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Empowering Individuals and Organizations Since 2000 To Maximize Success & Minimize Stress
Through Workshops, Coaching, Ministry Solutions & Books That Inspire Growth

Professional Development for Managers & Supervisors


Team Building Strategies for Managers: Getting Everyone On The Same Page When They're Working From Different Books

Did you know that when it comes to teamwork: Managers are either contributing to a culture that fosters teamwork or creating an environment that sabotages it? As a manager, you set the tone for your team, even if you supervise employees who are challenging to work with. There are five critical keys for effective teamwork to take place and you can use these keys as a launching pad to contribute to a culture that fosters teamwork. This workshop covers: what every team needs in order to feel like they are truly part of a valued team, the 5 barriers to teamwork; how to effectively deal with problem players who won’t get on board with your vision. Assess your overall leadership skills in order to achieve the results that you are striving for.

How To Manage Your Time & Priorities  As A Manager

As a manager you’re constantly faced with competing deadlines and projects which often have to be managed simultaneously. Then, just when you think you’ve got everything under control, a crisis erupts, priorities change and deadlines get missed in the shuffle. The reality is that even when things get hectic, the daily work still must be completed. You have to return phone calls, retrieve e-mails, attend meetings, prepare reports and set schedules … plus take care of all the other expected and unexpected activities that are part of your work day. In this workshop, you’ll learn; 4 time management steps to double your productivity, how to avoid the e-mail data drip and teach your staff to do the same, the most common time management traps that managers fall into, and secrets that highly productive people use to organize their day. Most of all, you’ll make sure that your real “top priorities” don’t get lost in the shuffle.

How To Help Your Team Prioritize Tasks and Manage Their Workday

As a leader, you need results, but you also need to empower and equip your people with the right tools to manage their busy workloads without burning out. As a manager part of your responsibility is to develop plans and processes that enable the people you manage to become more productive and get their work done on time. This means that when you notice that your team is not meeting their goals, getting the work done in a timely manner or they’re chronically overwhelmed; you need to develop a plan to help them recharge and redirect themselves away from low-priority tasks that do not drive results. Believe it or not, most people have never been formally taught how to systematically and effectively manage their time. As a result they are not as effective and productive as they could be. In this workshop you’ll learn: the emotional reasons why people don’t manage their time well and what you as a manager can do about it, the four D’s of effective time management and how to stress the importance of each when working with your staff; the 3 thieves of time and steps to conquer them, 4 time management tips to help your staff increase personal productivity, the 80/20 rule in time management, showing staff how to structure their workday in order to meet their goals for the day and how to develop yourself as the type of leader who knows how to engage your people for maximum productivity.

Intergenerational Supervision: Managing Different Generations Well

From Baby Boomers to Millennials, each generation offers unique strengths and qualities and they each have different motivational needs. These differences can be an asset, but they also can lead to misunderstanding, conflict miscommunication and they can decrease personal effectiveness if managed improperly. Programs succeed when there is a cohesive work environment that facilitates teamwork and personal productivity, so managers must be aware that a successful management method for one generation might not be as effective for others. While no two employees are exactly the same, studies have shown that there are general characteristics that are fairly typical for each generation. Given the differences between generations, there are several areas that managers need to consider in order to help these distinct groups work better together and stay motivated. This workshop will offer strategies for managing different generations well.

Managing Millennials:How To Manage and Motivate Your Generation Y Staff

Unlike prior generations, Generation Y employees have grown up digitally….with Google, YouTube, Facebook and texting instead of talking as part of their culture. Generation Y tends to know more about technology than their Baby Boomer and Generation X managers, because that’s the world they have always known. The good news is you can capitalize on the skills and knowledge of this group if you know how to manage and motivate them. Now here’s where the difficulty lies for Baby Boomer and Generation X managers: Since Generation Y is a generation where social media, self-expression and transparency is paramount; the problem comes in when the values, beliefs and differences in work practices collide. This training provides managers with strategies for bridging generational gaps and helping their Generation Y employees understand the role that: organizational culture; traditional workplace values and longstanding work practices play in shaping expectations around behavior, habits, dress and interacting with clients, colleagues and stakeholders. Further, this workshop will assist managers in helping their Generation Y employees understand what’s expected of them in their role at work so that they will be equipped with the tools and knowledge to do their jobs well in alignment with your organization’s mission and culture.

Difficult Conversations: How To Say The Tough Stuff With Confidence, Clarity and Tact

What do you do as a manager when you have to deliver bad news, talk to an employee about problematic behavior or address a sensitive issue with an employee? Although effective communication is a critical management skill, there are some conversations, no matter how experienced the manager, that are simply difficult to have. Most managers are not trained or well prepared for these types of discussions. This training provides managers with strategies that support improved communication skills when you have to have critical conversations at work. Specifically we will cover: Why critical discussions often don’t go well and what you can do to better prepare for them; the role of emotional intelligence and how it ties into critical conversations; listening well, choosing your words carefully and watching your tone; Preparing for critical conversations with groups—how to overcome fear and show strength, calmness and leadership under pressure and how to have the most important conversation – the one you have with yourself.

Cultivating A Mentally Well Work Environment: Strategies To Help Your Staff Do Their Jobs Well

When a healthy work environment is promoted by management; everyone wins. Employees are more productive, self-motivated, flexible and team-oriented. They make better decisions, handle conflict with greater ease and adapt to change well. Plus, they show up for work more mentally focused and prepared. It’s a given that as a manager, you are not required to handle an employee’s personal problems or become your employee's therapist. However you can promote a work environment that supports your employees’ well-being, success and performance, by being intentional about it. This training course provides managers with strategies to facilitate a mentally healthy work environment. Specifically this training course covers: the 4 psychological principles that support employee mental well-being; the importance of putting strategies in place that support the mental and emotional well-being of your staff; the connection between building morale, motivation, managing change and mental wellness, tips to reduce everyone’s stress on your team, identifying your values and how they impact the mental well-being of your staff, how to be a leader in times of high stress.

Stress Management for Supervisors: Handling The Special Stress That Comes With The Job of Supervisor

Supervisors are the glue to most organizations. Studies have shown that when supervisors are clear, focused and flexible, they manage their people more effectively and they’re better able to deal with the rapid changes that happen in the work place. This workshop will help supervisors: gain a better understanding of the impact that chronic stress has on your mood, motivation, personal effectiveness and supervisory style and what you can do to spot negative stress before you’re overwhelmed by it;Identify the things that drain you so that you can come up with a plan to address them; Gain greater control over your workday by learning tried-and-true time management techniques that you can also teach your staff; Put strategies in place to handle the top 5 stressors that come with the job of supervisor.

The New Supervisor Workshop: Making The Transition From Co-Worker To Supervisor

As a new supervisor, it's not enough to know how to be a team player and take direction well; you now have to facilitate a culture of teamwork within your department and give directions about what gets done and how. As a new supervisor, it's not enough to know how to manage your workload; you now have to help your staff develop a system for managing theirs. As a new supervisor, it's not enough to solely focus on doing your job right; you now have to make sure that other people do their jobs well too. As a new supervisor, it's not enough to motivate yourself; you now have to figure out ways to motivate your staff to take the initiative and put their best foot forward. In this workshop designed for supervisors with one year of experience or less, you will learn strategies to supervise your staff effectively.

Conflict Resolution and Negotiation Skills for Supervisors

Conflict is a very normal and typical aspect of workplace relationships. When conflict is left unresolved or unaddressed employee morale is lowered, productivity decreases and performance declines. Many supervisors spend nearly 25 percent of their time resolving workplace conflicts without having any formalized training or an effective model that walks them through the necessary steps of effective conflict resolution and negotiation. This workshop will focus on helping supervisors develop and or enhance their conflict resolution and negotiation skills. 

The Adaptable Leader: Self-Awareness & Interpersonal Agility Skills

As a supervisor, you have to manage diverse personality types, ensure that the work gets done on time and in compliance and quickly adapt to change and uncertainty when necessary. As a result, now more than ever, interpersonal agility is a necessary leadership and supervisory skill. The willingness to get out of your comfort zone, and learn continuously as a way of adapting to change and uncertainty in the workplace, makes the key difference between a successful leader and an unsuccessful one. This workshop will focus on how to develop interpersonal agility as a supervisor in order to adapt quickly, assess situations with greater skill and adjust your approach to the situation. 

Coaching and Feedback Skills for Supervisors

Getting your staff to bring their best ideas, skills and strategies to the work that they do is a key element of leadership. To do this effectively, you have to understand what drives each of your staff members, build connections between each person’s work and the organization’s mission and strategic objectives, provide timely feedback, and help your staff members learn and grow on an ongoing basis. Regular communication around development is essential and the way that this can happen authentically is via coaching conversations. In fact, the single most important managerial competency that separates highly effective managers from less effective ones is coaching, because more than half of employee learning and development takes place on the job. So if line supervisors and managers aren’t supportive and actively involved in an employee’s growth and development, employee growth is stunted and this affects your bottom line. It also has an effect on engagement and retention. This workshop will focus on helping supervisor’s fine-tune their coaching and feedback skills.

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