Training & Development Courses

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 Leadership Development Courses

Human Resource Trainings

Hire Right The First Time

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)

Bras, Boyfriends and Tattoos–HR Trivia

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.

Communicating Clearly and Effectively

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.

Conflict - Attitudes in the Workplace

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.


Courage to Coach
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

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

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


Document, Discipline, and Discharge

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

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

Drugs and Alcohol in the Workplace

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

Effective and Legal Performance Appraisals

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.

Employee Handbooks

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

Ethics Training (AB1234)

California law requires state officials to complete an ethics training course within six months of being hired, and every two years thereafter.

 

Cities, counties and special districts in California are required by law (AB 1234, Chapter 700, Stats. of 2005) to provide ethics training to their local officials.

 

The law also provides that if an entity develops criteria for the ethics training required by AB 1234, the Fair Political Practices Commission and the Attorney General must be consulted regarding any proposed course content.  CEA handles all of this for you with our AB 1234 training.

The basic outline of the training is as follows:

  • Laws relating to personal financial gain
  • Bribery
  • Conflicts with the Political Reform Act
  • Contractual conflicts
  • Campaign contributions
  • Conflicts after leaving office

Laws related to perquisites of the office

  • Gifts
  • Statement of interests
  • Misuse of public funds

Laws relating to governmental transparency laws

  • The Public Records Act
  • The Brown Act
  • Economic disclosure requirements

Laws relating to fair processes

  • Due process
  • Doctrine of incompatible offices
  • Competitive bidding
  • Anti-nepotism

Harassment Prevention (AB1825)-2 hour

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

Harassment - Employee training - 1 hour

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

Hire Slow, Fire Fast

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

I9 and E-Verify

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

Labor Law Update

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

Leave Laws in California

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

Managing Reduced Hours and Layoffs

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

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

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.

Pregnancy Disability Leave

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

Preventing Violence in the Workplace

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.

Proper Steps of a Legal Termination

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?

Top 10 Ways to Stay Out of 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

Unemployment Do's and Don'ts for Employers

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

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

Wage and Hour Laws

Both the Federal Government and the State of California have discovered a way to battle their budget woes… employer non-compliance! 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

What Keeps Employers Up at Night?
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

Workplace Investigation- He Said, She Said

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.{/slide}
Leadership Development Courses

Leadership Development Courses

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

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 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

Communication Skills for the Workplace

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

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.

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 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

Crucial Conversations in the Workplace

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

Culture Shift - Surviving Change


More info coming soon.

Customer Service - Exceeding Expectations

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.

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

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.

Generations at Work

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

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.

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.

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 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

Strategies for 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!

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.

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:

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.

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 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. 


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