Overview

Accountability helps to ensure that every employee will take responsibility for their performance and behaviors and continue to manage this responsibility. When we implement goals and communicate with one another, we can achieve powerful results. Building an accountable workplace requires strong teamwork and collaboration. Every team member must have a strong understanding of the values of the company and recognize the importance of their dedication, in order to attain success. 

This course will provide you with informative tools and practical strategies that can be used to help empower the team to work towards achieving the benefits of accountability. Accountable employees will fuel performance and productivity, and generate an enhanced workplace.

Workshop Objectives: 

• Define accountability and personal accountability
• Differentiate between ownership and accountability 
• Use feedback as a tool to enhance performance
• Understand the barriers of workplace accountability
• Focus on building accountability leadership
• Effectively set SMART goals
• Identify the components of the cycle of accountability
• Work towards achieving the benefits of accountability

Topic / Outline

1. What is Accountability?
2. Creating an Accountable Workplace
3. The C’s of Accountability
4. Building Ownership
5. Accountability in Leadership
6. The Power of Goal Setting
7. Feedback as a Tool
8. Effective Delegation
9. Barriers to Accountability
10. The Benefits of Accountability

Overview

Administrative office procedures may not be glamorous, but they are essential to the success of any enterprise. A well run office reduces miscommunication and helps to eliminate common errors. By making the administrative office a priority, you will establish clear policies and procedures with employee understanding and buy-in, which ensures that your work environment runs smoothly.

With our Administrative Office Procedures workshop, your participants will understand how an Administrative Office Procedure binder demonstrates professionalism and efficiency in an organization or office setting.  It is also a marvelous instrument for quick reference and utilization.  Strategies and procedures are a vital connection between the company’s vision and its everyday operations.    

Workshop Objectives:

• Organize a binder
• Develop procedures
• Prepare checklists
• Understand succession planning
• Collect the correct tools

Topic / Outline

1. Why Your Office Needs Administrative Procedures
2. Gathering the Right Tools
3. Identifying Procedures to Include
4. Top Five Procedures to Record
5. What to Include in Your Binder 1
6. What to Include in Your Binder 2
7. Organizing Your Binder
8. What Not to Include in the Procedure Guide
9. Share Office Procedure Guide
10. Successfully Executing the Guide

The Budgets and Financial Reports Program provides essential skills in financial planning and analysis. Participants will learn to create, manage, and interpret budgets and financial reports. The program emphasizes practical applications, enabling individuals to make informed financial decisions, optimize resources, and enhance organizational financial health and transparency

The Coaching and Mentoring Program offers personalized guidance to foster professional and personal growth. Participants receive tailored support to develop skills, set goals, and overcome challenges. The program enhances leadership, communication, and problem-solving abilities, promoting a culture of continuous learning and development for both mentors and mentees

An Annual Employee Reviews Program provides a structured approach for evaluating employee performance, setting goals, and offering constructive feedback. This program ensures alignment with organizational objectives, identifies areas for improvement, and recognizes achievements. It fosters open communication, career development, and increased employee engagement, contributing to overall productivity and growth

Overview

Taking control over the emotions that shape our lives can have powerful effects. Emotional intelligence (EI) is the ability to recognize and manage our emotions, behaviors, and impulses, as well as apply this knowledge to the world around us. It encourages self-awareness, internal motivation, and the exploration of diverse perspectives. Through effective and authentic communication, emotional intelligence will create positive relationships within any organization. 

Emotional intelligence is a skill that can be developed, in which these skills will help you to maximize your personal and professional success. The Developing Emotional Intelligence course will provide participants with the tools to gain control over emotions, navigate challenging situations, and communicate empathetically. With emotional intelligence, you can build a happy and prosperous life.

Workshop Objectives:

• Define emotional intelligence and emotions
• Identify the components of emotional intelligence
• Identify tools to gain control over emotions
• Determine effective verbal and nonverbal communication skills
• Successfully execute conflict resolution and manage relationships with others
• Identify the benefits of being emotionally aware
• Recognize ways to apply emotional intelligence in the workplace
• Determine ways to make a great impression on others

Topic / Outline

1. Introduction to Emotional Intelligence
2. The Components of EI
3. Tools to Gain Control
4. Verbal Communication Skills
5. Nonverbal Communication Skills
6. Managing Relationships with Others
7. Overcoming Obstacles
8. Application to Business Practices
9. Benefits of Being Emotionally Aware
10. Making an Impact

The Developing New Managers Program equips emerging leaders with essential skills for effective management. Covering communication, team building, conflict resolution, and strategic thinking, this program ensures new managers are prepared to lead with confidence. Participants will gain practical tools to inspire and guide their teams towards achieving organizational goals

Overview

When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce. 

The Employee Motivation workshop will give participants several types of tools to become a great motivator, including goal setting and influencing skills. Participants will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.

Workshop Objectives:

• Defining motivation, an employer’s role in it and how the employee can play a part
• Identifying the importance of Employee Motivation
• Identifying methods of Employee Motivation
• Describing the theories which pertain to Employee Motivation – with particular reference to psychology
• Identifying personality types and how they fit into a plan for Employee Motivation.
• Setting clear and defined goals.
• Identifying specific issues in the field, and addressing these issues and how to maintain this going forward.

Topic / Outline

1. A Psychological Approach
2. Object-Oriented Theory
3. Using Reinforcement Theory
4. Using Expectancy Theory
5. Personality Roles in Motivation
6. Setting Goals
7. A Personal Toolbox
8. Motivation on the Job
9. Addressing Specific Morale Issues
10. Keeping Yourself Motivated

Overview

Employee Onboarding is an important and vital part of any companies hiring procedure. Hiring, training, and bringing new employees on board 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.

Workshop Objectives:

• Define onboarding.
• Understanding the benefits and purpose of onboarding.
• Recognize how to prepare for an onboarding program.
• Identify ways to engage and follow up with employees.
• Create expectations.
• Discover the importance of resiliency and flexibility.

Topic / Outline

1. Purpose of Onboarding
2. Introduction
3. Onboarding Preparation
4. Onboarding Checklist
5. Creating an Engaging Program
6. Following Up with New Employees
7. Setting Expectations
8. Resiliency and Flexibility
9. Assigning Work
10. Providing Feedback

Overview

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.

Workshop Objectives:

• Create employee performance plans
• Identify employees who should be terminated
• Establish effective termination meetings
• Know the “Do’s” and “Don’ts” of firing an employee
• Be able to conduct exit interviews

Topic / Outline

1. Placing an Employee on a Performance Improvement Plan (PIP) Before Firing
2. Employees Who Should Be Terminated 1
3. Employees Who Should Be Terminated 2
4. Things to Consider When Setting Up the Termination Meeting
5. The Correct Way to Fire an Employee 1
6. The Correct Way to Fire an Employee 2
7. What an Employment Termination Checklist Should Contain
8. The “Don’ts” of Firing an Employee 2
9. The “Don’ts” of Firing an Employee 2
10. Conduct Effective Exit Interviews

Overview

Facilitation is often referred to as the new cornerstone of management philosophy. With its focus on fairness and creating an easy decision making process. Creating a comfortable environment through better facilitation will give your participants a better understanding of what a good facilitator can do to improve any meeting or gathering.

The Facilitation Skills workshop 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. A strong understating of how a facilitator can command a room and dictate the pace of a meeting will have your participants on the road to becoming great facilitators themselves.

Workshop Objectives:

• Define facilitation and identify its purpose and benefits.
• Clarify the role and focus of a facilitator.
• Differentiate between process and content in the context of a group discussion.
• Provide tips in choosing and preparing for facilitation.
• Identify a facilitator’s role when managing groups in each of Tuckman and Jensen’s stages of group development: forming, storming, norming and performing.
• Identify ways a facilitator can help a group reach a consensus: from encouraging participation to choosing a solution.
• Provide guidelines in dealing with disruptions, dysfunctions and difficult people in groups.
• Define what interventions are, when they are appropriate and how to implement them.

Topic / Outline

1. Understanding Facilitation
2. Process vs. Content
3. Laying the Groundwork
4. Tuckman and Jensen’s Model of Team Development
5. Building Consensus
6. Reaching a Decision Point
7. Dealing with Difficult People
8. Addressing Group Dysfunction
9. About Intervention
10. Intervention Techniques

A Knowledge Management Program equips organizations with strategies to effectively capture, share, and utilize knowledge. Participants learn best practices for knowledge retention, collaboration, and innovation. The program enhances organizational learning, improves decision-making, and fosters a culture of continuous improvement, ensuring that valuable insights are leveraged for sustainable success.

A Lean Process and Six Sigma Program focuses on enhancing efficiency and reducing waste by streamlining operations and improving quality. Participants learn data-driven methodologies for process improvement, including DMAIC (Define, Measure, Analyze, Improve, Control), fostering a culture of continuous improvement, and achieving optimal performance in various organizational settings.

A Lean Six Sigma Program offers a structured approach to process improvement, combining lean principles to eliminate waste with Six Sigma’s focus on reducing variability. Participants will gain skills in data analysis, problem-solving, and project management, leading to enhanced efficiency, quality, and overall organizational performance.

Overview

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.

Workshop Objectives:

• Welcome and orientate new managers
• Learn ways to successfully coach and mentor
• Learn ways to measure and evaluate performance
• How to handle complications
• Communicate between employees and their managers

Topic / Outline

1. Grooming a New Manager
2. Coaching and Mentoring 1
3. Coaching and Mentoring 2
4. Measuring Performance
5. Motivating Managers
6. Signs of Poor Management
7. Trust Your Team of Managers
8. When an Employee Complains About Their Manager
9. When Do You Step In?
10. Remember These Basic Qualities

Overview

Traditionally, middle managers make up the largest managerial layer in an organization. The Middle Manager is 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 understands 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. Having a middle manager understand their role in the organization is very important. They are in communication with a very large percentage of the company, and will have a large impact throughout the organization.

Workshop Objectives:

• Define management.
• Understand ethics in the workplace.
• Manage information and make decisions.
• Be familiar with the control process.
• Use organizational strategies to facilitate change.
• Create structures and processes to manage teams.
• Manage as a leader.

Topic / Outline

1. Introduction to Management
2. Ethics and Social Responsibility
3. Managing Information
4. Decision-Making
5. Control
6. Organizational Strategy
7. Innovation and Change
8. Organizational Structures and Process
9. Managing Teams
10. Motivation and Leadership

Overview

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.

Workshop Objectives:

• Understand the purpose and benefits of office politics.
• Setting boundaries and ground rules for new employees.
• Learn to interact and influence among colleagues.
• Learn how to manage various personality types in the office.
• Determine how to gain support and effectively network.
• Recognize how you are a part of a group and how you function.

Topic / Outline

1. New Hires
2. It’s About Interacting and Influencing
3. Dealing with Rumors, Gossip, and Half – Truths
4. Office Personalities 1
5. Office Personalities 2
6. Getting Support for Your Projects
7. Conflict Resolution
8. Ethics
9. You Are Not an Island
10. Social Events Outside of Work

Overview

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.

Workshop Objectives:

•  Define performance management.
• Understand how performance management works and the tools to make it work.
• Learn the three phases of project management and how to assess it.
• Discuss effective goal-setting.
• Learn how to give feedback on performance management.
• Identify Kolb’s Learning Cycle.
• Recognize the importance of motivation.
• Develop a performance journal and performance plan.

Topic / Outline

1. The Basics 1
2. The Basics 2
3. Goal Setting
4. Establishing Performance Goals
5. 360 Degree Feedback
6. Competency Assessments
7. Kolb’s Learning Cycle
8. Motivation
9. The Performance Journal
10. Creating a Performance Plan

Overview

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.

The Supervising Others 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.

Workshop Objectives:

• Define requirements for particular tasks
• Set expectations for your staff
• Set SMART goals for yourself
• Help your staff set SMART goals
• Assign work and delegate appropriately
• Provide effective, appropriate feedback to your staff
• Manage your time more efficiently
• Help your team resolve conflicts
• Understand how to manage effectively in particular situations
• Understand what a new supervisor needs to do to get started on the right path

Topic / Outline

1. Setting Expectations
2. Setting Goals
3. Assigning Work
4. Degrees of Delegation
5. Implementing Delegation
6. Providing Feedback
7. Managing Your Time
8. Resolving Conflict
9. Tips for Special Situations
10. A Survival Guide for the New Supervisor

The Trust Building and Resilience Development Program equips individuals with strategies to foster trust and enhance resilience in personal and professional settings. Participants will learn effective communication, empathy, conflict resolution, and stress management. This program aims to strengthen relationships, improve collaboration, and build a supportive, adaptive, and thriving community.