Any particular reason why you specified e-based or short-term seminars? I personally see more value in a long-term progam where you actually have time to analyze and develop a good personal philosophy of leadership and management. That tends to not happen with the short-term programs.
The following resources will advance a leader or manager in conscious business practices, allowing for leadership which is multi-faceted, inspirational and life-changing.
At the beginning of June, the Center for Servant Leadership will have their annual Conference, there will be a day of workshops and 2 days of Networking and lectures.
Naropa University has an extended studies program in "Authentic Leadership" (15 weeks of internet learning + 2 5 day seminars), and regularly hosts related workshops.
If you have participated in the Art of Living Part 1 Course, a follow up course called DSN - Creating a Divine Society will allow one to clear any internal blocks which prevent a person from being the best leader possible. They coin the term IPOD ("Inner Peace, Outer Dynamism). At the end of the course, a person will have transcended limitations which prevent centered, sharp communication and interaction with others. The next course - the last for the year will be hosted in two cities Memorial Day weekend, Detroit, MI and Portland,
Wynn Solutions on-site trainers are experts at making information engaging, entertaining, memorable, and easy to understand. Learning experts agree that people retain and implement what they enjoy learning, what makes them laugh, and what they feel relates to them personally.
We combine industry-specific market research with surveys of top performers to give you a high-impact experience that goes beyond best practices. Our programs are fast paced, interactive, and focused on providing tools your people can implement right away.
Your leadership training is working! We can see a big difference in the field on a daily basis and have a blue print for manager training we can build on. This is a very tough group to work with and you guys did an outstanding job making this thing happen. Most training is boring, but you guys were funny and the tools were clear and easy to use. We just hired 600 people and I feel ready to handle our growth.How to be a New Manager
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As a first-time manager, fundamental supervisory skills need to be understood and executed correctly the first time. This workshop covers the basics in delegating, communicating, hiring, conflict resolution and dealing with difficult employees.
Program includes:
* The big jump from staff to management
* The seven characteristics of an effective leader
* Handling problematic behavior and performance
* Motivating your staff to peak performance
* Critical day-to-day managerial skills
* Projects and priorities
* Communication skills for the new manager
* The effective and the ineffective uses of power
* Giving constructive feedback
* Listening techniques
Key Objectives:
* Develop a solid base of management techniques
* Develop best practices for motivating and empowering employees
* Create system for managing projects
Getting Great Results
Turning talent into performance
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In this one-day program, results from the largest management survey ever conducted are combined with a customized study of top managers in your industry. This session provides solutions on how to get the most from your people, regardless of their skill level. Participants learn to manage their ego-driven top performers; how to listen like leaders and make their people feel heard; how to hire for talent and turn it into top performance; how to create a culture of excellence with their most promising people; and how to help their low performers to fight their way to the middle.
Suggested agenda
* Do you want to be right or effective?
* How to get great results from people who may not be that great!
* Behavioral leadership: Why skill and intelligence are not enough
* The truth about trust: Listening like a leader
* Hiring for talent: How to identify the specific reoccurring patterns that lead to successful job performance
* Why companies are driven by people and not vision: Managing expectations and emotions
* How the best in your industry succeed: Results of our customized research
* Making change work: The flywheel effect
* The secret of success: Maximizing strengths and minimizing weaknesses
* How to keep and attract top performers
* How great managers build a team out of individual performers
* How to get more productivity from fewer people
* Accountability: How to avoid blame distribution
* From good to great: The bottom line
* We have a choice: Making effective decisions
* Understanding your contributions: The true value of what you do
management training
Turning talent into performance
Two-day leadership/management workshop
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* Highly Effective Supervisory Skills: How the best do it
* Establishing credibility right away: Being a new manager
* Regaining control of your department
* Mismanagement pitfalls you’ll want to avoid
* The proper use of praise
* Daily priorities: Doing the worst first
* What the most successful supervisors do differently
Getting great results from employees and co-workers
* Difficult personality styles
* Managing people you don’t like
* Getting problem employees on board
* De-escalate emotional confrontations
* Better communication between men and women
* Understanding your shape: Personality profiles
* Diversity issues: Focusing similarities and not differences
* Disciplinary actions: What every leader should know about employment law
Team building: The road to greatness
* Bringing people together: Connecting individual and team needs
* Instilling intrinsic motivation
* The common problem technology industry leaders face
* Being an effective press agent for your team
* Developing a group concept and finding problem areas: Accountability, not blame
* Conducting highly effective meetings
* Rewarding achievers and helping non achievers
Communication in Action
Achieve Goals Without Stepping on the Toes of Others.
* How to make people feel important, so you and what you have to offer will be important to them
* How to overcome resistance to change
* How behavior can cause skills and knowledge to lose impact
* Communicating change: How to move positive ideas through the company
* Dealing with difficult coworkers
* The truth about trust: How to make sure people feel heard
* How to get people to listen to you: Believability and clarity
* How to get people to agree with you: Managing expectations and emotions
* The five things you should never say to a customer or coworker
* One-on-one communication skills: Connecting with your coworkers
* The secret to success: Maximizing strengths and minimizing weaknesses
* How to stay motivated in difficult situations
* How engaged employees drive customer loyalty
* Accountability: How to avoid blame distribution
* How to manage your boss
Management and supervisor sessions
* The death of military management: Reducing turnover, burnout prevention
* Inbound operations management: Empowerment
* Talking about growth: Letting your employees see their potential future
* Outbound telemarketing project(s):How it works and how it doesn’t
* Autocratic and democratic management styles: Working together
* Developing a problem resolution system
* Script development, pilot programs and direct mail
managerial training programs
management training
The management training program we deliver to you will be engaging, entertaining, memorable, and easy to understand. Your people will retain and implement what we present because they will enjoy the learning experience. It will make them laugh, and they will relate to the material personally. This program we will provide are fast paced, interactive, and focused on providing
Influence in Action: Turning Talent Into Performance
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In this program, results from the largest leadership survey ever conducted are combined with real-life management and leadership solutions to get the most from your people, regardless of their skill level. Executives and directors learn how to manage their ego-driven top producers, how to create a culture of excellence with their most promising people, and how to help the leaders they lead to become and stay influential.
managerial training programs
Communicating Through the Chaos
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This research-based session takes a look at how top performing leaders communicate more effectively during turbulent times. Designed for the executive level, this session provides the bottom line on gaining agreement and responding effectively under adverse conditions.
A look at what national, low-priced career development and management training programs really have to offer
LOOKING FOR A TRAINING program to help build assertiveness? Or one that will give your receptionist an "ah-ha" experience that will result in better customer service? Then read on. These training programs are designed to give you the results you want at a price you can afford. To develop this list, BLACK ENTERPRISE contracted one of the nation's leading African-American management training consultants to canvass the offerings of the top low-cost training and development programs. What we found was a variety of offerings for one-day workshops and seminars, starting as low as $49. Programs offered by the American Management Association, Toastmasters or Dale Carnegie were not reviewed because they cost more and the sessions usually run at least three days.
One-day, low-cost seminars, with their "hit them hard and leave them wanting more" approach, are designed to empower employees by providing them with solid skills and career enhancement advice. A good instructor can help you identify and even modify unproductive behaviors in just one day. The benefit of these inexpensive programs is obvious: a low-cost outlay with a high return on investment.
The challenge in sending employees to a one-day public seminar is following up on what they've learned. Managers must be aware that with little or no back-on-the-job coaching, a one-day seminar is like a hot shower; it won't be long until you need another one.
Seminar trainers are chosen for their ability to connect quickly with the audience, make entertaining presentations and leave you wanting more, which you can have by buying the books or tapes in the back of the room. Trainers are usually seasoned professionals contracted to do a set number of classes per year. Unfortunately, few programs would say what percentage of their trainers are African-American. However, most of the companies we surveyed do employ or contract minorities.
Change management keynote presentations deliver proven solutions to top change management issues that managers and change leaders can implement right away.
* Critical management mistakes during change: learn how to avoid them
* Receiving collecting feedback and creating open communication
* Overcoming employee resistance to change
* Obtaining support from all levels
* Effective ways to approach the change management process
* The greatest contributors to the success of a change management program
* Defining the role of top management
* Discovering the most effective methods of communication
* A good change management team member: what is the most important criteria
Communicating change management objectives
* How to be right without making others wrong
* The truth about team building: myths and motivators
* Creating a plan for success: what the most successful do differently
* The flywheel effect: making change work
* How create consistency without robbing people of their uniqueness
* Listening like a leader: the truth about trust
* How to get people to listen to you
* How top auditors succeed: our customized research
Creating an open environment for telling the truth
* How to help people move through change comfortably
* The three reasons people don’t tell the truth
* Job protection vs. action
* How to avoid blame distribution
* Focusing on what’s important: picking your battles
* How to increase employee accountability and buy-in
Everything you ever wanted to know about effective questioning techniques but were afraid to ask
* How to create the defined outcomes you want your questions to deliver
* Creating questions that identify needs without bruising egos
* The five best questions in the world
* How to customize the best questions for your audit process
* Open- and closed-ended questions and how to use them
* How to identify issues that are not being discussed
* How to detect the reoccurring patterns of dishonest answers
Face-to-face communications
* Being prepared: when you are on the firing line
* Organized information gathering techniques
* Effective processes: ask, listen, agree, and recommend
* How to avoid an argument
* How get people to agree with you
* How to build rapport quickly: relationship management
Body language and eye contact: yours and theirs
* Voice tone and sincerity
* Overcoming objections
Managing expectations and emotions
* Developing the most common objections in advance
* Isolating objections and handling them one at a time
* Understanding the difference between objections and conditions
* Why objections indicate interest
* How to treat objections as a request for more information
* Handling objections without being defensive
Structuring and delivering your mangement solutions
* Using the flywheel effect: proving change works
* Creating awareness
* How to make their ideas part of the solution
* Outlining the benefits of a consistent approach
* How to guide people from resistance to acceptance
* How to clearly explain the value of your solutions
Presenting your ideas
* Lay the foundation: defining your goal
* How to outline your concepts for maximum impact
* How to create a concise presentation from too much information
* Structure and flow: professional presentation skills
* Speaking with passion and confidence
* How to a create value proposition
Communicating change management
How management can motivate people to listen
Resistance to change is the issue.
Change happens and while we can't control much of the world changing around us, we can control how we respond.
We can choose to anticipate and embrace changes or resist them. When things change, people are afraid they will no longer be experts. They will have to learn the new way, and no one wants to be a continuous senior beginner. Our studies show that to make change work, we have to prove to our key people that the change means getting better (or at least equal) results than the old way, assure them that their experience has value, and then get them to spread that message through the organization. (change management article - managing what employees say)
When you tell someone you know exactly how they feel, you rob them of their uniqueness. Our three-year study of top communicators showed that when someone tells you their core issues and you say, “we had a situation exactly like that last month, and as a matter fact the guy looked just like you, and this is what we did,” you create your own resistance. They will then try to show you how their problems are special and need more of your attention. However, if you acknowledge the difficulty of their problem and then share your experience in similar situations (the key word being similar), they are more likely to use your solutions.
The manager as a change advocate
When managers and front line supervisors communicate well with employees, understanding their fears and misgivings, they can find ways to not only help employees through the transition, but to involve employees in the change process thereby building ownership for the change and increasing accountability
Change management commandment: Send a clear and united message
Research shows that executive involvement is the greatest contributor to change management success..If people don't know "what" the change is and "why" it's being implemented, then "how" to implement the change is a mute point. Change leaders must show alignment with senior management's business objectives. and back up words with behaviors and actions that support change.
Managing the Journey: A formal communication plan for change
It is important for executives to communicate a structured change process showing where we the company is going, how they are going to get there and what results they expect at the end.
Managing resistance to change (tactics for systematically managing resistance)
The eight most common beliefs and reasons that people resist change
1. There isn't any real need for the change
2. The change is going to make it harder for them to meet their needs
3. The risks seem to outweigh the benefits
4. They don't think they have the ability to make the change
5. They believe the change will fail
6. Change process is being handled improperly by management
7. The change is inconsistent with their values
8. They believe those responsible for the change can't be trusted