A supervisor will require ongoing training to develop the necessary skills, confidence, and knowledge to handle all the human resource-related issues every single day.
Bloomberg reports that $11 billion is lost annually due to employee turnover, and HR Dive estimates an average cost of 33% of the employee’s salary to replace him or her. At the same time, 63% of companies say they have to pay more because the job market has gotten so competitive (CareerBuilder), so the cost of replacing employees continues to rise.
HR Dive‘s survey found that 75% of employee turnover is preventable (through the direct supervisor). And 78% of employers are worried about a talent shortage but do not take actions, like training supervisors, to prevent turnover (Spherion).
Companies that increase their number of talented/trained managers (vs. untrained) and double the rate of employee engagement because of it achieve, on average, 14.7% higher earnings per share than their competition. Gallup’s study also shows the cause-and-effect of improved supervisor training and employee engagement, the single greatest driver of retention, productivity, customer satisfaction, top-line revenue, managed expenses, and profitability.
The data is clear. Proactively skill your Supervisors and frontline managers (both casuals, fixed term and full time employees, and you will create a positive domino effect of increased engagement, productivity and profit.
What is the cost of not skilling them, really costing your business?
Behavioral Interview Skills
Length: Approx. 1 hour 16 minutes
When new hires fail to meet initial expectations, not only must organizations spend time and resources hiring replacement employees, but also potentially suffer a loss of productivity and, in some cases, a damaged reputation as the result of an employee’s poor performance. A negative attitude, lack of punctuality, and an inability to work well with others or resolve conflict are all behavioral issues that employers can otherwise uncover during an interview—with the right know-how. Basing its teachings on the basic premise that past performance is the best indicator of future performance, Behavioral Interviews leads participants through a structured interview process from reviewing resumes to conducting interviews to evaluating candidates. The program discloses practical, valuable tips and techniques for uncovering the most pertinent information necessary to make the best possible hiring decision. What’s more, numerous real-life practice exercises, activities, and role-plays provide participants the opportunity to apply their newfound knowledge in their own place of work, ensuring greater chances for success.
• Identify competencies for which to screen
• Write behavior-based questions
• Conduct an interview effectively
• Avoid legal pitfalls
• Evaluate candidates’ responses objectively
• Start new employees off on the right foot
Business Etiquette for Supervisors
Length: Approx. 1 hour 45 minutes
Business etiquette is defined as the conduct or procedures that are generally acceptable and polite in the workplace. It is typically a set of unspoken expectations that most people either meet—or find out about when they do not meet them. This course provides guidelines for common business etiquette, how to show respect for yourself and others, how to establish positive connections
with anyone, and how to choose polite and positive responses to rude behavior.
• Use basic courtesy and manners
• Practice common business etiquette to build and maintain relationships
• Implement practices for respecting yourself
• Be resilient in difficult situations
• Interact in a respectful manner with coworkers and subordinates
• Interact respectfully with individuals with disabilities
• Establish positive human connections
• Maintain relationships with strong communication skills
• Use technology effectively
• Incorporate the traits of successful and respected managers into daily routines
• Balance work and personal life appropriately
Critical Thinking Skills
Length: Approx. 45 minutes
What’s the #1 skill executives look for in their employees? Critical thinking. It’s not about criticizing others— it’s about understanding the problem, evaluating the evidence, and making logical and thoughtful decisions. It’s a skill that can help your organization find smart solutions to tricky problems, avoid emotional thinking and mistakes, and work together more efficiently. Critical Thinking Skills is a training solution that provides individuals with tips, techniques, and thought exercises that help to develop critical thinking skills.
• Define critical thinking
• Identify and adopt the characteristics of critical thinking
• Recognize and avoid critical thinking mistakes
• Identify assumptions
• Evaluate information accurately and thoroughly
• Distinguish between fact and opinion
• Implement the critical thinking process in business situations
Delegating for Growth
Length: Approx. 45 minutes
Delegating for Growth is an interactive skills training course that will help any manager to better understand the purpose of delegation, prepare for and apply the steps to delegating effectively, and learn to recover from inevitable mistakes or disappointments. This training program will help to increase company-wide productivity, foster employee confidence at all levels, and develop a team-driven culture. Most tasks and projects can be delegated. In particular, if you find yourself doing the tasks and activities you were promoted from, that’s a clear
sign of items you should be delegating. Not sure how? That’s where we come into play.
• Recognize delegation as a tool for employee growth
• Prepare yourself to delegate effectively
• Assess your employees to determine their delegation needs
• Match employees and projects appropriately
• Identify barriers to delegation and overcome them
• Apply the steps to delegating effectively
• Handle mistakes, missteps, and failures as learning opportunities
Fundamentals of Strategic Planning
Length: Approx. 45 minutes
Strategic planning means different things to different people. To some it means creating vision and practicing values. To others it means setting deadlines for action items and managing changes. Whether you come from the more philosophical end or the task-oriented end, strategic planning does include moving the company forward toward a shared vision through agreed-upon goals and objectives.
• Identify the elements of an effective strategic planning model
• Identify a good foundation for creating a strategic team
• Discover your strengths, weaknesses, opportunities, and threats when setting directions
• Define strategic values
• Participate in a strategic planning effort
• Avoid common pitfalls that derail strategic plans
Navigating Difficult Conversations
Length: Approx. 30 minutes
Most managers and team leaders will not readily welcome the task of having to let an employee go or provide them with a negative performance review. These are just a couple of examples of those difficult conversations which are an unavoidable and recurring instance in the workplace. Despite their compelling presence, they don’t have to be feared or dreaded—they can be handled in such a way that increases self-confidence and encourages an environment of positivity. Navigating Difficult Conversations introduces participants to a seven-stage process for taking control in
these situations and minimizing negative backlash to effect an environment of reduced stress, increased trust, improved relationships, and higher productivity. With realistic examples and role-playing activities, this program helps participants as they prepare, carry-out, and close difficult conversations in the most productive manner—leading them to embrace, rather than fear confrontation and produce long-lasting benefits for both the employee and organization.
• Understand the nature of difficult conversations and what it takes to handle them.
• Identify the seven stages of handling difficult conversations.
• Use empathy in a way that minimizes negative responses and strengthens relationships.
• Apply best practices for preparing, initiating, and delivering the conversation.
• Discover how to generate solutions and bring the conversation to a close.
Length: Approx. 60 minutes
Creative thinking, effective problem solving, increased productivity, job satisfaction, and more. The benefits of collaboration are significant, both for individuals and organizations. That is, when things run smoothly. But there’s much more to collaboration than working side-by-side with people. There’s an effective way to collaborate – and an ineffective way to collaborate. And believe it or not, sometimes it’s the wrong choice altogether. That’s because successful collaboration requires a combination of the right situation, well-honed skills, and an open mindset. Before the individuals in your organization attempt the next project, introduce them to Skillful Collaboration: Working Successfully with Others to Achieve a Common Goal. It’s the soft-skills training program that will help them to make sense of the ins and outs of collaboration. From setting common objectives, defining roles, and establishing processes to communication strategies, troubleshooting obstacles, and building networks, Skillful Collaboration focuses on how to structure an effective framework that enables individuals to develop harmonious and productive
• Discover when collaboration can be an effective and beneficial approach – and when it’s not.
• Learn how to establish and successfully communicate expectations to group members.
• Recognize the inward attitudes and outward behaviors necessary to collaborate well.
• Understand communication strategies that foster or hinder collaboration.
• Identify non-collaborative behaviors and implement strategies to cope with them.
• Recognize the scope of your network to increase the ability to collaborate.
Taking Control of Conflict
Length: Approx 1 hour 15 minutes
Is conflict an ongoing battle in your organization? Apparently, it is for most. A recent study reveals that 85 percent of employees experience conflict at work—a staggering 2.8 hours each week—ranging from mild squabbles with teammates to explosive disagreements between managers. Let’s face it. Conflict isn’t going to become obsolete anytime soon. But individuals can learn how to handle it maturely and collaboratively with insight, knowledge, and the proper skills. And better yet, organizations can actually benefit from conflict in the form of increased productivity and
improved relationships—that is, when it’s managed successfully. A half-day classroom training program, Taking Control of Conflict: How to Resolve and Minimize Workplace Disputes introduces the different types of conflict, shows individuals how to communicate clearly and tactfully, explores appropriate resolution strategies, and establishes a commonsense approach for preventing unnecessary conflict.
• Identify a preferred strategy for handling conflict
• Understand the characteristics and drawbacks of five conflict strategies
• Recognize the sources of conflict that most often occur in the workplace
• Learn effective strategies for managing and resolving conflict
• Practice behaviors that minimize tension and conflict
• Discover how to address an issue before it escalates into conflict
Length: Approx. 55 minutes
Organizations know that every one of their employees is valuable and contributes unique talents and experience to each project or task at hand. So, comparatively, when employees come together as a team, the end result is typically even greater success—that is, when members understand how to work collaboratively. Effective collaboration not only helps to increase the quality of results, but also the productivity. Team Excellence is the training resource that ensures teams achieve these outcomes. Participants fundamentally learn to CARE by discovering techniques for effective Communication, maximizing individual Ability, producing Results, and fostering Esprit de corps. Among these techniques, they learn to create synergy, set goals, cultivate accountability, and coordinate effective team building activities, effectively allowing them to achieve high performance.
• Recognize the communication characteristics of high-performing teams
• Assess individual strengths in order to ensure the best possible team performance
• Recognize and avoid common goal-setting mistakes
• Learn how to focus on goals and results effectively
• Recognize the elements of esprit de corps
• Learn what makes team building successful and what types of activities to avoid
The Art of Influencing Others
Length: Approx. 1 hour 20 minutes
The Art of Influencing Others will teach people the skills they need so that others will want to grant them the power to affect outcomes. Our approach is to teach someone how to develop and maintain rapport, how to resolve conflicts and handle difficult situations, and how to recognize others’ needs and support them in meeting their needs while meeting their own as well (“win-win”). The training concludes with emphasizing the qualities that influential people have and give the participants an opportunity to assess themselves in these areas.
• Successful completion of this course will increase your knowledge and ability to:
• Build rapport and develop genuine relationships
• Improve communication skills, including verbal and nonverbal messages, to be more effective with others
• Recognize common barriers to communication
• Understand and use communication styles to tailor your communications
• Resolve conflicts
Why We Struggle with Tough Decisions
Length: Approx. 60 minutes
In the workplace, some people get stuck over-analyzing all of their choices—they want a spreadsheet packed with data before proceeding with any decision. Others swear by their intuition and have no data to back up how they arrived at a particular decision. How can you make a high-impact decision that is effective, practical, and successful? By having a clear objective, gathering and evaluating information in a structured way, avoiding common decision traps, and by using your intuition to confirm or question your decision. This course will enhance your confidence and skill at making—and implementing—tough decisions, allowing you to increase your value to your organization and actively contribute to its success.
• Understand the role that emotions play in decision-making.
• Describe how to make a decision effectively, recognizing key steps to take before, during, and after the decision-making process.
• Identify your values in order to guide your actions, behaviors, and decisions.
• Put into practice various methods for collecting and evaluating information.
• Recognize—and avoid—the most common traps that complicate tough decisions.
• Develop strategies to overcome your concerns about making and implementing tough decisions.