Giving and Receiving Feed-Forward Information
The term feedback bears a historically negative connotation, conjuring up visions of difficult conversations about bad employee performance. This session will introduce the process of feed-forward – productive and positive performance discussions focused on future behavioral changes and continuation of excellent behaviors. The feed-forward process highlights methods for communicating through varied approaches. Feed-forward is a development opportunity for both the giver and receiver of information. Communication cannot be one-sided; leaders must be open to feed-forward information as well. Barriers to providing feed-forward information, as well as skills to overcome them, will be covered (i.e. “I’m worried about how he or she will respond”). This feed-forward session also includes skills to set clear expectations at the beginning of a project, making it easier to coach, share, and develop others.Click here for a detailed outline
This session covers the benefits of starting a mentoring relationship and highlights both traditional mentoring and reverse mentoring (early career employees sharing technology tips with experienced employees). Participants will learn the process to take to establish an effective, lasting mentoring relationship through selecting appropriate mentors, setting goals, communicating expectations, and setting regular touchpoints.
Performance Management Made Easy
For managers, documenting and sharing performance outcomes with employees is essential. This session will go through the specifics of your organization’s performance management system and offer the opportunity to brainstorm or troubleshoot any issues supervisors currently have. Also practiced is effective, legal documentation and communication of employee performance.Click here for a detailed outline
Hire better people by helping managers in your organization hone their interviewing skills with this session. Participants will learn what questions can’t be asked in an interview, how to ask the right questions, and the benefits of behavioral interviewing. They will also get the chance to create good interview questions for some of their positions, and learn what to listen for in a candidate’s answer.Click here for a detailed outline
Everyone has the potential to succeed, but what distinguishes people who manage to set goals and achieve excellence? This Goal Setting workshop explores the nature of goals and a process for mastering the art of setting and achieving them. Participants will discover how to:
- differentiate between goals and objectives
- develop a SMART objective
- maintain focus on a goal
- collaborate with team members to achieve individual goals
- connect to a company, team or department goal
- focus on what they do well
- keep track and celebrate successes
Maximize Business Partnerships
When involved strategically with the organization, you can play a critical role in its success. This session will address what makes a good business partner and how to develop that kind of relationship. Professionals will learn the importance of understanding the business and industry factors for their organization, being an effective internal consultant, and serving as a resource for leadership. This session will also share how to make the business case for projects and keep an eye on the bottom line.
FMLA: What Managers Need to Know
This session, for staff managers, provides background information about FMLA, how to spot the signs that FMLA may be needed by an employee, FMLA documentation and legal measures, as well as your organization’s specific FMLA process. By the end of this session, participants will have a better understanding of and ability to comply with FMLA and also when to communicate with and involve HR in the process.
Ethics & Moral Development
What motivates value-based decisions and why are they often so disparate? This training session outlines Lawrence Kohlberg's popular theory of moral reasoning and development, and challenges participants to examine the basis on which crucial ethical decisions are made. Through an interactive approach, participants will work through challenging moral dilemmas in the workplace and develop processes for resolving moral conflicts.
The art of effectively delegating work to team members is critical to an optimally functioning organization. Yet, high potential individual contributors are often promoted to leadership positions without the skills or knowledge to delegate. In this session, leaders will identify what it means to be intentional and deliberate about delegating and how to achieve a positive dynamic in which all parties share accountability and control. Participants will explore the value of delegation and its benefits to all parties and the organization as a whole. Participants will also analyze how to overcome internal or external barriers to delegation (i.e. “I can do the work better than anyone else”).
Individual Strengths Coaching
Especially recommended for directors, supervisors and team leaders (generally following a CliftonStrengths® workshop, but can be requested prior to or without workshop). Individuals delve deeper into their personal Signature Strengths and the impact of those strengths on their management and leadership styles. Included is also an analysis of the strengths of team/staff members and insights into better management through strengths empowerment.