Managing Employee Performance
Take your company into a prominent place in the market by engaging your employees who consistently bring high levels of performance and positively influence the culture of your organization. In this course, you’ll learn how to monitor your employees and their performances which could help you align your performance management system which can focus attention on results that count, boost productivity, aligns team and individual activities with organizational goals, and improve morale.
Advanced Management Techniques
High-performance organizations are those with a competitive edge but facilitating such an environment requires the right skillset. This course helps you assess your organization’s potential for high performance in terms of its mission statement, strategy, performance measurement strategies, customer orientation, leadership, and culture. Detailing what makes a mentoring program successful, considering the various mentoring models and approaches and how each contributes to making a mentoring program a good experience for all involved.
Thinking Strategically and Managing Risk
As a manager, it’s important that you understand and prepare for risk. Risk is a fact of life for businesses and as a manager, you must know how to manage it. Before you can do that, you need to assess the risk in order to create a strategy to avoid or mitigate it. Once you have identified and assessed risks, you then have to deal with them. This course covers general strategies for dealing with risk, such as risk exposure adjustment and contingency planning.
When you are dealing with workplace conflict, emotions get stirred up, and many people want conflict to ‘go away.’ But in most cases it won’t go away on its own, so you need to choose a course of action. Do you avoid conflict? Or do you take charge in a conflict situation? Perhaps you have a more cooperative approach? When working with others who have different styles, and when facing different conflict situations, we all have to adapt. In this course, you’ll learn how to work through conflicts smoothly by using a structured conflict resolution process.
This course will help you build critical components of a good negotiating relationship, including mutual trust, a deeper understanding of where your negotiation counterpart is coming from, a set of techniques to use when faced with different personalities, and a plan for getting them to come along with you. Instead, focus on the issue at hand, and learn strategies to communicate effectively and avoid falling into ‘positions.’ It takes the right mindset, essential communication skills and a toolbox of strategies to deftly handle any tricks the other party tries to use on you.
Developing Your Emotional Intelligence
This course is about applying emotional intelligence in the workplace – playing the role of an emotionally intelligent leader whether you have the title or not. Your ability to interact with and influence others, especially when emotions are running high, relies heavily on your personal self-awareness and self-management competence. Probably the most essential skill involved in Emotional Intelligence is self-management. You gain appreciation for the challenge of controlling emotional impulses and become more empathetic and patient with others.
Getting Results through Personal Power
When you influence, you engage and enlist others in getting results – without necessarily having formal power. Along with being credible and trustworthy, you can get results without direct authority by using your influence. A person is granted the power and authority to meet goals and get results through a responsible job definition and accountability. Effective influence skills are probably the biggest differentiator when getting results without authority. People may comply, rebel, resist, or gripe about those in authority, but there is a reason and purpose for such positional power. When dealing with power and influence you will inevitably have to navigate political waters.
Working with Difficult People
This is emotional intelligence, and if you build this capacity, you will be able to deal more effectively with many difficulties in life (including other people). While it’s best to get personally fit for dealing with difficult people – that is, managing your own emotions and using self-management techniques, there are interpersonal strategies and skills you need when you engage and work with a difficult person. By learning how to focus on goals, give feedback, and manage conflict, you can work with difficult people more effectively.
Effective Business Meetings
Have you ever sat through a meeting that you felt was a waste of your time? Maybe the meeting wasn’t relevant to you or it was just poorly run. Perhaps it lacked a clear purpose. The root cause of ineffective meetings is almost always poor planning. Meetings are among the most expensive forms of communication in today’s business environment, so it’s essential to make the investment worthwhile. This course outlines a process for preparing for effective meetings.
Navigating through Organizational Change
A change in your work situation – whether good or bad – can create a period of uncertainty, stress, and anxiety while you adjust. A clear understanding of what organizational change is, and what to expect when dealing with it, can shorten the period of adjustment so you can get back on track sooner. Whether it’s upsizing, downsizing, relocation, new processes, or a complete reorganization, organizational change is inevitable in today’s business environment.
Coaching for Results
The coaching relationship is different from many other working relationships you may have encountered in your career. A coach has a special position that isn’t as prescriptive as a manager or as instructive as mentor; a coach is focused on guiding the individual being coached through their own process of discovery and growth. At this point in the coaching engagement, both will have agreed to co-created the Strategic Action Plan, which defines the goals and activities so that the coach will be able to spot the pending conclusion of the engagement and set the coachee up for sustainability of performance.
How do you take yourself and your team to the next level? How can you increase the level of responsibility without loss of quality? In this course, you’ll learn how to improve your delegation skills by taking account of the development needs of your team. You’ll also learn about the importance of being clear about the level of authority you are delegating and of making sure you inform others who need to know that the delegate is working on the task with your backing. You’ll learn to recognize the six different levels of authority and responsibility that can be assigned in a delegation and how these can be used to further the development of the team through thoughtful delegation.
Do you sometimes feel you have too much to do and not enough time to do it in? You aren’t alone. You have to be clear on where you’re headed and why, otherwise your work getting there will be scattered and you won’t make the best use of your time. As much as we wish we could, no one can really make time on the clock. Everyone is capable of becoming a more effective time manager, of organizing their efforts to get more done. Any of these can derail your attention and deplete your time, leaving you feeling ineffective and overwhelmed.
Where critical thinkers differ is that they are able to spot the assumptions that are being made by themselves and others, and they take steps to find out if these assumptions are justified by an evidence. In the field of critical thinking, an argument – like an assumption – is an expected part of the process of reaching a logical, well-thought-out conclusion and outcome. Even if you’ve verified assumptions and evaluated a variety of arguments related to an issue – you still have to reach the point of conclusion.
Leading Organizational Change
In this course, you will learn methods to use in gathering success factors from the sponsors and owners of the change initiative, build skills in developing initial statements of scope to support change initiatives, and learn how to assess the Three Keys to Sustainable Change – discomfort, vision, and skills. The correct application of a guiding coalition, stakeholder influence, and a code for change will help make your change effort succeed.
Perseverance at Work
You’ll explore actions to help you build your balance, sharpen your focus, and regain resilience that helps you persevere when faced with setbacks. You will have a hard time persevering without incorporating the benefits of trust and resilience into your efforts. Trusting yourself, trusting others, and having others trust you help you build confidence, stay open-minded, and remove obstacles. In this course, you will learn about earning trust and assessing your circle of trusted people, as well as developing resilience, and what to do to regain trust and rebuild resilience.
Managing and Controlling Anger
Anger is a normal and even healthy emotion, rooted in the instinct for self-preservation. However, if it’s not managed properly, this powerful emotion can be very destructive. It’s important to find healthy ways of owning and expressing your anger. In this course, you’ll explore how to manage your anger through emotional and intellectual responses, and how to respond properly to anger directed at you. You’ll also explore the nature of anger including its root causes and ways to use it positively in the workplace.
Operations Management: Efficiency of Production
Operations management is critical for the success of any organization. How do companies cope with changes in demand for their goods and services? If demand falls below supply, profits shrink – and if demand exceeds supply, dissatisfied customers could take their business elsewhere. Demand forecasting and capacity management help operations managers negotiate the challenges of balancing supply and demand. It discusses the key characteristics of various demand patterns, describes a process and various methods for forecasting demand, and covers basic strategies for managing an organization’s capacity.