An impressive array of technology exists to help supervisors and managers be more effective. But at the same time, “people problems” can negate these technological advances and sap morale.
The programs described below build the interpersonal skills that help leaders of both employees and volunteers improve motivation, retention, and productivity.
For more information, complete course descriptions, or consultation, please click on the Contact Us button.
Corrections and Confirmations: Giving and Receiving Effective Feedback
This course focuses on how managers and supervisors can coach their employees to get top performance on a day-to-day basis. It shows them how to deliver feedback to their reports in a nonjudgmental, interactive, problem-solving way, with observations that are consistent, personalized, measurable, results-oriented, effort-oriented, accurate, timely, and complete. On the “confirmations” side, the course shows how to give praise in a way that reinforces on-target behavior. (1 day)
Ensuring Bench Strength: IDPs and Succession Planning
This course shows those who supervise and manage others how to support and facilitate an employee’s development while promoting a match of individual and organizational needs. It discusses why and how to use an adaptive approach in coaching employees about their career development. It also includes how to explore suitable developmental experiences with employees, how to empower employees in taking charge of their development, and how to give appropriate feedback on developmental assignments. Finally, it explains how the use of IDPs fits “hand in glove” with effective succession planning. (Half day)
Expect the Best—You’ll Get It!
When leaders expect (and reinforce) the best in people, they work smarter, they offer more ideas, and they show more initiative, all in an atmosphere of shared purpose and mutual trust. At this presentation, participants learn to harness the power of positive expectation which guarantees continual praiseworthy performance. (1 to 2 hours. This popular presentation, designed for those who manage or lead employees or volunteers, is often presented as an entertaining and inspiring keynote. It can also be presented as a 2-hour, more-participative workshop.)
Holding Your Aces: Retaining Today’s Employees
Today’s employees don’t expect to stay in a job for years, so how can a manager hold the best of them — the “aces?” At this workshop, participants learn the 7 things today’s employees want most and what organizations can do to meet those “wants.” They also brainstorm specific actions they can take to retain and motivate those who report to them. They get a “treasure chest” of 25 simple things they can do to recognize and reward employees, and they get some pointers on delivering positive feedback. (Half day)
Leading (and Thriving) in Turbulent Times
The “employment contract” which employees used to depend upon to keep their jobs is a thing of the past, swept away on the winds of change. Today, it's not only essential for companies to take a flexible and proactive approach; it's essential for their employees as well. This presentation is aimed at the leader who need to muster the troops, lead the charge, and avoid desertions. It features lessons from Queen Elizabeth I, a fearless and exemplary role model. An hour of the presentation is about leading in turbulent times, and half an hour is about thriving in these conditions. (90 minutes. This topic is often presented as a motivational keynote address. For other versions of this presentation, see the “Personal Effectiveness” section.)
Managing for Innovation
Today, leaders can’t afford not to manage for innovation! At this seminar, participants discover how to involve, motivate, and empower others to be more creative, both on a project basis and on a day-to-day basis. They learn how to assess and enhance the creative climate in their organization, how to help new ideas to flourish, and how to maximize chances of ultimate success. (2-6 hours)
At a 2-hour seminar, Jeanne describes at least 12 ways to ensure idea-rich meetings. At a 4-hour workshop, she also reveals . . .
at least 12 ways to maintain a creative environment
And at the 6-hour workshop, participants have an opportunity to practice many of the techniques presented.
Managing for Results
While company benefits play a role in motivation, the most powerful motivator for most employees is having a good relationship with the person to whom they report. This 2-day training program is designed to help managers and supervisors harness the power they possess.Day 1: Maximizing Motivation
Participants learn the top seven working conditions to retain and motivate today’s employees’ and how to leverage them, how to delegate in a way that develops both them and their employees; 25 ways to recognize, reward, and retain employees, and how to manage key conversations—how to ask the questions and unlock the secrets to keep key employees.
Day 2: Handling Challenges
Participants learn how to resolve conflicts with peers and mediate employee conflicts; how to overcome employees’ resistance to change; why and how to encourage employees to solve their own problems; how to analyze problems in a systematic way to determine a solution; how to identify and correct eight performance problems; and how to handle 12 tough management situations.
Managing for World-Class Service
World-class customer service doesn't happen by accident. It results from extensive customer surveys, strong alignment of policies with organizational core values, careful hiring and training, and constant motivating and monitoring—in other words, from a non-stop attention to detail. In this seminar, participants learn how their organization can build and maintain a strong service focus, from the top down and from the bottom up. They get at least 50 solid, practical strategies to move from customer satisfaction to lasting customer enthusiasm. They can also learn the customer service secrets of legendary companies like Southwest Airlines, Disney, the Seattle Fish Market, and others, so that they can, as Tom Peters advises, “Steal from the best, and then adapt.” (½ day)
Maximizing Managerial Results
This course, an abbreviated version of “Managing for Results,” hits the highlights of successful management. In this one-day workshop, managers and supervisors learn how to bring out the best in employees according to their personality styles; how to develop results-oriented performance objectives around S.M.A.R.T. goals; how to resolve conflict; how to delegate successfully; how to deliver positive feedback; the top seven working conditions needed to retain today’s employees; eight employee questions that must be answered when implementing a change initiative; and 25 ways to recognize, reward, and retain employees. (1 day)
Painless Performance Evaluations
Performance appraisals are only one of many talent development tools. But because the yearly evaluation is also the most dreaded (by giver and receiver alike) tool, it deserves special attention. This training program shows managers and supervisors how to avoid three common mistakes when composing employees’ responsibilities, how to set goals and measure success in terms of quantity, quality, cost, and time; how to document performance throughout the year; avoid a dozen potential pitfalls which can lead to inaccurate evaluations; how to avoid charges of unfair or discriminatory treatment; and how to and manage performance review meetings in a way that builds mutually trusting relationships and motivates top performance. (1 day)
Retention and Motivation: The Power’s in Your Hands
The cost of losing employees is staggering, and the cost of keeping employees who aren’t motivated is almost as high. Luckily, much of the power of keeping and motivating people who report to managers is in their own hands. Participants learn how to be the kind of leader people want to work for—the leader who motivates people to be loyal and committed, to set high goals and achieve them. Participants learn:
(This is a 1-day workshop. For a shorter presentation, see “Holding Your Aces” above.)
You Can't Do It All: Effective Delegation Skills for supervisors
(This course is based on Jeanne's book of the same title, plus other resources.)
Effective delegation allows employees to widen their horizons, develop new skills, and enjoy a new level of authority, and usually prompts more loyalty and commitment to the organization. It also benefits delegators themselves; as supervisors and managers use their newly freed time to tackle tougher organizational issues, they become more valuable (and more promotable) contributors. In short, effective delegation produces a win all around. At this workshop, participants assess themselves as delegators, identify their own barriers to delegation, and then discover the “barrier busters” which will help them move forward. They also learn how to find time and tasks to delegate, match the right employee to the right task, prepare for and conduct the delegation meeting, follow up to ensure success, and evaluate the completed assignment. Along the way, they learn to respond successfully to six frequent delegation difficulties.(1 day)
