Search eLearning Library for: Successfully Leading Others
Termination Due to Poor Performance (Managing Essentials™ Series)
New Just-In-Time Performance Management Tool! You have an employee who is being terminated for poor performance. What do you do? There are four steps you can take to help the situation.
Employee Engagement: Enhancing Your Work Culture™ (eLearning Signature)
Employee engagement is a workplace approach resulting in the right conditions for all members of an organization to give of their best each day, committed to their organization’s goals and values, motivated to contribute to organizational success, with an enhanced sense of their own well-being. If the leaders of an organization understand the level of passion their workforce has for the job, they are a step ahead of the competition.
Smart Leadership: Tackling Poor Performance™ (eLearning Signature)
As a leader, you’ve definitely dealt with someone who has a bad attitude! Attitudes can cause some of the most challenging situations in just about any relationship. Just being around someone who complains, whines or simply doesn’t say anything can cause you to feel frustrated, angry, or even helpless. The good news is there is a process for tackling this poor performance!
TrainingBriefs® Effective Delegation
New Micro-Learning! Being a good leader or manager often involves delegating tasks to employees. This can be difficult to do for many people, but there are some tips and tricks to make it easier AND more effective. Whether you're a team leader, store manager, supervisor or in any manager role, delegation is a major component to maximizing your productivity and keeping yourself sane during tight deadlines or large workloads.
TrainingBriefs® Sensitive Performance Appraisals
New Micro-Learning! Navigating through a performance appraisal that addresses sensitive issues is one of the most difficult management responsibilities. It requires tact and compassion. But it’s also required to make the organization’s expectations clear, and to put an under-performing employee on the right track.
TrainingBriefs® Embracing Inclusion
New Micro-Learning! Inclusion is about recognizing and responding to the needs of all employees. It’s talking about co-workers in a supportive way, rather than criticizing them behind their backs. Most importantly, inclusion is about making sure work assignments and activities, including work-related social events, do not exclude or disadvantage anyone.
TrainingBriefs® Engaging Your Employees
New Micro-Learning! Employee engagement is a workplace approach resulting in the right conditions for all members of an organization to give their best each day, commit to their organization’s goals and values and achieve motivation to contribute to organizational success - with an enhanced sense of their own well-being.
TrainingBriefs® Integrity Action Steps for Managers
New Micro-Learning! Integrity is everyone’s responsibility. By doing your part to build a business culture of high integrity, you can achieve greater personal job satisfaction and help others to do the same. As a leader, you have a responsibility to promote a culture of integrity in your organization. It starts with your own behavior and by showing your employees that ethical conduct is important. Integrity happens when you make it safe for employees to speak up and prevent retaliation against anyone who does.
TrainingBriefs® Listening to Our Employees
New Micro-Learning! Listening to your employees is absolutely critical in creating a highly motivated, committed, and fully-engaged work environment. In this course, we'll take a look at an example of this type of situation and spend some time talking about what we, as managers and leaders, should do to ensure that we are always approachable.
TrainingBriefs® Mentoring & Setting Goals
New Micro-Learning! A mentor is one of any organization’s greatest resources. They fulfill that crucial role of helping newer team members learn about their new job – and their new organization. A key part of the conversation you’ll have with your mentee over time is about their short and long-term goals. As part of this, it’s important to ask your mentee to discuss his or her strengths and weaknesses both interpersonal and job-related skills.
TrainingBriefs® Setting Your Team Up for Success
Hitting on all cylinders... you've heard that term before. But, even the most talented teams don’t start out as high performing. There are several steps you can take as a manager to set your team up for success and create a work environment that values teamwork and collaboration over grandstanding and competition.
Got Leadership?™ Tackling Team Pitfalls
Being a successful manager requires being able to juggle numerous work priorities while keeping your balance. By the end of this module, you will be able to identify unprofessional behavior in the workplace, management responsibilities for establishing and maintaining a respectful workplace, and respond to unprofessional behavior and inappropriate conduct by using effective communication methods.
Got Leadership?™ Taking Personal Responsibility
As a professional in today’s workplace, you are expected to deliver results and work effectively with others, regardless of obstacles you may discover. Not always an easy task! In this course, you'll learn one of the most important lessons for career success – taking personal responsibility for your actions and behaviors on the job.
Dealing with the Difficult Employee
Explore behaviors often defined as "difficult" and the causes of those behaviors. Examine ways to lead through those difficult behaviors. Understand how these behaviors tie to performance management.
TrainingBriefs® Why Trust Matters
Trust is the foundation of any successful organization. Trust means that employees have confidence in each other's abilities, intentions, and actions. Trust also means that employees feel safe to express their opinions, share their ideas, and collaborate with their colleagues. Leaders play a crucial role in promoting trust in the workplace by setting an example through their behavior and fostering a culture of mutual respect and collaboration.
Top 20 ProgramMore Than a Gut Feeling™: Leveraging the Power of Behavior-Based Interviewing (Advantage Course)
Based on Best-Selling More Than a Gut Feeling IV! Let’s be honest… a lot of hiring gets done based on nothing other than a gut feeling. Assumptions... Intuition... And a lot of employee turnover results because that gut feeling, that assumption, that intuition just wasn’t very accurate. If you’re like most managers, one of your greatest fears is that you’ll hire the wrong person. You want to hire the person who, ultimately, will be the most successful in the job. You know that your operation will function more smoothly and will be more productive if the right person is in the right job.
More Than a Gut Feeling™ Overview (Manufacturing)
Based on the world-wide best-seller, this course uses the More Than a Gut Feeling concepts and models in a manufacturing environment. This fast-paced course will empower and increase understanding that the single best predictor of future job performance is past job behavior. Learners will also realize that their task in the hiring interview is to gather the kinds of information that will enable them to hire people who will be successful in their jobs.
Training Briefs® Harmful Gossip
Maintaining a respectful workplace is critical to your organization’s success. How do you work with an employee who gossips and spreads rumors which have been detrimental to some working relationships?
Training Briefs® One for The Ages
Our workplace is full of employees with valuable life experiences and ideas. It’s important to recognize and appreciate the knowledge, perspectives, and experiences that team members of all ages bring to the table. This course explores how a manager deals with an unexpected derogatory comment directed towards a fellow employee regarding their age.
TrainingBriefs® Doesn't Have the Skills
There are times, when employees don’t perform their jobs up to our expectations for a variety of reasons. It’s your job, as a manager, to communicate and reinforce those expectations and find appropriate solutions, when those expectations are not met. How do you work with an employee who is not performing up to your expectations?