1.
Anger Management: Understanding Anger - Yours
and Others
|
Course
Outline |
Understanding
Anger High self-awareness is a key element
for managing your own anger, because the use
of anger management skills presupposes that
you know when you are angry and recognize
that anger as a cue that something is wrong.However,
anger is a learned response, and the anger
response can be unlearned, with commitment
and effort. There is nothing wrong with occasional,
moderate anger. It creates no lasting harm.
But chronic, sustained anger can be harmful
to both you and those around you. Many of
us are alarmed at how anger is controlling
our lives. This workshop is all about acquiring,
in a step-by-step format, the skills you need
to better manage anger--your own anger, or
the outbursts of your employees, or the anger
a client might unleash.
|
2.
Change Management: Change and How to Deal
With It
|
Course
Outline |
| At
the completion of this workshop, you will:
· Accept there are no normal or
abnormal ways of reacting to change, but
that we must start from where we are.
· See change not as something to
be feared and resisted but as an essential
element of the world to be accepted.
· Understand that adapting to change
is not technical but attitudinal. Change
is not an intellectual issue but one that
strikes at who you are.
· Recognize that before we can embrace
the way things will be, we must go through
a process of grieving, and of letting go
of the “way things use to be.”
· See change as an opportunity for
self-motivation and innovation.
· Identify strategies for helping
change be accepted and implemented in the
workplace.
|
3.
Conducting Effective Performance Reviews
|
Course
Outline |
Research
has shown that organizations that conduct
performance reviews are more successful than
those who do not have a system in place. The
first step in a basic system is to develop
standards of performance that all employees
can understand and agree to.Setting performance
objectives to aim for will give supervisors
and employees a like focus, and targets to
aim for. Supervisors must also learn how to
coach and give feedback, both positive and
negative, on a regular and timely basis so
that employees can grow and develop. Defensible
performance reviews are the cumulating of
all these activities.
|
4.
Conflict Resolution: Getting Along in the
Workplace
|
Course
Outline |
Conflict
occurs when two or more people try to take
different actions or reach different goals.
People who are highly competent can become
ineffective during conflict. It is important
to be able to identify the nature of the
conflict and to separate the factual issues
from the emotional issues in order to reach
conclusion. |
5.
Customer Service Training: Managing Customer
Service
|
Course
Outline |
The
need for leading, promoting and enhancing
a customer focused culture are essential
within government The need for leading,
promoting and enhancing a customer focused
culture are essential within government
departments. This workshop will help managers/
leaders create customer satisfaction in
whatever business units they work within. |
| 6.
Hiring Smart: Behavioral & Performance-based
Techniques |
Course
Outline |
Behavior
Interviewing is a very reliable and valid
candidate selection technique based on the
work of Tom Janz, of the University of Calgary.
While we all may say that past behavior is
the best indicator of future behavior, we
don’t act as if we believe this when
we are interviewing candidates—often
because we aren’t certain how to ask
questions that will tell us about past performance.This
2-day workshop concentrates on the pre-interview
preparation, developing questions and their
value, the interview techniques that get specific,
behavior-based examples of past performance,
and the strategies that follow through on
this process.
In addition to the work of Tom Janz, this
workshop draws from the work of Stephen Jackson,
who takes the behavioral interview one step
further with a twelve-step process to hiring
top performers. (2 day)
|
| 7. Orientation
Handbook: Getting Employees Off to a Good
Start |
Course
Outline |
One
reason people change jobs is that they never
feel truly welcome or a part of the organization
they join. If a company spends considerable
money recruiting, interviewing and perhaps
even relocating employees, it makes good sense
to go one step further and make the new employee
feel like they have made a good decision to
come to this company.A thoughtful new employee
orientation program, coupled with an employee
handbook that communicates workplace policies
can reduce turnover and save that organization
thousands of dollars. Whether your company
has two employees or two thousand employees,
don’t leave new employee orientation
to chance.
|
| 8. Performance
Management: Managing Employee Performance |
Course
Outline |
| A
course for supervisors who wish to acquire
a further understanding of the supervisory
management position, to better understand
themselves and others through completing and
interpreting the application of the Myers-Briggs
Type Indicator, to develop their problem solving
and decision making skills, and to explore
performance management issues |
| 9. Problem
Solving & Decision Making |
Course
Outline |
| As
an individual, facts and knowledge can only
go so far. Solving tough problems requires
the ability to define the true problem, analyze
the possible causes, create options, select
the most feasible option, and then implement
it. This two-day workshop should help individuals
enhance their efforts to find sustainable
solutions and learn new ways to approach problem-solving
to reach win-win decisions. |
| 10.
Stress Management Training |
Course
Outline |
Today’s
workforce is experiencing job burnout and
stress in epidemic proportions. Workers
at all levels feel stressed out, insecure,
and misunderstood. Many feel the demands
of the workplace have become too much to
handle. The financial impact of stress on
corporate Canada is staggering. This workshop
explores the causes of such stress, and
suggests appropriate initiatives for the
company and its employees to undertake.
|
| 11.
Teamwork: Building Better Teams |
Course
Outline |
| Your
success as a manager can often depend on how
well your team operates. How are their problem-solving
skills? Are they enthusiastic and motivated
to do their best? Do they work well together?
There have been hundreds of studies demonstrating
that human beings function better and learn
better in groups. If you want to develop your
team leadership skills and unleash the talent
of your individual team members, this workshop
is a practical look at current leadership
practices that work. |
