Training Programs

COACHING SKILLS
This class teaches a practical approach to coaching, through the six step structured coaching process. Participants demonstrate the six coaching steps while conducting discussions designed to increase employee capabilities, or resolve performance problems. The process helps supervisors focus on identifying specific areas for performance improvement, and through dialogue with the employee, develop an action plan to address performance needs and monitor progress in meeting performance needs.

TEAM BUILDING
This interactive workshop provides participants with the opportunity to work in small teams in order to experience first hand the benefits of team based organizations, and discover how teams can significantly improve performance over other forms of work groups. Simulation exercises will provide team members with the opportunity to successfully solve problems, examine interpersonal and group dynamics, and apply the knowledge and skills developed in this session to teams back at work.

CONDUCTING EFFECTIVE PERFORMANCE APPRAISALS
This workshop provides participants with the knowledge and skills to plan for performance, identify resources to support performance needs, and conduct effective performance appraisal meetings. This workshop includes instructor presentation, individual and small group exercises, a video on conducting the performance appraisal meeting, and a skill practice for conducting the appraisal meeting using the organization´s performance appraisal form.

COMMUNICATION SKILLS
This workshop provides supervisors with practical models for effective listening and feedback skills. These models are demonstrated in skill practices during which the participants will respond to typical supervisory situations in which the supervisor must actively listen, identify the key issues, avoid sidetracks, and respond with understanding. Participants will demonstrate effective feedback in providing praise to recognize exceptional work and provide corrective feedback in a positive manner. Following the skill practices, participants receive feedback on the effectiveness of their listening and feedback skills. Participants develop an action plan to apply the skills back on the job.

DEALING WITH DIFFICULT PEOPLE
Participants in this course will understand why disruptive behavior occurs in others, how to develop increased assertiveness in dealing with others, the steps involved in responding to difficult behaviors in the workplace and how to respond to six types of difficult behavior patterns. The program includes exercises to demonstrate effective strategies for dealing with difficult behaviors.

PREVENTING SEXUAL HARASSMENT
This workshop provides a practical understanding of what sexual harassment is, the spectrum of behaviors that can result in claims of harassment, and guidelines for appropriate workplace conduct. The workshop will include presentation of key concepts, small group exercises and a video. PSM provides a separate workshop that outlines the specific requirements and expectations for managers in maintaining a workplace free from harassment.

FAIR EMPLOYMENT PRACTICES WORKSHOP
This program enables supervisors and managers to make day-to-day employment decisions in a manner that is consistent with the employment regulations that govern hiring, promotion, performance management, compensation, discipline, termination and other employment practices. This half-day workshop includes a True-False Quiz, presentation of key concepts, small group exercises, a video used to illustrate problem areas in employment practices and case studies to enable participants to apply the concepts to common workplace situations.

COMMUNICATING WITH OTHERS

• Information Flow
• Communication is a Process
• The 3 V´s (Verbal/Vocal/Visual)
• Your Style
• Generational Differences with Communication
• Distractions and Barriers to/with Communication Styles
• Listening Skills
• Feedback (Getting and Giving)
  

CREATING A RESPECTFUL WORK ENVIRONMENT THROUGH EFFECTIVE COMMUNICATIONS

• Conflict Resolution and Problem Solving
• Procedures for Preventing and Handling Grievances
• Creating a Healthy Work Environment Through Cooperation, Understanding, Communication and Trust
  

DELEGATING FOR RESULTS

• Responsibility vs. Accountability
• Barriers to Delegation
• Getting Started
• Pitfalls to Avoid
• Building Confidence
• Control by Degree
• 13 Steps to Become a Master at Delegation
• Measuring Results in Delegation
  

EFFECTIVE INTERVIEWING

• Laws and Executive Orders
• Applications (Gaps, Omissions, Areas of Concern)
• Conducting the Interview
• Legal vs. Illegal Questions
• Behavioral Approach
• Selling the Job
• Evaluating the Candidate
• Reference Checks
• Background Checks
• Job Offers
• New Hire Orientation and Job Training
  

ENCOURAGING INITIATIVE AND COACHING FOR SUCCESS

• How do I rate as a coach?
• What is coaching?
• When is coaching appropriate?
• What is the goal of coaching?
• What are the different types of coaching?
• Coaching vs. Training and Counseling
• The Benefits of Coaching
• The Barriers of Coaching
• Characteristics and Skills of Effective Coaches
• Modeling Coaching Behavior(Collaborate / Own / Acknowledge / Communicate / Help)
• Motivation/Motivators and Coaching
  

IDENTIFYING PERFORMANCE EXPECTATIONS AND CONDUCTING PERFORMANCE EVALUATIONS

• How to map out Clear Performance Expectations for Everyone on Your Team
• Behaviors + Results = Performance
• 4 Step Approach to Developing Performance Expectations
• Discussing Performance Expectations
• Performance Tracking and feedback models that provide an objective evaluation of employee performance against expectations you have already established
• Handling Difficult Situations
  

LABOR REGULATIONS AND NEGOTIATIONS

• Key Terms
• History of Unions
• Laws Governing Union Activity
• Labor Relations Assessment- Are we vulnerable?
• Why would an organization want to remain union-free?
• Reasons Why Employees Join Unions
• What Unions Mean to You and Your Employees
• How Unions are Organized (Processes/Approaches/Stages)
• Supervisory and Management Conduct- Do´s and Don´t´s
• A Companies Obligation to Bargain
• What is bargainable in a union contract?
• Understanding the Bargaining Process
• Persuasion Techniques and Terminology
• How to Determine Total Compensation
• Packaging Proposals
• Legal Do´s and Don´t´s of Bargaining
• Negotiations Issues
• Drafting Contract Language: Areas of Concern (Non-Discrimination / Seniority / Wages / Holidays / Hours of Work / Discrimination / Vacation Periods / Leaves / Insurance)
• Preparing for Negotiations
• Negotiating Skills
• The Negotiating Process and Use of Mediation
• Ratification of the Contract
  

MANAGING CHANGE

• Change is Ever Changing
• Different Drivers of Change in the Workplace and Life
• How to Adapt to Change
• How to Deal with the Personality of Change and Resistance to Change
• Transition into Change
  

PARTICIPATING IN, LEADING AND RESCUING DIFFICULT MEETINGS

• Is a meeting necessary?
• Get the Right People Involved
• Why meetings?
• Planning Tips
• Agenda Guidelines
• Types of Meetings
• Giving Your Meeting Structure
• How to Keep a Meeting Moving Forward
• Personal Need of Each Participant
  

RESOLVING CONFLICT AND UTILIZING POSITIVE DISCIPLINARY ACTION

• When to Act
• Your Task as a Manager/Supervisor
• Positive Discipline as Training
• Firm and Fair Approach to Positive Discipline
• Do Your Homework
• Progressive Discipline
• How to Document Employee Discipline

TIME MANAGEMENT

• Contradictions About Time
• Key Paradigms About Time
• Determining if You Really Use Time Effectively
• Tips on How to Use Time Effectively
• Time Wasters and Self Inflicted Time Loss
• Getting a Grip on Time
• Tools to Help You Maximize Your Time

VALUING DIVERSITY

• Introduction
• The Business Case for Diversity
• Culture/Groups/Stereotyping/Communication/Gender
• Laws and Consequences
• Insight/Awareness/Skill
• Action Plan for the Future

VALUING DIFFERENCES

• Workforce Diversity vs. Cultural Diversity
• EEO, Affirmative Action and Diversity
• Exclusion vs. Inclusion
• FAIR Approach to Diversity (Feedback/Assistance/Inclusion/Respect)
  

WORKING AND REACHING AGREEMENT IN TEAMS

• Characteristics of High Performance Teams
• Basics of Building a Powerful Team
• Stages of Team Development (Getting Started/Going in Circles/Getting on Course/Full Speed Ahead)
• Success Factors of Teams
  

DDI INTERACTION MANAGEMENT®
Interaction Management® (IM) is the first competency-based learning system proven to help you identify, develop and retain great leadership talent. As we continue our development of the new IM:EX®: Exceptional Leaders...Extraordinary Results® system, IM combines these components with its original IM: Tactics and Strategies program. By giving your leaders the skills they need now- in the way they need to learn now- IM improves your organization´s leadership capability, so you can build a strong foundation of leadership expertise upon which to build in the future.

Interaction Management develops leaders who can:

• Effectively communicate and execute your organization´s business strategies.
• Build a strong, committed workforce that is engaged and shows passion
• Manage change successfully
• Coach for success and help build your organization´s growth through its people
• Foster a culture of accountability
• Make the right decisions in a timely manner
  

Results

• McKesson Information Solutions posted a decline in turnover for 23 consecutive months, dropping from 20.4 percent to 4.8 percent.
• A manufacturer reported a 50 percent decrease in lost-time accidents and an 80 percent reduction in annual grievances.
• A major automobile manufacturer reported a 21 percent improvement in productivity and $4.4 million in savings, compared to control sites who did not participate in the leadership development program. This was a 333 percent return on investment.