EXECUTIVE / MANAGER TRAINING

"You're The CEO, Now What?" (Half Day to Full Day)

You are now the person in charge!  Yes, you are the top dog.  This all sounds great and praise and recognition are to come.  However, you might have a wakeup call in the works.  Along with the praise comes the expectation that you will be responsible for the actions of others, a manager of people issues and still accountable for your own actions and responsibilities. 

Do not panic!  You are not alone.  This workshop attempts to address the anxiety created by the new CEO (manager, supervisor, etc) by providing skills that can ensure their success. Participants will be exploring the importance of each skill, identify environments where they exist and don’t and create an action plan to outline how they will begin to manage.

Participants will learn to:

  • Build a team
  • Listen and ask clarifying questions
  • Communicate regularly
  • Share their story

Motivating Your Workforce (Half Day to Full Day)

Explore ways that laughter and humor can enhance morale and increase motivation. Research shows that employees who feel valued and are recognized for the work they do are more motivated, responsible, and productive. This session is designed to help busy managers and supervisors understand what employees want and to give them a starting point for creating champions. During this motivational, training workshop, supervisors and managers will create a more dynamic, loyal, and energized workplace. 

Participants will:

  • Identify ways to link motivation to employee performance
  • Recognize the external factors that can influence performance
  • Discover ways to build and encourage employee accountability
  • Learn effective strategies to encourage and sustain employee trust

Change & How To Deal With It (Full Day)

From department managers, fellow employees, supervisors and everyday lives there is one constant: change. It is all around. For those that are able to take hold of the effects of change, it can provide opportunity. If ill equipped to deal with change or to help others deal with change then the results can be stressful and chaotic. Adapting to change doesn’t gauge the intellect but instead a person’s character. This workshop will provide participants with the necessary skills for change management in the workplace.

Participants will learn to:

  • Accept that our reaction to change is unique, nothing right, wrong, normal or abnormal about it
  • See change as an essential element of the world (not feared or resisted)
  • Understand that adapting to change is attitudinal, not technical 
  • Recognize the process of grieving and letting go of the “old way” as a crucial component towards embracing the “new way”;
  • See change as an opportunity for selfmotivation and innovation
  • Identify strategies for helping change be accepted and implemented in the workplace.

Employee Hiring & Retention / Behavioral Interviewing (Half or Full Day)

Past behavior is a good predictor of future performance. What types of individuals are drawn toward working in your organization? What does a team need to be successful? What is the image presented to clients by the people hired to represent the company? In this session, hiring managers will be trained to know what to look for when hiring new employees. Participants will consider the benefits of the person hired and learn how they can help meet the needs and goals of the entire organization.

Participants will be able to:

  • Consider what the team needs in a new employee
  • Types and phases of the interview process
  • Use behavioral questions during the interview
  • Evaluate potential employees

The Conflict Resolution Kit (Half Day to Full Day)

“People can face almost any problem except the problem of difficult people.” Employees can work long hours, face declining business, even the loss of a job, but they cannot deal with the difficult people in their lives.  This conflict management workshop will help participants identify some of the ways they might be contributing to these problems and give several strategies to adopt at work and in their personal life as well. Participants will then identify a current conflict and create a plan to address the conflict immediately. 

Participants will learn to:

  • Recognize how their own attitudes and actions impact on others
  • Find new and effective techniques for managing negative emotions
  • Develop coping strategies for dealing with difficult people and difficult situations
  • Identify those times when they have the right to walk away from a difficult situation

Building & Leading High Performance Teams (Keynote to 2-Days)

Due to the overwhelming impact of change on the work environment and the individual, teamwork is the one sustainable competitive advantage to organizations. Society praises individual's accomplishments and often wonders what could have been for everyone else. This workshop focuses on teams versus groups, their importance, and the need for and how to build high performing ones. Participants will leave with the tools to build and lead high performing teams.

Participants will learn to:

  • Assess a team’s strengths and weaknesses
  • Overcome dysfunctions, damaging turf wars and destructive politics
  • Build positive, trusting relationships that allow for team success
  • Team leadership to increase performance and productivity

Overcoming "The Five Dysfunctions Of A Team" (1-2 Day Retreat)

Cohesion and consensus are both mentioned frequently when discussing teams. Often team members lack clarity or consensus when posed with a question or decision. This workshop delves into why this is by addressing lack of clarity and other obstacles that dysfunctional and unproductive teams face. It is based on the book, “The Five Dysfunctions of a Team” by Patrick Lencioni. This session is ideal for leadership teams, working groups or individuals new to the concept of working in teams.

In his book, "The Five Dysfunctions of a Team" Patrick Lencioni states that ineffective teams demonstrate one or more of these dysfunctions:

  • #1: Absence of Trust: The fear of being vulnerable with team members prevents the building of trust within the team
  • #2: Fear of Conflict: The desire to preserve artificial harmony stifles the occurrence of productive, ideological conflict.
  • #3: Lack of Commitment: The lack of clarity and/or fear of being wrong prevent team members from making decisions in a timely and definitive way.
  • #4: Avoidance of Accountability: The need to avoid interpersonal discomfort prevents team members from holding one another accountable for their behaviors.
  • #5: Inattention to Results: The desire for individual credit erodes the focus on collective success

Participants will learn:

  • The "Five Dysfunctions of a Team" (as identified by Patrick Lencioni)
  • How to assess their teams to identify which dysfunctions exist and need to be addressed
  • Practical applications to overcome these dysfunctions
  • How to create an action plan to address any identified dysfunctions immediately

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