II. LEADERSHIP & MANAGEMENT
2.1 Supervision Essentials for New and Aspiring Supervisors
Newly appointed and aspiring supervisors learn principles and develop competencies that are essential for effective supervision. These principles and competencies are the foundation for future supervisory and managerial development. Course content includes supervisory functions and roles, leadership, motivation, communication, problem solving, coaching, and delegating. Suggested Minimum: 2-day course.
Learning objectives:
- Understand the expectations of supervisors in your organization
- What's in it for me (WIIFM)?
- Learn the models and best practices for supervising employees
- Develop a working knowledge and practice the interpersonal and technical skills necessary for effective supervision
- Identify resources available for supervisors
Suggested Materials and Take Aways:
- PowerPoint Slides with facilitated discussions led by presenters
- Readings, Exercise Instructions and Other Handouts for Participants
- Self-Discovery Assessment
- Videos on Supervision (vignettes)
- Activities may include: Case Studies, Group Discussions, Group Problem Solving, and Practice Critical Conversations
2.2 The Extraordinary Leader: Going From Good to Great
The Extraordinary Leader demystifies leadership and explains five key insights that distinguish a truly extraordinary leader from a good or "average" leader.
This program, is based on the extensively researched book by Jack Zenger and Joseph Folkman, will help leaders shift their way of thinking about leadership from the conventional idea that leaders are born, to the fact that anyone can be a great leader. They concluded that leaders who just move from "good" to "a little bit better" don't make much of a difference. It's not until one becomes a "great" leader that there will be a significant impact.
After participating in this workshop participants will know how to:
- Articulate the difference between good leaders and great leaders
- Describe and explain the five key insights about leadership
- Define the 16 competencies of high performing leaders
- Understand the concept of Powerful Combinations of Strengths and their importance to leadership effectiveness
- Explain the difference between weaknesses and fatal flaws
- Apply strengths and behaviors that demonstrate leadership effectiveness in workplace situations
2.3 THE NEW Time of Your Life: The Fundamentals of Time Management
This multimedia and engaging workshop will provide valuable time management tips.
"If you are wasting your time, you are wasting your life." -- Alan Lakein, author of business bestseller How to Get Control of Your Time and Your Life.
"If you feel like you're racing around the clock in circles and getting nowhere, learn to manage your time right now!"
Participants will learn:
- How to give up wasting time forever & learn to view time as a gift
- How to never again get bogged down in low priority activities 60 different, time-tested tips & suggestions
- The importance of time in their business and personal lives, and six powerful ways to manage it.
- Major "how-to" steps featured in the video include the importance of:
- Listing goals,
- Setting priorities,
- Making a daily "to-do" list, starting with top priorities (not bottom ones),
- Handling each e-mail or paper only once, dealing with procrastination and asking the question frequently: "What's the best use of my time right now?"
2.4 Dealing with Conflict
Resolve conflicts without making enemies by first understanding your preferred conflict management style and how others may differ from you tend to deal with conflict. Participants will learn to recognize five different conflict management styles. Through case studies that allow participants to face and solve conflict participants will overcome their resistance and get proactively involved.
Participants will gain an understanding of:
- How to successfully manage work related conflicts
- How to listen, ask questions, offer feedback, and get to the real problem
- How to set and stick to fair ground rules and achieve "win-win" results for both sides
This workshop will include a video and the Thomas-Kilmann Conflict Mode instrument. Administration and interpretation of results will be included as part of the workshop.
It should be noted that this workshop can fit into a 90 minute time slot, however a minimum of two to three hours is recommended.
2.5 Managing Emotions Under Pressure: How To Stay Calm And Focused In Any Situation
Course description:
Understanding and being in control of our emotions makes a difference in performance, relationships, and overall happiness. From time to time we all experience moments on the job when unwanted emotions intensify. While that is normal, it's how we handle those emotions that can lead to problems or successes at work and in other facets of our lives. This program will teach you an amazing, systematic process for developing "emotional self-control." Participants will learn how to transform highly charged emotions and conflicts into a positive, cooperative work environment. Control intense emotions at work by changing your perceptions of people and situations. Learn five conflict categories that help you understand what's really riling others. You will come away with tools to:
Learning Objectives:
- Manage your anger and diffuse conflict.
- Relax---quickly! You need just three minutes to relieve the tension and frustration of a conflict.
- Prevent conflicts and disagreements from escalating into arguments.
- Preserve your self-esteem when someone uses "put downs."
Group discussion, assessment activities, application to participants' work groups and in-class practice are supported with PowerPoint slides and re-useable materials for participants.
2.6 Managing Change in the Workplace and Developing Resiliency
To be successful in today's work environment, leaders will have to come to understand their own reactions to change and develop practical techniques to constructively deal with the personal impacts of change. This workshop explores topics like natural resistance to change, differing individual reactions to change, and developing tools to cope with change.
Resiliency is a key leadership characteristic. Because change is so pervasive in our lives, resiliency is a critical element to success on all levels and in all aspects of our lives. It is how we personally respond to changes. Based on leading expert research this workshop looks at the types of change we experience and presents a model to determine our own reactions to change and how to develop this key competency.
Learning Objectives:
- Explore our personal reactions to change in our lives
- Develop an understanding of the steps involved in the change management process
- Increase knowledge of current change management theories
- Analyze their personal responses and reactions to different change situations
- Apply change management theory to situations involving personal ad/or organizational change
- Recognize the positive impact appropriate change management strategies can have on the individual, group, and organizational culture and how to thrive with on-going change.
Group discussion, activities, application to participants work groups and in-class practice.
2.7 Developing Performance Standards
Developing Performance Standards is key to building workforce and individual competencies (knowledge, skills, abilities, and values) that support the strategic mission, vision and core work of the organization and/or agency. Participants will learn how to write and communicate performance standards that include setting goals, assessing accomplishments, and defining the future performance standards. They will learn how to manage their performance standards to meet expectations.
Learning Objectives:
- Learn how to establish and manage performance standards
- Be able to write your performance standards
- Learn techniques for communicating performance standards and expected results or outcomes that are measurable and observable
- Understand the key elements of a consistent and fair performance evaluation process.
- Clarify the roles of the employee and supervisor in establishing elements and standards
Group discussion, assessment activities, application to participants work groups and in-class practice is supported with PowerPoint slides and re-useable materials for participants supported with PowerPoint slides and re-useable materials for participants.
2.8 Retention and Talent Management in Organizations
As our demographics shift toward the loss of retiring baby boomers, retention of key talent becomes a critical business strategy for workforce and succession planning. The succession planning dilemma organizations face will be to prevent a large exodus of skilled workers without having others to replace those who have left. Organizations can choose from a variety of elements to form an integrated and comprehensive retention system throughout the employee life-cycle beginning with recruitment and selection, continuing with orientation and ongoing employee development and then preparing for retirement. We will explore the research and best practices from hundreds of organizations and create an action plan for both supervisors and employees.
Learning Objectives:
- Improve retention of your talent
- Identify the benefits and develop the business case for implementing interventions that will lead to retention in your organization
- Define key talent, retention objectives and engaging employees
- Align individual competencies with current and future organizational needs and strategic goals.
- Review and discuss the individual and mutual roles of the employee and his/her supervisor
- Recognize strategies and ways to address challenges of development
- Develop an action plan
Group discussion, assessment activities, application to participants' work groups and in-class practice are supported with PowerPoint slides and re-useable materials for participants.
2.9 Team Building for Supervisors (Easily customized for employee work groups)
Putting a group of people together in a work group does not ensure that they will function effectively as a team. Essential skills for team leaders and supervisors include the ability to understand the process through which a group can become a high performing team, and how they can assist and facilitate that process. In this workshop, supervisors will develop the skills and learn to use tools that will help them to build high performing teams.
Learning Objectives:
- Understand the process through which a team develops
- Learn how to provide leadership to transform a group into a high-performance team.
- Use tools to help their teams prioritize and organize
- Develop the skills to facilitate result oriented team meetings.
Group discussion, assessment activities, application to participants' work groups and in-class practice are supported with PowerPoint slides and re-useable materials for participants.
2.10 Facilitation Skills
Why do some groups more effectively than others? What can you say or do to help a group move forward? You can support the expert advice in your group by understanding the underlying process of how the group works. Facilitation principles are designed to improve problem-solving and decision-making.
Learning Objectives:
- Describe the difference between leading meetings and facilitating them.
- Recognize the competencies of an effective facilitator
- Identify behaviors that enhance of hinder group effectiveness
- Turn typical non-productive discussions into productive ones
Group discussion, application to participants' work groups and in-class practice are supported with PowerPoint slides and re-useable materials for participants.
2.11 FISH and FISHSTICKS Customer Service and Team Building Program – 2 Part Series
We offer customized training in leadership, team development and customer service using this nationally known program that spotlights the internationally known fun-loving fishmongers at Seattle's Pike Place Market. This training workshop has two parts to it. The first part focuses on the commitment, shared vision and enthusiasm that all the members of the fish market have for their business, their relationship with each other as a team and with their customers. The second part focuses on leadership and demonstrates how other companies can replicate the success and vision of the fish market employees. Program includes videos, workbook, and optional book.
