Would I Follow Me? An Introduction to Management Leadership in the Workplace

Transcription

1 Would I Follow Me? An Introduction to Management Leadership in the Workplace This dynamic program clearly shows the right and wrong ways to deal with the very important human dimension of team performance. We employ an interactive approach to demonstrate leadership challenges and opportunities towards creating a more effective work environment. We review several critical leadership competencies including communications, motivation, performance management, and decision-making. The focus of the program is on the application of the concepts and principles in the workplace in order to improve team performance and work productivity. 4 Hours o Communications o Leading Teams o Setting Goals o Performance Management o Leadership o Team Motivation Managers and Senior Supervisors leading professional and/or administrative teams. This program is particularly beneficial for newly selected managers and small business owners. Any industry or business would benefit from this short, but powerful, program. The program emphasizes practical and proven approaches for motivating and inspiring performance in the contemporary workplace.

2 The 360 Degree Leader: Maximizing Leadership Effectiveness This program is based on Maxwell s best-selling book and is about gaining power and using influence effectively within the workplace. The program is designed for anyone within the organization. While people have different forms of power, some are more effective in applying that power - they can influence those around them to do what they want them to do. How are these 360-degree leaders different from traditional managers? 360-degree leaders can use their influence in all directions and anyone can gain and apply 360-degree leadership influence. 4 Hours o Leadership o Influence o Values o Performance Effectiveness Any employee and especially those in leadership positions. The program focuses on working with peers, staff, and others in the organization, enabling participants to: Lead Up - Influence the boss and others higher in the agency hierarchy Lead Across - Influence co-workers in your organization Lead Down - Influence subordinates and those lower in the agency hierarchy Lead Out - Influence those who do not work for your agency

3 Developing the Leader within You This course teaches participants how to better develop the personal leadership skills and actions. Major topics include principles for people development, the use of measures and performance indicators for personnel management, performance management, and the role of communications in team leadership. ~ 4 Hours o People Development o Performance Management o Leadership Communications o Creating an Effective Leadership Climate o Employee Involvement o Mentoring o Coaching Lead Persons, Step-up Supervisors, and First-line Supervisors Maximum number of Participants: 20 The workshop can be used as a good stand alone program to refresh leadership skills. The course also works well within the framework of a new supervisor orientation or a supervisor refresher workshop.

4 Difficult Performance Appraisals: Tools for more Effective Leadership Nearly every company requires those in charge to complete annual or semi-annual performance appraisals. This requirement is made even more challenging when the person receiving the appraisal has been difficult and performance must improve for the employee to be successful in the workplace. This course teaches more effective tools in counseling and conducting performance appraisals with the more difficult employees. We emphasize focusing on the facts, behaviors, and actions that need to change and ways the supervisor can better lead the change process. 2 Hours o Performance Assessments o Performance Documentation o Change Strategies o Active Listening o Counseling for Improved Performance o Completing the Appraisal Form o Follow-up and Follow-through Any employee who must conduct performance appraisals Through example and case study, we show the participants the clear steps in dealing with difficult employees and how to best handle the difficult performance appraisals.

5 Effective Business Communications With today s highly technological, intense, and frequently hectic nature, business leaders are often confronted with how best to manage their time and energies considering the impacts of cell-phones, , voic , and other business communications tools. This course will help the participants better organize and manage their time and prioritize their work. The course also includes instruction on ways to improve written correspondence. 1 Day (~8 Hours) o Time Management o Prioritization o Writing Effectively and Clearly o Technology Management Any employee confronted with competing demands for time, priorities, and technologies. Maximum Number of Participants: 20 The emphasis of the course is on the practical application of the techniques for time management, work prioritization, and the use of technology to improve business communications.

6 Effective Mentoring and Coaching This course teaches participants how to do effective mentoring. The course includes instruction on understanding and correctly applying teaching, coaching, counseling, and mentoring techniques depending upon the situation and the individual. ~ 4 Hours o Mentoring o Teaching o Coaching o Counseling o Situational Leadership Supervisors, coordinators, planners, managers, executives Maximum number of Participants: 15 Mentoring and developing subordinates and peers for growth and advancement is a critical competency needed for future organizational development. This course teaches the correct ways to apply the right skill for the right situation and individual.

7 Effective Mentoring This course teaches participants how to do effective mentoring. The course includes instruction on understanding and correctly applying teaching, coaching, counseling, and mentoring techniques depending upon the situation and the individual. ~ 4 Hours o Mentoring o Teaching o Coaching o Counseling o Situational Leadership Supervisors, coordinators, planners, managers, executives Maximum number of Participants: 15 Mentoring and developing subordinates and peers for growth and advancement is a critical competency needed for future organizational development. This course teaches the correct ways to apply the right skill for the right situation and individual.

8 Ethical Decision-Making This course reviews several important tools that will assist individuals and organizations with evaluating ethical problems and providing key input into the decision-making process with regard to business ethics. Participants will become familiar with how to use ethical decision-making techniques with an emphasis on their practical application in the workplace. 1 Days (~8 Hours) o Leadership o Business Ethics o Values o Ethical Models o Decision-Making All exempt employees including supervisors, planners, coordinators, managers, and executives. Maximum Number of Participants: 20 This course works particularly well to re-familiarize the participants with the established values of the organization. The emphasis is on the application of the company s values in day-to-day decisions and operations. The program is especially effective when used in conjunction with a corporate code of conduct.

9 From Good to Great: Taking Your Business to the Next Higher Level Why do some good companies become great companies? Why do other good companies never become great companies? Why do some companies make the leap and others do not? What are the essentials to moving your business from just being good to being the best? These questions are explored in this short, but powerful program based on the best selling book From Good to Great by Jim Collins. This workshop covers the key concepts and learning points from a detailed quantitative study that examined what makes good companies great companies. 4 Hours o Level 5 Leadership o Hiring the Right People o Developing the Vision o Transforming Organizations o Creating Lasting Success for Your Company This program is especially designed for business owners, senior managers, and senior supervisors. Participants will receive the Good to Great Book and all workshop materials. We focus on the strategies outlined in the book towards making small to medium-sized enterprises more successful within their industry. This is not just another theory class, but rather a practical approach on how to move your organization forward in the 21 st Century.

10 X Leadership Development Human Resource Management Management Services Improving Your Parental Leadership The goal of this program is to apply leadership fundamentals to the role of parenting. There are many challenges facing children and parents. How do you motivate and teach them to do what is right when you are not there? We will suggest 8 Laws of Leadership that will help you earn their respect and trust. 4 Hours o 8 Laws of Leadership o Communication Techniques o Leadership Commitment This program is for any parent or role model interested in improving their leadership and parenting skills. Max number: 12 The 8 laws of leadership can be applied to many different roles in life, including the workplace and volunteer activities.

11 Is She Ready to Lead? Developing the Leadership Within the Woman Is she ready to lead? Many top managers are now looking to women to fulfill leadership positions. What are they looking for? What makes a good leader? Why a woman? These are just some of the questions this program will answer. Participants will learn what companies look for in a leader, what qualities a leader must possess, and what women need to know to develop the leader within them. A company that has both men and women in leadership positions is a company that works as a team. A woman possesses natural characteristics that are found in great leaders, many do not know how to develop those skills, or how to make them present to their employers. This program will also determine ways managers and supervisors can help women become leaders within the company. 4 Hours o What is a Leader? o 8 Universal Laws of Leadership o Women in Leadership o Why Women Make Great Leaders o Developing Your Leadership Skills This program is designed for women in leadership positions or those looking to lead. It is also recommended for managers, and supervisors who are managing women within their company. The participants in the program can be men or women. It allows women and men both to develop leadership skills within women. This program is not limited to just women as men can learn how to let the women lead.

12 Leadership Foundations This program is an introduction to leadership shaped specifically for the organizational level of the participants (first-line supervisors, managers, or senior executives). The program uses historical and contemporary leadership examples to provide a frame of reference to facilitate discussions of critical leadership concepts. 2 Days (~16 Hours) o Values o Leadership Actions o Leadership Skills o The Eight Universal Laws of Leadership o Situational Leadership o Visioning o Planning o Leading Change First-line supervisors, coordinators, managers, and executives. It is best if no more than two organizational levels are represented in a particular workshop in order to better facilitate candid, open discussions and participation. Maximum Number of Participants: 20 This program works best as part of a continuous improvement process for the company. Products produced from the workshop include recommended areas to sustain and areas to improve concerning leadership, leading the organization, and leadership development.

13 Leading Change This program covers the why people are naturally resistant to change. The course offers proven methods to overcome the resistance to change and the organizational strategies for obtaining continuous improvement in the workplace. 1 Days (~8 Hours) o Understanding Change o Managing Change o Leading Change o Resistance to Change o Barriers to Change o Leading Change Management o Continuous Improvement Managers, supervisors, planners, coordinators, and business owners. For many organizations, the program would be beneficial for work teams and continuous improvement teams. Maximum Number of Participants: 20 This course is particularly relevant for organizations that are planning to make significant operational or organizational changes or have recently implemented new programs and procedures. This course is also relevant for organizations implementing a continuous improvement program.

14 Making the Transition from Hourly to Salary This program provides the participants with the knowledge to successfully make the transition from being an hourly employee to a salary employee (supervisor). The program includes instruction on setting the example, friends vs. subordinates, understanding loyalty, 90-Day syndrome, using available resources, knowing when to get help, leadership, prioritization, and the effective use of company technology. ~ 4 Hours o Friends as Subordinates o Supporting your Company o Communications o Handling Stress o Management Resources o Leadership o Prioritization o Use of Technology The course is particularly well-suited for employees just recent selected for advancement into a supervisory position including lead-persons, step-up supervisors, and first-line supervisors Maximum number of Participants: 25 This course will help the participants make that critical transition from hourly employee to supervisor by demonstrating techniques, ideas, and real-life situations in an active learning environment. This program works best when attended before new supervisor orientation.

15 Performance Appraisals: Effective Counseling to Improve Employees Nearly every company requires those in charge to complete annual or semi-annual performance appraisals. It s often a task completed reluctantly and often with difficulty for both the person doing the appraisal and the employee receiving the appraisal. Conducting meaningful and relevant performance appraisals is an important skill for any supervisor, manager, or senior executive. In this short, yet powerful course, participants will learn the steps in assessing performance and completing the performance appraisal process. Providing effectively feedback and coaching for performance are emphasized. 2 Hours o Coaching o Mentoring o Counseling o Documenting Performance o Completing the Form o Follow-up and Follow-through o Communications o Active Listening Any employee who must conduct performance appraisals It has often been said that employees either stay or leave their organization based on the effectiveness of their supervisor. Well conducted performance appraisals can motivate and inspire performance if done correctly. This course will be most effective if the participants bring their performance appraisal forms. For organizations that do not have an established program, we can use the course to help build an effective performance appraisal process.

16 Performance Management: Developing the Most from Your Employees Performance management includes a variety of topics and subjects critical to the success of a work team. Supervisors at all levels must be able to effectively deal with performance issues in the workplace, legal compliance, dealing with conflict constructively, conducting effective performance counseling sessions, dealing with problem employees, and conducting beneficial performance appraisals. In this course, participants will learn the supervisory essentials of leadership, personnel management, corrective action, and performance counseling to improve individual capability and team performance. ~ 4-8 hours depending upon the needs of the client Corrective Action Positive Discipline Performance Appraisals Performance Intervention Positive Conflict Negative Conflict Leading Teams Performance Documentation Any employee in a supervisory position who is directly involved in performance management This particular program works very well as a follow-up to either Leadership Foundations or Supervisory Leadership as it introduces specific tools and process to improve employee performance. The program can readily be shaped to the needs of the client (e. g. incorporate your specific performance appraisal process).

17 Leadership Development X Human Resource Management Romance in the Workplace This program is an introduction to managing romance in the workplace shaped specifically for the organizational level of the participants (first-line supervisors, planners, coordinators, managers, and executives). The program helps management identify problems and effectively deal with the problems in order to avoid potential litigation. ~ 4 Hours o Identifying Romance in the Workplace o Regulating Romance in the Workplace o Effectively Dealing with Romance in the Workplace o The Impact of Romance in the Workplace o Avoiding Potential Litigation Lead-person, step-up supervisors, first-line supervisors, planners, coordinators, managers, and executives. Maximum number of Participants: 45 This program works best when coupled with EEO, affirmative action, and diversity training. The program will create a thorough understanding of managing workplace romances

18 Leadership Development X Human Resource Management Solving Performance Problems Proactively In this training session, participants will learn how to address and solve employee performance problems. The workshop is specifically orientated for first-line supervisors, step-up supervisors, and lead persons. The training focuses on how to first recognize a performance problem and then how best to effectively address the problem with the employee. The training includes information on interviewing, how to ask the right questions, and how to best communicate performance standards with the employees. ~ 4 Hours o Defining Performance Problems o The Problem Solving Process o Identifying Solutions o Remedial Action o Supportive Leadership o Active Listening o Follow-up o Communications and Problem Solving o The Barriers to Good Communications First-line supervisors, lead persons, step-up supervisors, managers Maximum number of Participants: 20 This program works best when conducted in conjunction with Active Listening and Corrective Action training sessions. The program can, however, be conducted as a standalone refresher/orientation to the performance management process for supervisors.

19 Step-Up Supervisor/Lead-Person: New Roles and Responsibilities This course is specifically designed for employees that have been recently selected to become a step-up supervisor, lead-person, or supervisor. The course focuses on making the transition from follower to leader. Course content includes instruction on the responsibilities of supervision, the essentials of good leadership, active listening, performance management, communication processes, conflict resolution, and interpersonal relations. 2 Days (~ 16 Hours) o First-line Leadership o Supervision o Effective Communications o Performance Counseling o Coaching/Teaching/Supervising o Supervision Responsibilities o Seeking Assistance and Support o Motivation This course is recommended for anyone functioning in a temporary supervisor role or advancing into a first-line supervisor position. Maximum number of Participants: 10 The emphasis of the course is on making the transition from an hourly employee (the follower) to the supervisor (the leader).

20 Step-Up Supervisor/Lead-Person This course is specifically designed for employees that have been recently selected to become a step-up supervisor, lead-person, or supervisor. The course focuses on making the transition from follower to leader. Course content includes instruction on the responsibilities of supervision, the essentials of good leadership, active listening, performance management, communication processes, conflict resolution, and interpersonal relations. 2 Days (~ 16 Hours) o First-line Leadership o Supervision o Effective Communications o Performance Counseling o Coaching/Teaching/Supervising o Supervision Responsibilities o Seeking Assistance and Support o Motivation This course is recommended for anyone functioning in a temporary supervisor role or advancing into a first-line supervisor position. Maximum number of Participants: 10 The emphasis of the course is on making the transition from an hourly employee (the follower) to the supervisor (the leader).

21 Strategic Planning and Decision-Making This course can be conducted in several ways. First, the program can be conducted as a 1-day facilitated session on strategic planning followed by a 1-day session on decision-making. When conducted in this format, the program includes an example of the process followed by a work session using real world examples or issues based on the client s input. The program can also be conducted as a 1-day course that includes only the concepts and application of strategic planning and decision-making without the use of work sessions that address a particular issue, decision, or plan. 1-2 Days (~8-16 Hours), Depends on the needs of the Client o The strategic planning process o The decision-making process o The role of leadership in the process o Change Management o Ethical Decision-Making All supervisors, managers, and executives. This program works best for executive and management teams. If the 2-Day session is used, the client should identify at least 2 relevant issues that can be used and addressed during the workshop. Maximum Number of Participants: 20 The training will be more meaningful for the participants if they can work on actual decisions and strategic plans. At the conclusion of the session, the client will be provided with detailed notes so that the decisions and plans can be readily implemented in the organization.

22 Succession Planning: Charting the Future For Your Leaders Succession planning is a key component in coaching and mentoring your subordinates for future success. Succession planning charts a clear path towards individual improvement by identifying positions, competencies, and actions needed by an employee so that they can grow within the organization. Succession planning is also the collective process to identify where and when the key leaders will be needed within the organization. As the job pool continues to decline, succession planning is critical to ensure the leadership strategic health of the company. In this course, we will assist the participants in first identifying the key positions and employees that should be included in the succession planning process and then how to chart a roadmap for their professional development. 2 Hours o Job Competencies o Professional Development o Retention of Quality Employees o Leadership Development o Strategic Leadership Planning Senior leaders and HR professionals Recruiting and retaining high quality employees is important for any organization and especially important when one considers leadership and supervisory positions. This program will strengthen your retention program by providing valuable tools to help ensure the long-term success of professional development and employee retention. Turnover and upward growth are natural aspects of any organization; this program will help ensure a smooth and efficient process for managing the changes.

23 Supervisory Skills I, II, & III: Completing the Leadership Certification Program This course emphasizes supervisory skills and actions. The course is designed specifically for maintaining and improving specific leadership skills of supervisors, coordinators, and managers already operating within the workplace including: Conducting a Performance Evaluation Maintaining Good Performance Dealing with a Performance Problem Handling an Employee Complaint Understanding and Leading the Generations Problem Solving & Decision Making Performance Management The program focuses on the principles of motivation, goal setting, performance management processes, seeking and obtaining feedback, quality management, leading change, assessing performance, and seeking continuous improvement. This is a hands-on, active participation program that applies the material through training scenarios and events. 24 Hours (Three 8-hour Sessions) Effective Communications Active Listening Performance Management Workplace Conflict Problem Solving Attendance Management Performance Problems Performance Appraisals Difficult Performance Appraisals Rewards and Recognition

24 Compliance in the Workplace Legal Issues for Supervisors Preventing Harassment Romance in the Workplace Valuing Diversity Stress Management for Supervisors Leading Teams Teams & Teamwork Team Rules Team Conduct Team Charter Team Meeting Agendas Leading for Change Overcoming the Resistance to Change Leading Change Exercises Participating and Leading Cross-Functional Teams Leaders of Character These three programs represent the next courses in the complete Leadership Certification Program. These three programs (Skills I, II, & III) build upon the key leadership principles discussed during the Leadership Foundations/Supervisory Leadership courses. For client-specific training, the course content can be shaped specifically for the client depending upon organizational and business needs.

25 Supervising the Generations This program provides the participants with an overview of the differences in the attitudes, motivations, behaviors, and social dynamics of the different generations represented in the current workplace including the Baby Boomers, Generation X, and Generation Y. Each generation is different and those differences require unique supervision and management effort to most effectively lead the generations. 1 Day (~ 8 Hours) o Generational Differences o Situational Leadership o Motivational Traits o Motivational Behaviors o Management Philosophies o Fair Treatment o Equal Employment Opportunity Supervisors, coordinators, managers, and senior executives Maximum Number of Participants: 20 Today s workplace is highly diversified to include different generations of employees working together in the same location and on the same projects. This program is especially relevant for experienced supervisors working with younger employees.

26 Supervisor Orientation This course provides instruction on the role of the supervisor, employee relations, effective business communications, and direct-level leadership competencies. Course content also includes instruction on the responsibilities of supervision, the essentials of good leadership, communication processes, dealing with problem employees, and the role of the supervisor in continuous improvement. 2 Days (~ 16 Hours) o Supervisor Responsibilities o Applying the Company s Mission, Vision, and Values o Principles of Motivation o Enforcing Standards of Conduct and Performance o The Supervisor s Role in Safety, Training, and Team Development o The Importance of Consistency When Applying Company Policies and Procedures o Diversity, EEO, and AAP Reviews This course is specifically recommended for new supervisors, coordinators, and managers. Program content is specifically shaped based on the organizational level of the participants. Maximum number of Participants: 10 This program works to re-introduce the participants to the Company s mission, vision, values, and operating principles.

27 Supervisor Refresher This program covers relevant federal and state laws concerning workplace management, supervision, EEOC, fair labor and standards, and recognizing and preventing sexual harassment and substance abuse. The emphasis of the course is on using effective leadership to better manage the workplace to set the example and prevent problems from occurring. 1 Day (~8 Hours) o EEO/Affirmative Action/Diversity o Substance Abuse o Safety o Leading by Example o Workplace Management All exempt employees, particularly those recently selected and advanced into a leadership position. The program is also a good refresher for supervisors, managers, and executives. Maximum Number of Participants: 20 The key to preventing employee problems from occurring in the workplace is to first know and understand the requirements and then to enforce the standards through leadership by example. The course emphasizes participatory leadership to improve and maintain a high-quality work environment.

28 Supervisory Skills Training This course emphasizes supervisory skills and actions. The course is designed specifically for maintaining and improving specific leadership skills of supervisors, coordinators, and managers already operating within the workplace including: Conducting a Performance Evaluation Maintaining Good Performance Dealing with a Performance Problem Handling an Employee Complaint The program focuses on the principles of motivation, goal setting, performance management processes, seeking and obtaining feedback, quality management, leading change, assessing performance, and seeking continuous improvement. This is a hands-on, active participation course that applies the material through training scenarios and events. 2 Days (~ 16 Hours) o Motivation/Leading Change o Safety o Active Listening, Feedback, and Assessment o Conducting Performance Reviews o Dealing with Performance Problems o Handling an Employee Complaint This course is recommended maintain the critical skills sets for supervisors, coordinators, and managers. Program content is specifically shaped based on the organizational level of the participants. Maximum number of Participants: 10 This program is recommended every 2-3 years for all supervisors, coordinators, planners, and managers.

29 Supervisory Leadership The purpose of this workshop is to create leadership understanding and awareness towards improving the participant s leadership in the current work environment. Specifically, the workshop defines leadership in a modern context, examines leaders in action to establish a leadership frame of reference, and then improves critical soft-skills associated with leadership. 2 Days (~ 16 Hours) o First-line Leadership o Organization Leadership o Leading Change o The Importance of Mentoring o Understanding and Appreciating Diversity o Equal Employment Opportunity o Affirmative Action Plans o Communications in the Work Environment o Developing Work Teams o Leading Change o Recognizing the Impact of Substance Abuse in the Workplace The course is specifically recommended for experienced supervisors desiring to improve their leadership effectiveness. Maximum number of Participants: 20 The program works best as part of an overall leadership training program for an entire organization.

30 Supervisory Management: Leading the Leaders This course is specifically designed to assist the participants with making the transition from first-line supervisor to coordinator/manager. The training includes instruction organizational leadership, conducting performance reviews of supervisors, inspiring change, creating a vision, implementing a vision, effective mentoring, and work prioritization. 1 Day (~ 8 Hours) o Organization Leadership o Creating a Vision o Leading Change o Effective Mentoring o Supporting the Supervisors o Managerial Roles and Responsibilities o Transformational vs. Transactional Leadership o Delegating Authority vs. Delegating Responsibility This course is specifically recommended for new coordinators and managers who have advanced from being in first-line leader position to one with greater authority and responsibilities associated with mid-level management. Maximum number of Participants: 10 Organizational leadership requires new skills and competencies beyond that of first-line supervisor. This course will be especially valuable for newly promoted coordinators and managers understand their roles and responsibilities in the organization leadership within the company.

31 The Leadership Challenge: Creating the Right Vision for Success A vision charts the future direction for an organization. A vision unifies effort and allows creative employees to be even more successful towards meeting the company s goals. Creating the right vision is essential if a business or company is to be competitive in the 21 st Century. In this short, but powerful program we review the essentials of an organizational vision and the leadership it takes to achieve that vision. We use the renowned book, The Leadership Challenge by Kouzes and Plosner to show participants key leadership principles and how to better succeed with their enterprise. We examine cases from business and industry to demonstrate what right looks like in terms of creating leadership success for any organization. 4 Hours o Exemplary Leadership o Leadership and Organizational Values o Inspiring a Shared Vision o Finding the Opportunities o Enabling Others to Act o Strengthening Teams o The Leadership Difference This program is especially designed for business owners, senior managers, and senior supervisors. We focus on the practical application of the course concepts in this short, but powerful program. This program would be particularly beneficial for small business leaders, department heads, and senior governmental agency personnel.

32 Understanding and Leading the Generations There are unique and distinct differences associated with each of the generations in our current workforce: Baby Boomers, Generation X, and Generation Y. Understanding the generational differences can improve leadership effectiveness and decrease organizational conflict. Often, older supervisors are supervising next generation employees. This course discusses why the differences exist and suggests leadership and supervision strategies to more effectively make the cross-generational change. ~ 4 Hours o Supervision Basics o Understanding the barriers to effective communications o Generational Characteristics o Supervision Strategies o Workplace conflict o Adaptive Leadership Approaches Any supervisor who works with younger generation employees Maximum Number of Participants: 30 This program is particularly beneficial for the Baby Boomer supervisor working with either Generation X or Generation Y employees. The program is designed to create generational understanding in order to improve leadership effectiveness in the current work environment.

33 Power of a Working Woman: Getting that Corner Office Women who possess the power within have the ability to choose their goals, their careers, and their future. Women who work often fall into the social norm of society and earn less pay than their fellow male co-workers. Women also hold fewer upper management positions. Participants will learn the Do s and Don ts needed to excel in their careers. The Power of a Working Woman is a workshop designed for women who want to earn that corner office. 4 Hours o Women who work o Developing personal skills o From follower to leader o Mistakes that women make o Ways to step up the ladder of success This program is designed for any working women. Managers, supervisors, or first time leaders who just want to learn the skills to excel in their careers. The program will reference Lois P. Frankel, PhD book Nice Girls Don t Get the Corner Office; 101 Unconscious Mistakes That Women Make That Sabotage Their Careers. This book discusses the difference between men and women in the work setting. Participants will learn skills needed to bring out the power of a working woman.

34 Working Together to Win: An Introduction to Leadership The course provides an introduction to the important topic of leadership. The program begins by defining leadership and then explores critical leadership topics including coaching, leadership expectations and their impact on the employees, leadership communications, and transactional analysis. The program also briefly covers important legal considerations in leadership including EEO an AAP. 1 Day (~ 8 Hours) o Leadership Defined o Coaching o Mentoring o The Role of Leadership In Shaping Employee Performance and Expectations o Communications o Transactional Analysis o Equal Employment Opportunity o Affirmative Action Plans o Diversity in the Workplace The course is specifically recommended for new supervisors, team leaders, small-group leaders, project managers, and small business owners who seek to learn what leadership is all about and how best to effectively use leadership in their current work environment. Maximum number of Participants: 20 The program is particularly effective in establishing a leadership baseline from which to move forward in the participant s leadership journey. The program is intended for those relatively new to the roles and responsibilities of management and leadership.

35 Workplace Skills I and II: Additional Steps for the Leadership Certification Program Workplace Skills I: The purpose of this course is to develop an awareness of the different generations represented in the workplace and how best to lead, motivate, and inspire performance when working with different generations. The program also includes an important section on time management, which shows the participants more effective tools to better manage their time both on and off the job. Workplace Skills I Agenda Understanding and Leading the Generations Time Management for Supervisors Workplace Skills II: The purpose of this course is to develop a basic understanding of the planning process, develop a comprehensive understanding of the decision-making process, and how to use the After Action Review process to create continuous improvement in the workplace. Workplace Skills II Agenda Planning and Strategic Planning, An Overview Decision-Making Overview and Practical Application in the Workplace Understanding and Employing the AAR Process for Continuous Improvement 16 Hours (Two 8-hour Sessions) Generational Issues in the Workplace Time Management Strategic Planning Decision-Making Continuous Improvement After Action Reviews

36 These two programs represent the next courses in the complete Leadership Certification Program. It is recommended, although not required, that the participants complete Leadership Foundations/Supervisory Leadership along with Skills I, II, & III before taking Workplace Skills I & II. These two programs (Workplace Skills I & II) build upon the key leadership principles discussed during the Leadership Foundations/Supervisory Leadership courses. For client-specific training, the course content can be shaped specifically for the client depending upon organizational and business needs.

37 Would I Work for Me? An Introduction to Supervision in the Workplace This exciting program reviews several key leadership and supervisory concepts for the current work environment. By employing a practical approach, we cover such critical supervisory skills including communications, setting team goals, team involvement in decision-making, effectively addressing performance problems, and project assessment. The focus of the program is on the application of the concepts and principles in the workplace in order to improve team performance and work productivity. 4 Hours o Communications o Team Building o Team Goals o Performance Management o Leadership o Understanding the Generations in the Workplace o Team Motivation New first line supervisors, Leadmen, and Set-up Supervisors; Anyone who wishes to improve their basic leadership and supervisory skills This program is especially designed for people recently selected to serve in a supervisory and leadership capacity. The program would also be a good refresher training experience for supervisors. The program emphasizes practical and proven approaches for motivating and inspiring performance. Any industry or business would benefit from this short, but powerful, program.