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The following are descriptions of
eight problem areas caused primarily by the attitudes and behaviors of employees
and/or supervisors, and seen over and over again in the workplace. Each of these training topics has enough material for three or four,
two-hour sessions.
OPTION 1: Order the material you need for the problems you have identified in your
workplace. Go to the Order
Form and we'll ship the
material to you immediately.
OPTION
2: If you decide to have
employees complete the Inventory�,
you will be given the opportunity to purchase the Training
Material when you receive
the results of the Inventory�. Remember, the Inventory� is the anonymous questionnaire that participants can complete
on-line. We analyze the results of their responses and recommend the
Training Materials
they have identified. |
You can only get a "progress
report" of the changes the participants have made as a result of
the training, if the participants have completed the pre-training Inventory�. |
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In short, you can:
-
purchase the Training
Material you
want, OR
-
conduct a needs assessment (the
Inventory�)
and purchase the Training Material
based on the Inventory�,
OR
-
conduct the Inventory�,
purchase the Training Material, and conduct a post-training Inventory�
to get a "progress report" of the impact of the training.
Go to the
Order
Form for all of the options. |
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Workplace and Individual Values People
develop a set of values which are often tightly held beliefs about
what is right and wrong. We help them recognize how their values
came into being and to understand and accept that the values of
others are equally valid. Organizations also develop values that
either promote or diminish its� place in the business community. Some of those values also involve their workforce and whether a
company succeeds or fails may very well depend on how their
employees are valued and how trust and loyalty are developed. |
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Leadership Sometimes
supervisors become rigid and controlling without knowing it. Supervisors learn flexibility in motivating employees and
knowing how to maintain an atmosphere in which the employees
can be most productive and creative. They learn to
establish realistic expectations, reinforce positive
behaviors, handle an employee who is frustrated or upset and
delegate tasks and activities so that the workplace runs
smoothly |
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Change
To
stay competitive, companies must keep up with current developments
and that means change. However, people generally are creatures of
habit and when change occurs, they often look on it as
threatening, overwhelming or confusing. We identify the impact of
change, the process we go through when change occurs and ways in
which to deal more effectively with change. |
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Problem Prevention
Supervisors
and managers are often confronted with employee complaints,
situations in which they must negotiate agreements between
employees, and employees that are angry. These sessions are
directed at helping supervisors gain skills at handling difficult
employee situations that are not directly related to job
performance issues, but may have a significant impact on the
overall performance of the workplace. |
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Conflict Resolution
People
may agree with others some of the time or none of the time, but
they rarely agree with others all of the time. This difference in
values, perspective, ideas and thoughts often leads to conflict
which, if left unresolved, can lead to serious problems. The art
of disagreeing with someone without becoming upset can be learned
along with accepting the rights of the others. The role of the
supervisor in dealing with difficult or angry employees is
emphasized in order to bring about a more productive workgroup. |
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Contributing Attitudes
Participants
may carry their own negative self-image, self-defeating attitudes
and ineffective behaviors into the workplace which seriously
affects their job performance. One of those ineffective behaviors
is the habit of blaming others or management for their problems,
which in turn, causes gossip, manipulation, and cliques. Taking
responsibility for problems is not always an easy task, but these
modules will help participants identify the problem, the part of
the problem that they own and reduce the �finger pointing� and
blame. |
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Boundaries
People
often believe that they have the ability to change a situation if
they just try harder, which can lead to conflict. On
the other hand, people have the right to be able to express
themselves. This give and take can be learned and help
everyone respect one another for their differences. All
employees have limitations within which they must operate and in an attempt to do a good job, there is the possibility of
over-stepping workplace boundaries. This will help them
understand and accept what is in their control and accept areas
that are not in their control. It will help them understand
their strengths and weaknesses. |
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Communicating
Some
people like to �convince� the other person of their perspective. Those being convinced often resent it. This can be devastating to
the workplace in production, turnover, resentment, anger and
morale. We help participants transition from self-defeating forms
of communicating to positive methods. It will help participants
to learn and accept the other person�s perspective and opinions. Learning to truly listen to what the other person is saying, how
they�re saying it and attaching feelings beyond the words can be
learned. A great many conflicts, poor decisions, and rumor mill
stories can be avoided by simply listening. |
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