Determine when teams are right for the job and when they aren’t
• Select the best type of team for the job
• Build a framework for your team to succeed
• Discuss the traits and behaviors associated with effective leadership
• Determine what behaviors are appropriate when being a team player
You’ll leave able to set a team up for success, and help any team you find yourself on succeed.
Tools for Problem Solving
Planning requires looking at everyday things in a new way. A new approach to problem solving can assist you with your everyday tasks. In this workshop techniques and strategies that bring creativity into the planning process are discussed. A creative planning model will be presented and practiced.
• Define when problem-solving tools can assist with group processes
• Discuss and practice four different problem-solving tools
• Demonstrate techniques to prioritize ideas
Leave with tools to aid in organizational, departmental or team planning processes.