Training & Development

  • Human Resource Workshops focus on HR fundamentals & California employment laws. These educational trainings provide practical applications for attendees and are 1-2 hours in length.

  • Leadership Development Courses focus on employee development & workforce engagement. These courses provide your supervisors and managers with an informational "experience" designed to improve their leadership skills. Each course is offered in a half or full day training.

Human Resource Trainings

Sometimes, employees are absent from work. This can create a variety of hardships for the business. From staffing to lawsuits, CEA, its representatives, and its partners understand your unique needs and will help you be successful in preventing and managing employee absenteeism, so that you can get on with the business of business.

Learning Objectives

  • Assess absenteeism’s impact
  • Define absenteeism
  • Determine the cost of absenteeism
  • Explore state and federal laws related to absenteeism
  • Review an FMLA (Family Medical Leave Act) case study
  • Recognize keywords and phrases employees use when an absence is imminent
  • Conduct absentee root-cause analysis
  • Assess and prevent absenteeism
  • Discover how to discipline absenteeism
  • Examine and discuss resolution for absentee scenarios

Harvard University wrote a book titled Hiring and Keeping the Best People, which talks about the cost of poor hiring practices. The Business Essentials book stated that bad hiring brings down performance and can be painfully costly in the long run. Painfully costly is defined as 24 times the base compensation of the poorly hired person. Can you afford it? CEA’s hiring system will help businesses and HR professionals avoid costly hiring mistakes.

Learning Objectives

  • Know what you need to hire
  • Reduce time spent writing job ads and descriptions
  • Discover where applicants are and what to pay them
  • See the critical hiring steps between accepting an application to the 1st day of work
  • Unlock the recruiter’s toolkit for quality hires and fit
  • Develop legally defensible behavioral interview questions targeting proven performer’s skills
  • Uncover hidden tips, tools, and tricks for effectively managing on-the-job (OJT)

What do you do when you notice that Susan has shown up for work but isn’t wearing a bra ?  What do you say when Steve asks if he can add his partner, Ken, to your benefits plan?  And what do you do when you find out that one of your employees is not authorized to work in the United States?

CEA has the answers to all of these questions and so many more.  Join us for our enlightening and entertaining HR TRIVIA training.

Business professionals must have rules and tools for communicating effectively. Leaders need a firm foundation in listening mechanics, conflict resolution, and political acumen (Managing up, Leading Down). Every leader must develop these communication skills, or face considerable hardship navigating organizational life, its stressors, and the unique demands inherent in leading others.

Learning Objectives

  • Define, distinguish, and formulate crucial active listening skills
  • Describe and analyze skills needed for “Managing Up, Leading Down” for political acumen, agenda/decision-making, and employee engagement
  • Identify methods for dealing with difficult people and resolving conflict on the job

How do you deal with difficult attitudes in the workplace?  Bad attitudes in the workplace can deteriorate morale, lower productivity, and increase costs. It doesn't take much for a co-worker, manager, or customer to feel the negative effects from someone with a bad attitude. The good news is there is now a process for dealing with these difficult people!

Learning Objectives

  • Recognize and describe the characteristics of a bad attitude.
  • Assess a challenging situation and determine an appropriate strategy.
  • Utilize a 5-step process for dealing with difficult people.
  • Regain your positive attitude about the other person or situation.

CEA is here to assist you in managing conflict with confidence, resulting in a positive outcome.


Coaching. Managers struggle to find time to do it, but to have a successful team, it’s important to do it quickly and effectively.  What's the best way to handle difficult coaching decisions? How do you coach a poor performer to success?  This training program will provide participants with real-world skills to effectively coach employees to increase performance. At the end of this training session, participants will learn how to:
  • Describe the problem and the expectations
  • Get agreement on the problem
  • Develop solutions together
  • Agree on an action plan
  • Follow up to ensure the situation has improved


Customer service is receiving a great deal of attention in almost every business and industry.   The purpose of this training is to measure and increase customer service performance in both employees and managers.  In Becoming a Customer Service Star you will learn the five points or facets of customer service.
  1. Feel Positively Toward Customers
  2. Encourage Customer Feedback
  3. Respond to Customer Problems
  4. Develop Repeat Relationships
  5. Seek to Exceed Customer Expectations

It is essential that effective communication, honesty, trust, and respect be honored in the workplace as the foundation for a productive environment. The diversity in today's work place, not only involves differences in race, gender and culture, but we also address issues that include differences in communication style, ages, education, values, etc. With insight, understanding, and skill development, we can learn to value differences as opportunities and strengths. A culture of trust and respect enhances team efforts and goal attainment. This training covers:  

  • What is meant by workplace respect?
  • Barriers to understanding and respect
  • Strategies to create stronger respect
  • The importance of validation and appreciation
  • Personal action plan

 

All documentation is designed to communicate how an employee must behave on the job. The documentation must communicate your organization’s process for dealing with business-defeating behaviors warranting action up to and including discharge from employment. This quick guide will help you confidently document, discipline, and discharge employees. It also provides your organization with the documentation necessary for defending against wrongful termination lawsuits and paying unemployment, which both drain money from your business.

Learning Objectives

  • Explore barriers to taking disciplinary action
  • See the purpose of disciplinary action
  • Identify reasons to take and document disciplinary action
  • Examine why one would coach and discipline an employee simultaneously
  • Define effective documentation
  • Review methods for investigating issues before creating documentation
  • See and explore safe practices for performing a CA employee discharge

Coaching is critical for employee self worth, growth, and ongoing motivation. It is how we keep employees engaged with what’s important and on track for success. When documented, coaching supports recognition and disciplinary action, too.

Learning Objectives:

  • Understanding the importance of turnover
  • Proactive approach of inspiring instead of firing
  • To inspire you must Coach
  • Assess your coaching skills
  • Define coaching and address skills gaps
  • Recognizing key elements of a coaching conversation
  • How to coaching during on‐the‐job training

Training for Employees
More than 70 percent of substance abusers hold jobs; one worker in four, ages 18 to 34, used drugs in the past year; and one worker in three knows of drug sales in the workplace. Americans consume 60 percent of the world’s production of illegal drugs: 23 million use marijuana at least four times a week; 18 million abuse alcohol; 6 million regularly use cocaine; and 2 million use heroin. In the workplace, the problems of these substance abusers become your problems. They increase risk of accident, lower productivity, raise insurance costs, and reduce profits.

Learning Objectives:

  • 6 Reasons to Conduct Drug Testing
  • Laws Governing Drug Testing
  • Allowable Drug Testing
  • Employee Rights Concerning Drug Testing
  • The Drug Free Workplace Program
  • Reasonable Suspicion Testing
  • Contracting with a Testing Facility

Training for Supervisors

It’s important that supervisors and managers understand the different components of the Drug-Free Workplace Policy and more importantly understand their role in implementing the Drug-Free Workplace Policy!

Supervisors will learn how to:

  • Identify and investigate crisis situations
  • Recognize workplace problems that may be related to alcohol and other drugs
  • Intervene in problem situations
  • Refer employees who have problems with alcohol and other drugs
  • Protect employee confidentiality
  • Continue to supervise employees who have been referred to assistance
  • Avoid enabling and other common supervisor traps

These days, everyone worries about doing the legally correct thing. What we're going to say about appraisals is that if you do an effective one, the legal part will take care of itself.

This program will help your supervisors with:

  • The possible effects, legal and otherwise, of a poorly done appraisal.
  • How to hold an appraisal that benefits all parties involved.
  • What type of follow-up helps reinforce points made during appraisals.
  • How to make sure the whole process is fair and legal.

An employee handbook is one of the most important communication tools between your company and your employees.  Not only does it set forth your expectations for your employees, it also describes what they can expect from you and ensures your business complies with state and federal employment laws.

Learning Objectives:

  • Benefits and Risks of an Employee Handbook
  • Essential Provisions
  • Policies Required by State and Federal Law
  • Recommended Policies
  • What NOT to Put in an  Employee Handbook

Every employee deserves to be treated with dignity and respect.  Every employee has equal rights under Federal and State laws to Equal Employment Opportunity. In California, all employers with 50 or more employees must provide a 2-hour Harassment Awareness training to all supervisors and managers every two years. This training meets California’s requirements and is AB1825 compliant. We also have a one hour version of this new training program for employees only.
Training Objectives

  • A fresh look at harassment, discrimination and governing laws
  • Examine scenarios & incidents and discuss possible appropriate responses
  • Talk about your role in harassment prevention
  • Discuss practical measures to create a safe and respectful workplace

Duration: 2 hours
For more detailed information on AB1825 and AB2053, click here.

Respect and Professionalism in the Workplace

When we say someone is a business professional, we are talking about their ability to deliver on our expectation of service quality, detail, and efficiency that sets them apart from anyone else. We call these people “Pros”. Whether its sports or business, “Pros” are in a league of their own, when it comes to delivering value.

In the workplace, professionals bundle their expected behavior and value with respect, which extends well beyond tolerance and embraces inclusion. It is the professional’s respectful inclusion of diverse people and their work ways that continually pushes the envelope on product sales, service, and support quality: The essence of what keeps customers coming back, sharing positive service experiences, and driving customer loyalty through the roof.

Duration: 1 hour

After years and years of experience, one best pieces of advice we can give to an employer when it comes to employees is, “Hire Slow – Fire Fast”. In this seminar we will review how to hire right the first time to avoid the ugliness of workplace terminations and the expensive costs that come with high turnover. We’ll also discuss why it is so important to nip small problems in the bud before they negatively impact your company culture and your budget.     
Learning Objectives

  •     Six Simple Steps to help you Hire Right the First Time
  •     The benefits of a solid progressive discipline program
  •     Proper Steps to a Lawful Termination
  •     How to Coach Underperformers    
  •     The Value of Coaching Employees to Success

In 1986 Congress reformed US Immigration laws.  The purpose of the reforms was to preserve the tradition of legal immigration while seeking to close the door to illegal entry.  Join us for an informative hour regarding the latest information about I-9 forms, Homeland Security and the E-Verify system. 

Topics to be covered:

  • Why employers Must Verify Employment Authorization and Identity
  • Completing Form I-9
  • Acceptable Documentation
  • Penalties for Prohibited Practices
  • E-Verify
  • Frequently asked questions  

California Labor Laws protect the rights of California employees.  CEA is here as the employers’ advocate.  The best way to protect your rights is to be informed of CA’s ever changing employment laws.

  • Wage-hour issues including travel time and meal period exemptions
  • Reasonable accommodations
  • Managing leaves of absence and the interactive process
  • Pending legislation on the horizon

How many different leaves of absence might a California Employer have to grant? Depending on the number of employees a company has, they may have to grant up to 19 different leave laws! It’s important to know about pregnancy disability leave and family medical leave laws, but there are so many others that employers need to understand. We’ll cover them all and provide you with a CA Leave Law Cheat Sheet to refer to in the future.

Learning Objectives

  • All of the leave and time off laws governing California employers (PDL, FMLA, CFRA, Military Leave, Jury Duty, Domestic Violence, Volunteer, School Suspension, Time off to Vote, WC, Kin Care, Drug and Alcohol and more...)
  • Who is eligible
  • Employee’s rights under the law
  • Notice requirements
  • Duration
  • Affects on PTO, vacation, sick, and wages

Human Resources professionals will be making significant and deeply emotional job cut decisions in the coming months. With families, customers, and the businesses’ future hanging in the balance, HR professionals must know and solidify their options, to prevent lawsuits, reduce job cuts, and remain competitive in today’s tough economy.

Learning Objectives

  • Reducing staff work hours
  • Getting unemployment dollars and keeping your employees
  • Performing an individual or mass layoff
  • Identifying who can and can’t be laid off
  • Notifying your employee of reduced work hours
  • Notifying an employee of a job cut
  • Exploring compensation and benefits cuts

How to Re-engage your employees and bring the fun back to work!
Burnout happens when people who have previously been highly committed to a job lose all interest and motivation.  It mainly strikes highly-committed, passionate, hard working and successful people – and it therefore holds a special fear for those who care passionately about their careers and about the work they do.

This session explains what burnout is. It then helps you to recognize the warning signs in yourself, shows you how to avoid it, and helps you re-engage your employees at work!

In the last decade, the Gallup organization conducted a study of great managers across all disciplines and discovered key performance traits. The research outcomes were overwhelmingly conclusive! A participatory leader not only engages their employees better, but also got better engagement between employee’s customers and other organizational members. Strategic HR professionals must change their role from managing things, to being business savvy, networked, and influential participatory leaders who embody the greatness of leadership.

Learning Objectives

  • Clarifying the role of participatory leader in the motivation process.
  • Define how to motivate strategic behavior in employees
  • Revisit key theories supporting internal and external employee motivation
  • Review groundbreaking evidence of motivation’s impact on the employee and the organization
  • Link employees’ goals to strategic organizational goals
  • Define key steps to setting strategic goals and outcomes for staff and employees

Strategic HR professionals must change their role from strictly managing all-things HR, to being business savvy, networked, and influential participatory leaders who embody the greatness of leadership. HR professionals will learn to embrace participatory leadership, build strategic know-how, and position themselves as business contributors, who understand how the business earns, saves, and spends its resources, for improved decision-making.

Learning Objectives

  • Managing versus Leading
  • Assessing your leadership style
  • Identifying key participatory leadership traits
  • Creating your leadership skills development plan
  • Managing Up: How to be there for your boss and employees
  • Learning how the business earns, saves, and spends its resources, for improved decision-making.

Do you have five or more employees? If so, your female employees are eligible for California Pregnancy Disability Leave (PDL) on their first day of employment and may be eligible for Family and Medical Leave Act (FMLA) leave as well as California Family Rights Act leave (CFRA) following PDL.  In this 1-1/2 hour session you'll learn how to completely comply with the PDL law. 

Learning Objectives

  • Eligibility for PDL
  • Notice requirements
  • Duration and timing of PDL
  • Leave period calculation
  • Timing of PDL
  • Effect ofPDL on pay and benefits
  • Reinstatement after PDLA
  • Accommodation or transfer
  • Integration of PDL with FMLA and CFRA
  • Penalties for discrimination

More and more people see violence as a way to settle disputes or get revenge for some perceived mistreatment. It's part of society, and so naturally it's part of the workplace.

Learning Objectives

  • How to settle problems before they erupt into violence
  • How far you can go, legally, to address a threat of violence
  • The essentials of an effective and legal anti-violence policy
  • What to do if someone commits a violent act
  • What types of violence-prevention measures the courts have approved.

Breaking up is hard to do. Ending an employment relationship can be one of the most difficult tasks you face as a leader. There are several steps you must take before you decide to terminate an employee, and there are many things to consider. Should you offer a severance package? Should you offer a separation agreement? Ensuring you have proper documentation and practices in place will help you avoid legal challenges down the road.

Learning Objectives

  • How coaching and disciplining work together.
  • Documenting behavior before acting decisively.
  • Avoiding legal problems when exiting employees.
  • California’s required paperwork when ending a work relationship.
  • Separation Agreements – do they hold up in court?

This presentation is done in a fast paced David Letterman Top Ten List style.  The speaker describes various real life situations CEA has seen that have resulted in law suits for employers.  The presentation is geared around preventative measures business owners and managers can easily put into place to help them “Stay Out of Court”.  Complete with handouts and take-aways, this engaging and interactive session allows for a lot of audience participation and Q and A!

Topics to be covered include: 

  • Establishing hiring ground rules
  • Understanding CA Leave Laws
  • Ensuring exempt employees are really exempt
  • Breaks and Lunches
  • Protected Classes
  • Harassment Avoidance
  • Being a Coach

California’s Unemployment Insurance Agency is called the Employment Development Department (A.k.a. EDD) is a complex organization responsible for.

Learning Objectives

  • Paying Unemployment Insurance, Disability, and Paid Family Leave
  • Overseeing job training, retraining, and lay offs
  • Collecting payroll taxes and overseeing employer’s reserve accounts
  • Providing Labor Market Information
  • Providing agency forms and publications

Union avoidance is much more than hiding from the union.  There are some things an employer can and should do and some the employer must not do. 

In this session you will learn:

  • Strategies for maintaining a union-free workplace
  • How to recognize the signs of union organizing
  • The actions you may take during an organizing drive
  • The actions that are prohibited during organizing
  • What you CAN say and
  • What NOT to say during organizing

Both the Federal Government and the State of California have discovered a way to battle their budget woes… employer non-compliance!  Hilda Solis, the Secretary of Labor, has added 250 new field investigators in order to audit employers.  To ensure your company moves safely through the compliance jungle, join us.

Learning Objectives:

  • Latest opinion letters from the Labor Commissioner
  • Latest rulings from the CA Supreme Court
  • Exempt v. Non-exempt, Independent Contractor v. Employee, Meal & Rest Periods
  • Common and continuing mistakes employers make


Owners have a lot on their plate.  In addition to profits and competitors, employee issues are also a challenge.  Join us to learn more about six areas that often “Keep Employers Up at Night”.  In this presentation you will learn:   

  • The 8 steps of conducting an investigation
  • What to do when your employee is expecting
  • How to Handle On the Job Injuries
  • The Difference between Reasonable and Unreasonable Accommodations
  • How to Determine Who is an Employee and Who is an Independent Contractor
  • The Pitfalls of Meal and Rest Periods

This is an informative and entertaining presentation about determining credibility in the employment life cycle. Through a discussion of recent events and examples, we will explore how employers can determine credibility when making decisions in the world of employee relations.      

Join us as we discuss the tools necessary to avoid liability in hiring decisions, workplace investigations and termination decisions. Learn how to access the credibility of witnesses during internal investigations and what pitfalls to avoid.  At the end of the day, the truth may not be discoverable, but the legal standards for basing your decisions are attainable.

Leadership Development Courses

Leaders spend most of their time focused on improving their teams. They want their teams to perform better, innovate more, resolve conflict, and independently solve any problem that emerges. This training focuses how to utilize strengths on teams and in the workplace. Participants will be given practical tools to develop team trust and develop their leadership style.

Time to take a hard look at your workplace teams. How many team members are fully engaged with their work? How many are just going through the motions? And how many are actively disengaged? These can be hard questions to face, but important ones to ask. If your team mirrors the U.S. workforce, only three out of 10 employees are fully engaged.

Learning Objectives

  • Develop and utilize individual & team strengths to improve organizations performance
  • How to recognize dysfunctional team behaviors
  • How to improve your teams engagement
  • How to increase team performance for enhanced results
  • Recognize the role of strengths when building teams
  • Recognize the role of strengths when building, managing, and supervising teams
  • Understand the motivations of individuals you lead

Three key words drive coaching on the job: Collaboration, Clarity, and Checkpoints. Collaboration is critical for employee self-worth, growth, and motivation. It is how employees buy into the idea that their contributions matter. Clarity is essential for understanding what went wrong or right on the job. Lastly, checkpoints provide leaders with planned opportunities for discussions about work flow and outcomes, before failure or underperformance occurs.
  • Define coaching
  • Name the key stages in conducting on-the-job training
  • State the key steps in every coaching conversation
  • Review, re-set, and document employee goals
  • Define when coaching stops and counselling begins

Business professionals must have rules and tools for communicating effectively. Leaders need a firm foundation in listening mechanics, conflict resolution, and political acumen (Managing up, Leading Down). Every leader must develop these communication skills, or face considerable hardship navigating organizational life, its stressors, and the unique demands inherent in leading others.

Learning Objectives

  • Define, distinguish, and formulate crucial active listening skills
  • Describe and analyze skills needed for “Managing Up, Leading Down” for political acumen, agenda/decision-making, and employee engagement
  • Identify methods for dealing with difficult people and resolving conflict on the job

It is essential that effective communication, honesty, trust, and respect be honored in the workplace as the foundation for a productive environment. The diversity in today's work place, not only involves differences in race, gender and culture, but we also address issues that include differences in communication style, ages, education, values, etc. With insight, understanding, and skill development, we can learn to value differences as opportunities and strengths. A culture of trust and respect enhances team efforts and goal attainment.

Learning Objectives

  • What is meant by workplace respect?
  • Barriers to understanding and respect
  • Strategies to create stronger respect
  • The importance of validation and appreciation
  • Personal action plan

Critical thinking is thinking that assesses itself. In this course you will learn the critical dimensions of business-based decision making including practical tools to be used when defining problems, considering alternatives and coming to conclusions.

Learning Objectives

  • Gather and assess relevant information to analyze issues
  • Raise important questions in a constructive manner
  • Think open-mindedly while considering alternatives
  • Come to well-reasoned decisions and solutions that address the right problems and involve the right people
  • Create environments that foster feedback for continuous improvement of decision making

Workplace conflict haunts organizations every day – it leads to lost productivity, diminished morale and decreased performance. And, it is very expensive - it will have a negative effect on your organization’s bottom line through increased employee absenteeism, decreased job performance and poor customer service. Most employees do not know they are responsible for resolving their own conflicts. This workshop will help employees master skills to successfully resolve conflict situations and avoid future ones.

Learning Objectives

  • Recognize the negative impact conflict has on them, their organizations and others
  • Recognize that they have a responsibility to resolve conflicts when they occur
  • Understand the causes of conflict
  • Learn and practice a C.A.L.M. approach to conflict resolution

More info coming soon.

Customer service is receiving a great deal of attention in almost every business and industry. The purpose of this training is to measure and increase customer service performance in both employees and managers. In Customer Service you will learn the five points or facets of customer service.

  1. Feel Positively Toward Customers
  2. Encourage Customer Feedback
  3. Respond to Customer Problems
  4. Develop Repeat Relationships
  5. Seek to Exceed Customer Expectations

What is DiSC?

  • DiSC is a personal assessment tool used to examine an individual’s behavioral tendencies within their environment.
  • The assessment will help you better understand your own strengths and challenges, and will help you recognize why you act the way that you do.

How can DiSC help me and my company?

  • DiSC can help you and your team improve productivity, teamwork, and communication.
  • It can help you better understand yourself and others in your surroundings, and can lead to greater professional and personal growth.
  • When hiring new team members, DiSC can help employers find the perfect candidate by providing a thorough examination of each applicant’s behavioral style.

The assessment takes only 15-20 minutes to complete, but that short amount of time will provide you and your company with a detailed, in-depth look into your behavioral tendencies!

In addition to the written report, you have the option of a having a DiSC specialist interpret the results and provide any additional clarification you may need.

For pricing, click here.

Did you know we currently have five generations in the workplace? Work, communication and preferences are all influenced by the a person’s generation. Each generation in your company has a difference in the way they work, think and how they perform their work. These differences can lead to difficulties and conflicts within your work teams. It can also be an opportunity to build a better team that uses the strengths of each generation to that bring the best out of each person. This training will help you bridge the generation gap! Topics include:

  • What are the generations in the Workplace
  • Identify each generations work style
  • How to avoid workplace misunderstanding & conflicts between generations
  • Develop strategies  to overcome gap issues
  • Identify recruiting & retention strategies that work for each generation

1-Day Workshop

What’s the secret to delivering your message confidently with no fear? Why do some speakers inspire us to action, while others bore us to tears? The good news is that it only takes a set of specialized skills and some focused practice to improve. As a business professional, you have many opportunities to lead projects, influence decisions, and impact results. Research shows that effective communication and presentation skills are key components in influencing people’s decision to take action and make commitments.

This one-day workshop will help you become an even more confident and engaging speaker to inspire people to action. You’ll learn the ROCKSTAR™ model.

Strategic HR professionals must change their role from strictly managing all-things HR, to being business savvy, networked, and influential leaders who embody the greatness of leadership. HR professionals will learn to embrace situational leadership, build strategic know-how, and position themselves as business contributors, who understand how the business earns, saves, and spends its resources, for improved decision-making.

Learning Objectives:

  • Managing versus Leading
  • Assessing your leadership style
  • Creating your leadership skills development plan
  • Managing Up: How to be there for your boss and employees
  • Learning how the business earns, saves, and spends its resources, for improved decision-making.

Strategic planning is an organization’s process of defining its strategy or direction and making decisions on allocating its resources to pursue this direction.  It’s a process for determining where your business is going over the next year --- or more typically 3 to 5 years.  Does this sound complicated?  It doesn’t have to be.

Regardless of your company’s size in as little as one to two days, CEA can lead you and your team through a strategic planning session (okay, there is some homework to do before the session) that will result in a basic plan focusing on three to five “vital” goals.  You might be thinking:  “This is not the right time for us to be worrying about a strategic plan.”  The truth is, there may never be a better time!  As Yogi Berra said, "If you don't plan where you are going, you'll probably end up somewhere else."

We’ll demystify the process and show you how to:

  • Increase everyone’s understanding of your company’s goals and objectives.
  • Build shared values and beliefs among all levels of people.
  • Better communicate your company’s intentions to customers and employees.
  • Gain employees’ participation, insights, and commitment to quality and service.
  • Provide a clear and objective standard for individual decision-making with customers and employees.
  • Align individual employee goals with those of your company.

If you think it’s about time your company takes a new direction, give us a call and we’ll work with you to schedule a strategic planning session.


2-Day Customized Workshop with the CEO and Leadership Team

A strategic plan is a roadmap to grow your business. However, it can be a daunting task to think about where you and your business will be five years from now. According to a recent Harris Poll conducted for Staples, 63% of small business owners do not have a five-year plan. Strategic plans need to be short and concise. They need to set a big picture for where the organization is headed and how the organization will measure its success.

Effective strategic plans are built on well-developed, long-term visions. In this two-day workshop, we’ll use a strategic visioning process to develop a business mission statement and values and define your organization’s purpose. A SWOT analysis will be conducted and you will create a list of short- and long-term opportunities to take your business to the next level with a set of 90-day strategic objectives.

Benefits of strategic visioning
• A tested, high-engagement framework
• Comprehensive & flexible
• Hindsight and foresight are balanced
• Big-picture orientation
• Visual, highly graphic approach

One way we know that the economy is improving is that more companies are interested in how to retain their best employees. Employees are now deciding whether to stay or leave your business! Recent Gallup surveys on employee engagement show that up to 50% of the workforce plan on quitting in the next year. Successful organizations understand that employee retention is critical to their growth and quality of services. Learn key strategies that increase job satisfaction and employee engagement to retain your best!

  • Strategies that reduce employee turnover
  • Develop Employee Strengths to increase productivity leading to higher job satisfaction
  • Motivate your staff to stay
  • Transform your organization into high employee retention culture.

CEA has developed a full day training program designed to quickly improve your organization’s performance and create a positive change in your culture. Leaders can better delegate work to others when they have the ability to understand and manage a maximum performing team. This full day training is broken down into three primary segments:  Educate. Reveal. Enhance.

Educate. When leaders focus on individual strengths rather than their weaknesses, the results are profound. Encouraging your team to “Do what they do best” and play to their strengths is a formula for success. In this portion of the training, we share information on wellbeing factors and statistics that prove how individuals who are coached to focus on their talents and strengths are more productive and feel as if their individual contribution matters to their team.

Reveal. Participants are given workbooks and an online assessment prior to the training.  In this portion of the training, Participants will discuss their results in an interactive group session.  As a team we discuss each participant’s Top 5 strengths and share practical tools to achieve career goals. As participants share their strengths they begin to appreciate the value of strengths as individuals and as team members.

Enhance.
  Each employee will learn how to utilize and capitalize on their individual strengths, as well as the combined strengths of the team, to benefit the workplace as a whole. Through a variety of exercises, participants will better understand how to use their strengths as a tool for creating positive change in the workplace and enhancing personal career satisfaction.

CEA’s Building a Strengths Based Workforce training includes:

  • The StrengthsFinder 2.0 book
  • Gallup’s online assessment
  • An analysis of each participant’s top 5 strengths
  • Practical tools to achieve career goals and develop their leadership style
  • Full day training (6 hours) includes exercises and hand outs.

Full Day Training $1995.

"Jessica did a fantastic job yesterday! Our team was totally engaged and really got a lot from it. She was a great presenter that read our group and adapted to their needs. I highly recommend her and this program to anyone!"

James Boretti, President / CEO
Boretti, Inc.

This training provides coaching to leaders and managers on how to utilize the results of their team strengths. Managers will be able to develop their team to be highly productive and motivated workplace. Managers have the biggest impact on team members’ engagement. They achieve this through motivating and engaging their employees and they can account for up to 70% of employee engagement across their organizations. With less than one-third (31.5%) of U.S. workers engaged in their jobs in 2014 according to Gallup, leaders have a huge opportunity to influence engagement.  They can be instrumental in boosting employee engagement by increasing team members’ awareness of and appreciation of individual and collective talents and strengths.  

Training will help managers build strengths based teams by:

  • Analyzing the results of their team's strengths
  • Increasing a managers awareness and appreciation of each members unique talents and strengths
  • Increasing a manager’s application of individual and collective talents and strengths
  • Tracking and communication of team successes that come from awareness and application of strengths
  • Common language around strengths based teams and contributions.
  • Optimizing individual talents and creating strategies for any gaps (e.g. complementary partnerships) to achieve goals
  • Improving professional relationships through strengths based teams.

Effective time management is everything. However, leaders and followers waste time at an alarming rate. Salary.com reported that businesses spent $759 Billion dollars for work employees never did! That’s right. Businesses are bleeding productivity and money daily, because of wasted time. Author John Skot said, “Time and tide waits for no man.”

Wasted time can be defined as “Our best and most productive work time NOT being focused on making money, serving customers, or improving the business”. It could also be defined as NOT planning personal, relaxation, and social events into our lives. Instead, poorly managed time silently drains away money and energy we need to run our businesses and our live better.

A SMART Goal is a statement that describes a specific objective the employee undertakes to fulfill within a specified time period. It is (S)specific, (M)easurable, (A)ttainable and (R)esults-oriented/relevant and (T)ime bound. SMART Goals provide detailed steps required to accomplish the goal, the timeline for completion and any new skills for development in order to achieve absolute clarity and agreement between the manager and employee as to what will be done by when. Training includes:

  • Determining what is important today
  • Establishing the order of “To Doing” things
  • Using SMART Goals to manage time
  • How to stop procrastinating
  • Prioritizing goals to allow employees to know which are the most important to the department and organization.
  • Develop a strategy and process collaboratively that involves the employee in the goal-setting process, establishing when and who will be responsible for intermittent check-ins on goal status.
  • Implement accountability in coaching employee to reach set goals

1-Day Workshop or Customized Workshop for your Business

We spend a lot of our time working in teams. Yet teamwork remains the one sustainable competitive advantage that has been largely untapped, according to Patrick Lencioni, author of the national best seller Five Dysfunctions of a Team. For any team to consistently accomplish the results that it sets out to achieve, it must overcome these five dysfunctions. One reason teamwork remains untapped is that it’s hard to measure. “It impacts the outcome of an organization in such comprehensive and invasive ways that it’s virtually impossible to isolate it as a single variable,” says Lencioni.
But as difficult as teamwork is to measure and achieve, its power cannot be denied. When  people come together and set aside their individual needs for the good of the whole, they can accomplish what might have looked impossible on paper.

This one-day workshop provides an understanding of Lencioni’s Five Dysfunctions of a Team model: Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results. It outlines the root causes of politics and dysfunction on the teams where you work, and the keys to overcoming them. Counter to conventional wisdom, the causes of dysfunction are both identifiable and curable.

Human Resource Trainings - Premier Members may use available consultation hours.
Rates: Members $190/hour    Non Members $245/hour

Leadership Development Courses are billed at half and full day rates.
If you would like more information, please This email address is being protected from spambots. You need JavaScript enabled to view it. .

Ask us about using your Employment Training Program (ETP) dollars for any of these programs.

    HRCI2016

    CEA is an approved provider for Human Resources Certification Institute (HRCI). Many of CEA's webinars are HRCI approved for Certified Human Resources Professionals to re-certify their designation of PHR/SPHR/GPHR/CA PHR.

    California Employers Association is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM.