Management

Getting things done through people and other resources, providing direction and leadership are what managers do.  How do they learn to do that?  Too often managers are made managers without providing the requisite training and support.  Management workshops that can help:

We're not just talking

A group of people working together must interact; that is they must communicate their needs, thoughts, plans and expertise. Understanding how communication works in business and how to communicate competently within an organization will help you participate more effectively in every aspect of business.  This session covers all the components of communication, how they work, or don't, and why.

Communication and the Human Factor

Considerate communication matters. Civility counts.  We hired the whole human and we need to be considerate of that.  The simplest way to do that is to communicate.  But how you communicate, about what and when can be tricky.  Poor communication is the leading cause of low quality work.  Low quality and high cost are the prices we pay for unnecessary distrust and fear.

We need to develop our interpersonal communication; and you can, by paying attention to it.  You'll learn how to set expectations, eliminate distrust, and develop collaborative creativity in workplace relationships. This approach is satisfying, it feels good, and you will tend to want an even better relationship; that's how our genes work. In this interactive, fun, and direct workshop you will learn how to change your current communication process to one that is more meaningful, productive and profitable.

The Power of Feedback

The very word feedback conjures up all kinds of reactions for people.  Consider feedback this way ñ it is a tool used to help achieve the goal.  The purpose of feedback is not to dwell on the past; it is to plan for the future. Providing feedback supports moving forward to achieve goals by reinforcing or redirecting actions. Learn how to avoid giving feedback that hurts and how to respond to receiving feedback that's poorly delivered.  

Hiring Rites

A passion for finding people with passion

How did you learn to interview?  Because you were an interviewee?  There are at least six models of interviewing techniques.  Why not use one that gets candidates to tell you their story, their real story?  What she did when, with whom and how.  What the outcome was, what hurdles she faced and how she overcame them.  With this information, you can determine if the candidate has the skills and abilities for a position.  More importantly, you will learn about her potential fit to the organization.  Hiring Rites will reduce your turnover, increase productivity and set the ground work to develop a collaborative work environment.

Time Flies

Some ways to ground it

We say time flies. It doesn't truly take ornithologists or aerospace engineers to identify how to ground it.  It's up to you.  No magic potions or special pixie dust.  Just analyze what you are doing; what choices you are making and what you can choose, instead.  This session is full of common sense suggestions that will help you make conscious decisions about how you use your time.

The Performance Management Process

The concept of performance management is often thought of as the performance appraisal.  The performance appraisal is one component of performance management, and usually just an event that is dreaded by everyone every year.  Because it is perceived as an event, it is rushed through as one more task to complete.  Real performance management is a process, a looping process that is always ongoing.

This looping process begins with performance planning; what are the job requirements and how does the job support the company goals, and what skills, abilities and characteristics are needed for the job.  The process continues and includes continuous performance feedback or coaching, development opportunities and the appraisal, which renews the process.  This workshop is designed to help learn how to use the entire process to improve performance, build morale and support growth.

Realities of Change

We know that change is going to occur.  We can't avoid it. Still, we resist it and defy it and that drains our energy.  What we experience when we are faced with change is threat; threats to our security and our sense of adjustment. We feel threatened by the unknown and ambiguity.

Well-managed change brings excitement, growth and challenge. That doesn't mean all will be known or there won't be ambiguity.  Understanding how change affects us and what you can do about it, is a way to accept the realities of change with less threat.