Training Programs for Frontline Managers

1. Unlocking The Engagement Potential

Topics Covered

• Management Style and its impact on communications and relationships

• Mastering the art of difficult and yet respectful conversations that happen everyday in the workplace

• Effectively using the most powerful tools at a manager’s disposal, effective delegation and goal setting

Program Features

• Leverages the power of the DiSC management self-assessment tools

• Performance Support tools that integrate with each program including Mobile Apps for those with iPhones

• Modules are three hours in length and can be configured/arranged to fit the situation and company culture

 

2. Creating Success From The Start

Topics Covered

How to select the right people using behavioral interviewing techniques

• Creating an Onboarding Process that will get new hires engaged, productive and motivated early

• Managing the workload for engagement and retention

Program Features

• Includes numerous activities for practicing behaviorial interviewing techniques

• Performance Support tools that integrate with each program including Mobile Apps for those with iPhones

• Modules are three hours in length and can be configured/arranged to fit the situation and company culture

 

3. The Newly Promoted Manager

Topics Covered

Management style and its impact on communications and relationships

The role of the manager and the need to manage your manager

• Fundamental skills of time and meeting management as well as goal setting

Program Features

•  Leverages the power of the DiSC management self-assessment tools

•  Performance Support tools that integrate with each program including Mobile Apps for those with iPhones

Modules are three hours in length and can be configured/arranged to fit the situation and company culture

 

4. Managing During Change

Topics Covered

• Change, transition and its impact on communications and productivity

• Mastering the art of difficult and yet respectful conversations that happen everyday in the workplace that is experiencing change

• Effectively using the Change Curve to anticipate and address issues of transition

Program Features

• Leverages the power of the DiSC management self-assessment tools

• Performance Support tools that integrate with each program are included

• Modules are three hours in length and can be configured/arranged to fit the situation and company culture

 

5. Managing For Results

Topics Covered

• Management Style and its impact on communications and relationships

• Mastering the art of difficult and yet respectful conversations that can happen while discussing performance and results

• Effectively using the most powerful tools –developmental delegation and goal setting to effectively assess performance and rewards

Program Features

• Leverages the power of the DiSC management self-assessment tools

• Performance Support tools that integrate with each program including Mobile Apps for those with iPhones

• Modules are three hours in length and can be configured/arranged to fit the situation and company culture

Working Knowledge Delivered

SLOPPY Goals

Apr. 9th, 2013

SLOPPY goal is an acronym for the type of goal that we’ve all been given and maybe even given out to others. It’s a goal that is: Senseless Limitless Obscure Pointless Painful, and You have to do it anyway! “Just fix it!” How many times have we heard that in the course of day-to-day business? This type of SLOPPY goal is likely to get a result that falls short of any unstated expectations. Given the incredible power that setting goals has for individuals and organizations, it’s surprising that it is so often overlooked as something to teach and develop. Instead, it’s just assumed that all managers are good at goal setting and that it comes to people naturally. Since all anyone in business is looking for is clarity and direction from Senior Management—and all Senior Management wants is flexibility and goal attainment from employees—we ought to be better at this! Take a look at the two fundamental parts of an effective goal. A goal should tell you where you are going and what success looks like when you get there. It’s no more complicated than that. To keep your goals from being labeled SLOPPY, first answer the question, “What do I want to have happen?” If reducing expenses is something that is required of your business, simply insisting that, “We must reduce expenses” is by itself a SLOPPY goal. It needs a lot more definition. But if you add the second part by explaining what success looks like—“We must reduce marketing expenses by 10%” the goal turns into something much more actionable. So the next time you set or get a SLOPPY goal, “Just fix it!” by asking: What needs to happen? What does success look like?