U.S. organizations spent $156.2 billion on employee learning and development in 2011, according to the just-released findings of ASTD’s 2012 State of the Industry Report. The top three areas of learning and development content in 2011 were: managerial and supervisory (12.6 percent); profession- or industry-specific (11.6 percent); and processes, procedures, and business practices (11.6 percent).
Businesses, whether big or small, engage in leadership and management training to make the most of their investment. The benefits include:
The number one advantage in any type of skill development activity is staying on top of what is fresh and new on the business front. Leaders, especially, are expected to be on top of their game with thorough knowledge of current trends.
Today’s leaders are expected to be the mediators and facilitators when conflict arises proper training can help leaders smoothly and efficiently handle problems as they arise, which can help leaders gain respect.
Communication is one skill every leader wants and needs. Leadership training can help leaders successfully communicate ideas and feedback to their team. Clear communication results in the ability to provide a more quality product or service in a more effective manner.
Participating in leadership training activities helps leaders gain respect from their peers in a couple of different ways. First, people will view the leader as a truly dedicated individual. Second, as briefly mentioned above, the varied skills obtained through leadership training enable leaders to reach their full potential, which inspires respect from others.
Individuals with a higher level of training are more likely to become leaders and experts in their field, grow and add value to an organization at higher levels
Purpose: Teams, in one form or the other, have permeated corporate America. Teams have even cropped up in the public and non-profit sectors. Team lingo is slung around hallways, staff meetings, work floors and executive offices. Managers enthusiastically instruct work forces to "Be a Team!" and staggering fees are paid to consultants to implement and monitor teams. Some even tout teams as the organizational vehicle that will usher us in the twenty-first century. If teams are so great and answer the problems brought about by downsizing, re-engineering, right-sizing, increased span of control and "doing more with less", then why are there so many de-railed, dysfunctional teams?
Value: Teams are tricky animals. As simple as the concept appears, it becomes intricate and complex in implementation and maintenance. When entering the combat zone of teams, one must be aware of ten potential land mines, or the ten top reasons teams become dysfunctional. When conducting interventions for dysfunctional teams, one must not focus on the explosion of the land mine, which is only the symptom. You must learn to seek out the land mines and destroy them before they explode. We will walk you through this dreaded territory and have you come out fighting for your TEAM!
Purpose: Disengaged employees are single biggest challenge that faces companies today, costing an average of 50 % of employee’s salary to replace or reassigning workers. The world's top-performing organizations understand that employee engagement is a force that drives performance outcomes. In the best organizations, engagement is more than a human resources initiative -- it is a strategic foundation for the way they do business.
Value: This program will allow you to identify the two key types of employees that you have on your team. Turn Cave Dwellers into Fire Starters by learning the 5 key steps that most mangers leaders do not know and increase engagement by 90%. The well-being of your workers has a direct impact, for better or worse, on your organization's bottom line.
Purpose: When researchers asked what employees want more of from their managers “Feedback” is one of their top responses. Yet, for most people, giving and receiving effective feedback can be a difficult and at times an uncomfortable process. Managers may hesitate to give feedback because they are unsure about how the employee will respond. Employees are nervous about what surprises may occur during the conversation and how it will impact them. Both may react in ways that either help or hinder open and candid discussion.
Value: Delivering and receiving feedback is a skill that can be developed. In this program you will learn a five-step process for giving and soliciting feedback that will help keep the conversation focused and productive. You will practice this process and receive feedback from your peers.
Purpose: Recruiting, developing and retaining talent is critical to the success of any company, especially in times of economic uncertainties. These leadership activities are essential components of every successful manager and executive who has the responsibility to help grow and develop talent.
This program is designed to help leaders and companies define and develop the core competencies needed to measure job success while continuing to raise the bar. This powerful process will lead to future success; bringing amazing clarity to vagueness that often permeates an organization.
Value: A clear definition of competencies and core values for every key position with in your organization. You will be able to identify individual, departmental and organization strengths, gaps, foster employee development, enable coaching and feedback based on the values you design.
Purpose: Coaching is the desired method for developing people in many organizations. It provides enhanced communication between managers and staff and it shifts the responsibility for improvement to the staff, leaving managers free to run the business. Due to rapid changes taking place globally, emerging leaders need to be trained to lead in uncertain times.
Value: This program is designed to help managers and emerging leaders make important mind-set shifts, gain specific skills, recognize coaching opportunities and initiate coaching conversations.
The instructor provides a definition of coaching that will be used throughout the course and they demonstrate a coaching conversation. Participants develop their concept of an effective workplace coach related to their company culture and their department/team dynamics.
Customized to your needs