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Results for Topic: Leading Others
Regardless of physical appearance and gender, we should treat each other with respect and dignity. We must acknowledge that each other’s achievements are due to nothing short of hard work and dedication, NOT appearance or sexuality. We are all on the same team.
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. Everyone has value, no matter their age.
JUST RELEASED! Making the leap from peer to boss is never easy. In addition to dramatic change, new managers frequently struggle to balance their old coworker relationships with their new management responsibilities. Designed to help participants make a successful transition from “coworker” to “manager” or “supervisor,” Peer Today, Boss Tomorrow presents four proven strategies that will help new supervisors navigate changing relationships and prepare for the most difficult situations they’re likely to encounter as they assume their new role.
As a leader, your success is contingent upon the success of those you lead. Leadership is all about: building relationships, communicating clear goals, providing coaching and feedback, setting clear expectations, and… recognizing & celebrating achievements. Leadership is a journey.
If we're really honest with ourselves, we understand that leading and managing (even supervising) is not an easy task. There are all sorts of "gotchas" that wait for you in the workplace daily. Everyday Leadership™ was developed to help you, the leader/manager/supervisor, in your daily effort to foster better employee connections, communication and community within your organization - all the while working together toward one shared goal or vision.
Our workplace is full of employees from multiple generations. It is important to recognize and appreciate the knowledge, perspectives, and experiences that each generation brings to the table. Everyone has value, no matter their age. Creating a respectful workplace means leading others through biases and focusing on including others.
Decision-making is a daily occurrence in the workplace. Making ethical decisions is important not only to the organization, but to those who work for them and those they serve. We must ensure our team members are aware of the proper procedures for ethical decision-making and the numerous consequences that can occur if they are not followed. Big or small, an unethical decision can have a huge impact on the organization.
As leaders in our organization, we all get frustrated sometimes, but we need to be positive and professional in our interactions with our customers. Taking out our frustrations on a customer could cause them to seek services from a competitor instead. We need to make sure we are offering them the best experience. Without our customers, we wouldn’t have a business.
Relationships between different departments in an organization can sometimes be difficult. In fact, issues between departments may be detrimental to the organization as a whole if not resolved quickly and respectfully. Every department must be able to work together efficiently and effectively in order for the business to be successful.
Stereotyping and inappropriate comments are all-too-common problems in the world today and is absolutely unacceptable in our organization. We must listen to and validate our employees concerns and act on them. As leaders, we can address and help prevent stereotyping by listening, speaking up, and treating ALL employees fairly, regardless of race. We also must address performance problems - even when there are other issues at play.
World-Wide Best-Seller! Interviewers are more apt to select the best person for the job when they use this Behavior-Based Interviewing (BBI) strategy developed by Paul C. Green, PhD. Now in its 4th edition, More Than a Gut Feeling provides practical, easy to use instruction that helps organizations significantly enhance recruiting and hiring efforts, improve employee retention and equip managers (and others) with proven behavioral interviewing skills.
Help newly promoted managers/supervisors navigate their changing roles and have immediate impact! Climb in the proverbial camper for an enlightening road trip with five friends who share experience and insights about making successful transitions from peer to boss.
Simply not harassing women is not enough. Men must commit to mentoring women. Organizations must commit to mentoring women. Now more than ever, we need men to support women in the workplace... not avoid them. When women have the same opportunities to succeed and lead as men, it spurs innovation... and enables equity and a stronger sense of belonging.
Best-Selling Program! Disciplining employees is one of the most difficult parts of a manager’s job. Documenting performance is essential in correcting performance problems and protecting yourself as a manager. This best-selling program provides steps to ensure solid, consistent documentation procedures throughout your company. Using the FOSA method, managers will possess the tools to effectively and legally address performance issues.
Disciplining and documenting employee performance is one of the most difficult parts of a manager’s job. But documenting performance is essential in correcting performances that require discipline, even praise-and protecting yourself as a manager. This manufacturing and industrial version of the best seller, Documenting Discipline™ provides steps to ensure solid, consistent documentation procedures throughout your company. Using the FOSA system, your managers can possess the tools to effectively and legally address performance issues.
In any organization, hiring the right people for the right job is a challenge. Successfully meeting that challenge helps organizations keep turnover down and productivity high. More Than a Gut Feeling III is designed to educate interviewers on how to make the right hiring decisions by using behavior-based interviewing skills.
Give plant managers, shop supervisors and other personnel the skills they need to make sound hiring decisions and reduce costly turnover! Based on the premise that people tend to perform in the future the same way they've performed in the past, this program helps interviewers go beyond making hiring decisions based primarily on how they feel about a candidate.
Everyone needs and wants to feel accepted, included, heard… and be a part of something bigger than themselves. It’s a basic human need - as important to us as food… clothing… or shelter. Helping others feel like they belong is the cornerstone of inclusive leadership. Part of how we define ourselves depends on what types of groups to which we belong: family units, social groups, religious affiliations, and common interest groups such as fitness, music or hobbies. The need to feel like we belong doesn’t end when we enter our place of work.
From the creators of More Than a Gut Feeling™, this powerful program offers a fresh and vibrant new approach to legal and effective hiring. Based on the time-tested truth, "past actions predict future performance", ACTIONS Speak! combines the elements of memorable storytelling, practical content and realistic acting to weave together a highly effective interview skills training course for a new generation of interviewers.
Bias is something we all have, and by itself, it’s neither good nor bad. It’s a conscious or unconscious judgment we make based on information we have learned from our own experiences or by what we have been taught by others. To further enhance our skills as a leader we must tackle any biases that create negative relationships or impede an inclusive workplace.