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Leadership Development Courses

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. 

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Attitude Makes a Difference

An employee’s attitude can make the difference between success on the job or failure. 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! This training covers:

  • 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
  • How to think differently to get the results you want
  • The importance of non-verbal communications
  • Regain your positive attitude about the other person or situation

Becoming a Customer Service Star

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.

Feel Positively Toward Customers
Encourage Customer Feedback
Respond to Customer Problems
Develop Repeat Relationships
Seek to Exceed Customer Expectations

Building Strong & Engaged Teams

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

Change Management

Change Management – Moving at the Speed of Change
Businesses and organizations today must learn to adapt and move at the “speed of change.” Effective leaders need to understand how to manage change in their business environment and their corporate culture. Leaders will learn to identify the external and internal forces that cause change, such as leading a new initiative or project, working to change the culture of the organization, launching new products or entering new markets. Participants gain the skills to understand and lead others through the challenges of change. Participants should be leading change initiatives or projects in their organization or working to change an organization's culture. Engage best practices in leading change.
Learning Objectives:

  • Make a persuasive case for change and engage your team and stakeholders.
  • Overcome resistance to change with effective communication tools.
  • Use tools to measure and monitor success.

Collaborative Leadership

Strategic 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. Managers 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.

Coaching Under performers to Success

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 under performance 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

Communicate Like a Leader

Studies tell us 70 % of mistakes in the workplace are a direct result of poor communication!

Business professionals must have rules and tools for communicating effectively. Leaders need a firm foundation in listening mechanics and conflict resolution, 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
  • What does respect have to do with communication
  • What are the expectations of a multi-generational workforce
  • Define leadership styles of communication
  • Identify methods for dealing with difficult people and resolving conflict on the job

Communication Skills for the Workplace

Effective Communication plays a fundamental role in all facets of business. Powerful communications skills can be developed over the course of a career and help us to become more confident and credible in our interactions. Also, by developing these communication skills, this prevents us from considerable hardship in navigating organizational life, its stressors, and the unique demands inherent in working with others.

Business professionals must have rules and tools for communicating effectively. Successful leaders know that both internal communications within an organization, as well as the communication skills of their employees is important to long term success. They understand effective communication should be an ongoing focus in business.

Learning Objectives:

  • Understanding major barriers to effective communication
  • Understanding the most effective communication style
  • Identify methods for dealing with difficult people
  • Communication Stoppers and Enhancers
  • Conflict resolution communication techniques
  • Awareness of the communication styles of 5 generations in the workplace
  • Describe and analyze skills needed for “Managing Up, Leading Down” for political acumen, agenda/decision-making, and employee engagement

Communicating Through Effective Emails

In this course you will learn how to set up your email messages to increase the chances of being opened and responded to, and have the maximum impact on the reader. As you go through this course you will learn how to construct appropriate and impactful messages. You'll learn how to interact with others as well as reply to complex emails.

  • Grammar RULES!
  • Blunders that will cause your emails to be ignored, avoided — or instantly deleted!
  • Techniques for writing clear, brief messages that elicit quick response
  • Visual tricks that increase the readability and retention of your message

Creating a Culture of Professionalism, Civility and Respect in the Workplace

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 respect others, value differences as opportunities and strengths. A culture of trust, professionalism and respect enhances team efforts and goal attainment. 

Learning Objectives 

  • What is meant by workplace respect?
  • Barriers to understanding and respect
  • Strategies for respectful communication
  • Etiquette in the workplace
  • Embracing diversity & inclusion
  • Communication across generations
  • The importance of validation and appreciation

Critical Thinking and Decision Making

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

Conflict Management – Crucial & Fierce Conversations

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

Customer Service – Exceeding Expectations and Building Loyalty

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. Discover why customers stop doing business with a company.  Learn how to increase customer loyalty in your company. In this  Customer Service program you will learn:

Learning Objectives:

  • Understanding the communication process
  • Create better customer care
  • Identify external and internal customers
  • Develop a positive approach to dealing with customer
  • How to effectively respond to customers
  • Develop Repeat Relationships

Customer Service – Resolving Conflicts

Workplace conflict haunts organizations every day – it leads to lost productivity, diminished morale and decreased performance. This training will give your team the skills to transform an irate customer to a satisfied customer. The class will help identify and resolve customer complaints in a healthy and positive way.  The tools and skills presented equip you to resolve conflicts swiftly and smoothly.

Learning Objectives:

  • Assess a challenging situation and determine an appropriate strategy
  • Utilize a 5-step process for dealing with difficult people
  • Recognize the negative impact conflict has on them, their organizations and others
  • Recognize that they have a responsibility to resolve conflicts when they occur
  • Reframing to defuse aggressive attitudes
  • Conflict resolution across department team members
  • Understanding and displaying empathy

Diversity and Inclusion in the Workplace

The diversity in today's work place, not only involves differences in race, gender and culture, but issues that include differences in communication style, ages, education and values. 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. With great facilitation and break out exercises, this diversity and inclusion training covers:

  • Primary and Secondary Dimensions of Diversity
  • The Definitions of Diversity and Inclusion
  • Embracing Diversity
  • Strategies to create stronger respect
  • Micro messages - inequities and affirmations
  • Respect and Inclusion

Diversity - Creating Workplace Respect

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

Don’t Fire Them, Inspire Them

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

DiSC - A Personal Assessment Tool*

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.

Emotional Intelligence

Businesses understand that employees with high Emotional Intelligence have a greater impact on the success of their company. In addition, studies have shown that emotional intelligence has a greater impact on one’s success than their IQ. Emotional intelligence (EI) can be defined as the ability to be aware of one’s own emotions and those of others and regulate personal emotions to facilitate effective thinking, action and relationships. Emotional intelligence abilities are skills that can be learned. This training will enable you to identify and develop the EQ of you and your team.

  • How to recognize, regulate and assess emotions how feelings, reactions and emotions affect work relationships
  • How to act instead of reacting is a choice
  • Work easily and effectively with people who have different personalities and communication styles
  • How to remain open and flexible during times of change.
  • Remain in control in emotionally charged situations
  • Anticipate problem situations and the underlying emotions and be prepared to handle them

 

 

Closing the Gap

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

Leading Change – Surviving Change

Leading change is never without challenges. It is human nature to fear and resist the unfamiliar landscape of change. Change management requires us to think about how to manage and mitigate risk, uncertainty and instability. Your role as a leader is to proactively address the impact of the change on your organization and your team. In this program, you will learn to equip your managers and leaders with the tools to manage change.

Learning Objectives

  • Assess if you are ready to lead change
  • Develop a strategy for leading & managing successful change
  • Assess how change impacts your organization, departments & team members
  • Give your team tools to deal with what is new
  • Recognize your current leadership style and the needed changes to become a successful change leader
  • Learn to build advocates of change on your team
  • Develop approaches and techniques for managing stress and emotions of team members

Managing Your Email the GTD Way

In the US we exchange over 300 billion emails a day! No wonder you might feel overwhelmed with all the things you have to get done. Although it's a great communication tool, people often overuse it. David Allen’s system “Getting Things Done” helps manage your inbox by increasing your team’s efficiency and productivity. This training focuses on effective email and communication strategies in your organization.

Learning objectives

  • What is GTD
  • Capture, Clarify, Organize and Engage
  • Managing workflow
  • Email to Zero

Managing Stress and Burnout at Work

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!

Motivation and Delegation

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

New Hire Onboarding & Leader Assimilation

Onboarding new managers and leaders should be part of your hiring process. This will help the new leader accelerate their role and work efficiently from the start. Leadership assimilation creates an open team culture where anything can be discussed and acceptance of change is part of the process.

Many companies have adopted Leadership Assimilation training as part of onboarding managers and executives. This process initiates communication between the new leader and teams that help build a culture for openness as the leader accelerates building strong relationships. In turn, the team has a safe venue to discuss challenges and concerns about the new leader.

Learning Objectives:

  • Leader Assimilation process facilitated
  • Review onboarding best practices
  • Trust building activities
  • Mentoring partners

Participatory Leadership

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.

Presenting Powerful Presentations

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.

Present Like a Pro

Presenting a topic or talk to a group or audience may seem like an easy thing to do. What makes a truly great presentation goes far beyond flashy power point slides. Unfortunately, many people miss the finer points in presenting that can make the difference between a great and an average presentation. A successful presentation helps to boost the audience’s understanding on a topic and also allows the presenter to connect with more people.

Delivery techniques like pace, tone, body language, movement and engagement are important during a presentation. Perfecting delivery techniques is important to ensure the presentation will be an effective one.

In this two hour course, we will focus on the following:

  • Getting things off to a good start
  • Power of the Voice
  • Body Language
  • Expectations of your audience
  • Communicating to Multi Generations
  • 3 main elements of a strong presentation- content, design and delivery

Self Leadership

Power doesn't have to come with a title. You may not be a supervisor, but you always have Self Leadership! Personal power is drawn from influence over others, the source of which resides in the person instead of being vested by the position held. Are you being your best self at work and with your customers? Learn how to identify and take control over your own growth and success, personally and professionally! This dynamic session includes great exercises and group engagement. Learning Objectives:

  • What is Self Leadership?
  • Strategies to personal leadership success
  • Understanding your own power
  • Leadership Styles
  • Perception and Self Awareness
  • Creating a Personal Action Plan

Situational Leadership

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.

Skills for the Future

With innovative technology like automation, artificial intelligence and block chain (think Bit Coin) many of the jobs currently filled by human workers will disappear. 

To survive in the future, companies will need to leverage technology and develop their employees to be able compete against other companies.   While many jobs will go away, new jobs will take their place and employees will be re-assigned to new jobs, which may require new or different skills. 

How do you train employees for a world driven by technology?

To thrive in the workforce of the future employees need 21st Century Skills, such as:  Critical Thinking, Problem Solving, Cognitive Flexibility, People Management, Emotional Intelligence and Negotiation Skills.  Our Skills for the Future Series embodies all of these skills and is customized to your particular industry and your needs.

Strategic Planning

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.

Strategic Visioning

2-Day Customized Workshop with the CEO and Leadership Team

A strategic plan is a road map 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

Strategies for Recruiting and Retaining Your Best Employees 

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!
Learning Objectives:

  • Strategies that reduce employee turnover
  • Develop Employee Strengths to increase productivity leading to higher job satisfaction
  • Motivate mulita-generational teams
  • Recruiting your next workforce
  • Onboarding- getting it right from start

Transform your organization into high employee

StrengthsFinder* - Building a Strengths Based Workforce

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:

Gallup’s assessment results
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.

*The StrengthsFinder 2.0 book is additional cost.

Testimonials:

"Very enlightening to see what is important to each of the managers and to extrapolate how that has made them so successful and effective."

"Moving forward I will be able to focus on ways to connect with others at a higher level."

"Very insightful, especially hearing from my teammates..."

"This will help me be more conscious of my team members' strengths and weaknesses for more effective communication."

Strengths Finder* - Coaching Managers to Utilize Team Strengths

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 in the 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
ad 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.

Time Management - The SMART Goals Way

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

Understanding the Five Dysfunctions of a Team

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. ”

Your Role as a Manager

Today’s managers are the business leaders of tomorrow, and many may not be prepared for their new role. With 10,000 baby boomers retiring daily, nearly 90% of companies rate finding and developing strong leaders is an urgent challenge. New managers often lack the experience and knowledge of the organizations priorities as it relates to their position. Basics of Management training provides an overview of what managers need to know to be effective in their positions. The session will address the role of the supervisor in influencing their team’s performance and overall engagement. Building a strong supervisory foundation is important to developing and expanding a managers’ skills so they are able to motivate, manage and communicate effectively.

Learning Objectives:

  • Key role of a manager
  • Emerging trends in management
  • Impact manager has on employees’ success and retention
  • Leadership styles focused on developing people
  • The importance of effective communications both in verbal and written form
  • Coaching for results

 

COMPLIANCE TRAINING      TRAINING SERIES

 

  Be a Leader, not a Boss

 Member Reviews

"Jessica you did a fantastic job conducting our training on Wednesday. I thought our session was interesting, educational and engaging in a light hearted, fun spirited way that drew people in and kept them engaged. Thanks again."
Steve Jung, Public Sector Manager
Nth Generation Computing, Inc.

"CEA did a fantastic job! Our team was totally engaged and really got a lot from it. A great presenter that read our group and adapted to their needs. I highly recommend her and this program, StrengthsFinder* - Building a Strengths Based Workforce, to anyone!"
James Boretti, President / CE
Boretti, Inc.

 

 

 


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