These courses are available “off-the-shelf” or can be customized to meet specific needs of your organization:
LEADERSHIP SKILLS FOR THE NEW SUPERVISOR OR MANAGER
- Enable supervisors and managers to develop and utilize a combination of directive and motivational tools to develop technical proficiency, while creating a high trust work environment
- They will assess their interpersonal skills and identify techniques to help them minimize conflict and build a strong bond with their work group. They will learn how to utilize the skills of their workforce to create mentorship opportunities where learning is collaboratively shared.
ARE YOU LISTENING? A COMMUNICATIONS SKILLS PRIMER
Managers and supervisors will create a trusting, respectful and collaborative work environment by learning to:
- Develop empathic communication skills
- Build effective listening skills questioning techniques
- Become a strong mediator utilizing positive collaboration conflict resolution
- Conduct effective performance coaching sessions
- Create a work environment that discourages bullying or harassing behaviour
- Get to root cause during difficult communications
- Developing confidence in handling difficult conversations
BUILD YOUR TEAM BY IDENTIFYING PREFERENCES & UNDERSTANDING DIFFERENCES
- Discover your preferred style when engaging with others utilizing the DISC model. Do you have a preference for Dominance (D), Influence (I), Steadiness (S), Conscientiousness (C)?
- Find out the strengths and weaknesses of your preferred style and how communicate effectively when dealing with other style preferences
- Tuckman’s “Stages of Group Development” is a well established model that we utilize in training leaders on accurately assessing their teams. After this assessment, you will master appropriate techniques to move your team to becoming higher performing.
RECRUITING BEST PRACTICES FOR HIRING MANAGERS
- Prepare for an interview by creating a defensible interview grid (or learn to use the one designed by your Recruiters) and learn to create questions that are can predict. your candidates’ future behaviour if they were successful.
- Learn the skills required to lead an effective interview.
- Close the session and then perform post interview tasks.
- Avoid asking the wrong questions.
- Understand legal and your company policy implications related to the hiring process, particularly regarding personal biases and human rights in the workplace law.
- Reclaim the interview when the Candidate tries to take over.
- Effectively answer typical Candidate questions.
- Interpret body language and nonverbal cues.
RESPECT & DIGNITY IN THE WORKPLACE – A SUPERVISOR’S WORKSHOP
- Recognize the value for promoting respect in the workplace and the value of diversity in a multi-generational workplace
- Examine their own attitudes and biases and how that may affect their work environment
- Develop an action plan to create a hospitable work environment
- Have a coaching plan for existing and newly hired employees
- Apply Human Rights and anti-bullying legislation
- Understand their role in supporting company policy and carrying out investigations.
OPTIMIZING INTERNAL CUSTOMER RELATIONSHIPS
- A strong display of external customer service starts with a strong foundation inside the organization. The internal relationships that exist in every organization set the standard for the relationships that are created with outside organizations. Reinforce the core of your business by enhancing employees’ internal
- You are serving a customer, not a life sentence. Learn how to enjoy your work. customer service skills and abilities.
- The key outcome of this session is that participants will develop a professional positive approach and attitude when dealing with internal customers.
BUILDING RESILIENCY – A PREPAREDNESS KIT
Check out this new course under “NEWS”!Resiliency Preview
IN-HOUSE FACILITATION SKILLS DEVELOPMENT FOR PROJECT CHAMPIONS
- When introducing new technology, tools or systems into organizations we often count on the project champions to introduce employees to the change. They are tasked with training new users and communicating the virtues of the change. Their success is largely determined by their ability to deliver more that a PowerPoint.
- In this workshop we will train your champions to design and facilitate a training package based on your change initiative.
- By learning how to design training curriculum as opposed to “presentation” material they will deliver learning that sticks. Embedding a positive and reassuring message to support the change will also be covered.
- Participants will have the opportunity to develop a small presentation and receive coaching feedback as they practice facilitation skills learned in the workshop.
DEVELOPING A MENTORSHIP PROGRAM
- Mentorship is defined as a personal relationship in which a more experienced and knowledgeable person (the mentor) helps a less experienced person (the mentee) benefit from their experience and knowledge.
- Institutional knowledge is shared through the development of a formal program where seasoned employees are provided with a skill set and platform to share their knowledge with newer less experienced employees. It is a great way to develop confidence in newer recruits. In this workshop the mentor will learn effective communication, coaching and planning skills to prepare them for the role.
MANAGING YOUR EMPLOYEES’ TRANSITION DURING A MAJOR CHANGE INITIATIVE
- Assess why there is resistance and create a plan to minimize fear and negativity.
- Utilizing the William Bridge Transition model we help both your leadership and employees make a successful journey through a major change initiative whether it is organizational restructuring, retooling, or introduction of new systems.
- Apply a set of best practices to prepare and lead through the change processMinimize and deal effectively with potential conflict
- Develop and apply a communications strategy to minimize misunderstandings and rumours