Pack of SEVEN : OnDemand HR Courses by Marcia Zidle

Overview: New managers, supervisors, team leads matter. They’re on the front lines with your workforce, your customers, and your markets. They have tremendous potential. And some of them, will become your organization’s future leaders. However, most organizations promote productive employees and independent contributors into managerial positions based on their technical competence. Very often many fail to grasp how their roles have changed; that their jobs are no longer about their personal achievement but instead about empowering others to achieve; that sometimes driving the bus means taking a backseat: and that building a team is often more important than making a sale or updating software, or whatever their previous job entailed. Even the best new managers can have trouble adjusting to these new realities.

Yet great leadership skills don’t just show up with a job title. A talented employee that has promoted to a team lead, supervisor or manager deserves to be given the proper tools to succeed in their new role. This bootcamp will give them the practical managerial skills they can immediately use back on their job and become peak performing leaders.

Why you should Attend: So, you’ve recently became a new manager or supervisor or team leader. Making the leap from individual contributor to manager, from peer to supervisor, or from project manager to people leader is a big transition for anyone — no matter how intelligent or driven they are.

To be successful, new managers or recently promoted ones, must master three critical skills: to switch from relying on formal authority to establish credibility with their team or department members; from striving to control everything to building teamwork and accountability; and from managing tasks to leading people. Using the analogy of an orchestra, a new manager must move from being a talented violinist who concentrates on playing his or her instrument skillfully to being a conductor who coordinate the efforts of all the musicians.

Therefore, what it takes to succeed as a new manager or supervisor is a matter of learning new ways of working and most importantly letting go of old ones – even if they have driven your career success up until now. New managers must also find new ways of deriving personal and career satisfaction from their work and measuring their success. This is a critical mental switch that effective managers must make.

This webinar will provide skills and techniques for your recently promoted to successfully transition into this new role and become a peak performer.

Areas Covered in the Session:

• Identify the top 7 reasons why newly leaders fail in their jobs; they sink rather than swim
• Learn the 4 “Get to Know’s”: The key tasks new managers must complete during their first 90- days
• Review a case study of “teamwork in action”: How firefighters transform into effective winning teams
• Discover the 5 keys from successful leaders to help new leaders ramp up quickly, take charge and get results
• Develop a plan of action for increasing your leadership skills and your team’s performance
• Make sure you and your new boss are in sync regarding key responsibilities, priorities, and outcomes
• Understand the variety of work and people challenges confronting the new manager and how to deal with them

Who Will Benefit:

• New or Entry Level Staff and Operational Managers
• Team Leaders
• Supervisors
• Managers Who Have Not Had Leadership Development or Anyone Transitioning into a Leadership Role

Overview: Coaching skills are essential to the job performance of every manager, supervisor, team leader regardless of the kind of work involved. Coaching is a highly visible and positive demonstration of your leadership skills. Effective performance coaching will help you to resolve poor performance, reinforce desirable behavior, provide support and encouragement, and stimulate individuals to strive for excellence in work. The giving and receiving of feedback are the heart of coaching. There are two types of feedback. Positive feedback is given when an employee’s performance meets or exceeds the manager’s or supervisor’s expectations. It empowers employees to continue to put forth their best efforts. Constructive feedback is given to improve poor or marginal performance without alienating the employee or creating other performance problems.

While once considered a "soft" skill, coaching for high performance is now recognized as an effective method that produces better decision-making skills, improved project management, and increased performance while lowering overall turnover. There is a right way to coach and a great many wrong ways.

This webinar will cover the best practices and skills of the coaching process and its most important component- positive and negative feedback - as well as how to handle a variety of job performance issues with confidence and skill.

Why you should Attend: Are your people working harder yet performance is still below par? When a leader spends too little time managing performance, here’s what happens: small sparks turn into creeping flames that, if not doused, quickly grow into raging fires. Work starts slipping through the cracks. Resources are squandered. Deadlines are missed. You’re constantly playing catch up.

However, good managers and supervisors regularly keep each team member informed about his or her work performance. If this is not done, you will probably be spending more of your time fixing problems rather than getting your work done. Yet many managers and supervisors are uncomfortable with discussing performance issues with employees. This webinar will give you the tools to:

• Improve Poor or Marginal Performance that will focus the employee on the particular performance issue, uncover the “real “reasons, and jointly agree upon specific actions to solve the problem
• Change Poor Work Habits such as inappropriate dress, lateness, etc. that you will need to handle it immediately before it spreads to the rest of the workgroup
• Recognize Good Performance that will motivate to higher performance as well as maintain improved performance and avoid slippage back to old ways

When you provide coaching that is positive, constructive, and reinforcing, it will motivate and engage your employees to strive for high performance and productivity.

Areas Covered in the Session:

• Introduce a performance management model and where coaching fits in
• Identify the “5 D’s” feedback process to improve performance and work habits
• Review the 5 reasons for poor or unsatisfactory performance and how to address them
• Understand why it’s important to keep the message “clean” when giving positive feedback
• Learn the major steps of performance coaching that result in a series of specific questions and actions
• Use effective follow-up actions if the poor performance is not corrected sufficiently and how to get it back on track
• Review 12 guidelines or best practices to make coaching work in your team, department, or company

Who Will Benefit:

• CEO’s
• COO’s
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Human Resources Professionals

Overview: You have made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team. Now what? Onboarding is important because it introduces the new hire to the company’s culture and expectations as well as your department’s goals and key priorities. In addition, onboarding gives the employee the vital training and information needed to succeed in their new position. The sooner your new hires start feeling part of your team or department, the sooner they will start contributing at full capacity.

An onboarding program isn’t just a routine checklist; it should be a step-by-step program that makes the new hire, as well as the manager, confident they made the right choice and confident they can succeed in their new job. It’s a way to avoid buyer’s remorse.

Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save you the manager from a prolonged investment of your time and money into the wrong person. It’s also a win-win for everyone.

Why you should Attend: Is your hiring and onboarding process costing you unnecessarily? Did you know….

• Nearly 1/3 of people are job searching within six months of employment
• Almost 1/3 of externally hired executives miss expectations in the first two years
• With 10-15% annual attrition, companies lose about 60% of their entire talent base within four years

Introducing an onboarding program into your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months or even weeks. Companies who implement an effective onboarding program during the first three months of the new hire employment experience, will experience a 50% greater retention; a 54% increase in productivity; and a 59% higher engagement than those who don’t, according to the Aberdeen Group.

What does yours do? And do you even have an onboarding program?

A strategic onboarding plan can dramatically impact your business. Therefore, it needs to be done right especially if it’s now being done remotely. Yes, there are challenges, but there are also simple, innovative ways to help new hires quickly learn the performance expectations of their new job; align their personal goals with that of the team; and integrate into your workplace culture. If that happens, it will result in higher job satisfaction and higher engagement; better job performance; and reduced turnover. it’s a win-win for everyone.

Areas Covered in the Session:

• Recognize the difference between orientation and onboarding: They are not the same, you need both
• Identify the building blocks of an effective onboarding program: The 4’Cs: compliance, clarification, culture, connections
• Review a toolbox of five best practices, with real-world examples, for implementing an onboarding program in your organization
• Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire’s manager
• Learn how remotely or hybrid onboarding can build connections and communication to get everyone on the same page
• Don’t keep them in the dark. Know the 5 key questions every new employee wants answered and how to respond to enhance their engagement

Who Will Benefit:

• CEO’s
• COO’s
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Human Resources Professionals

Overview: Are your top talent engaged? Do they feel committed to the work they are doing? Do they brag about your company to others as a great place to work? The best way to find out what your employees think and how to retain them is to ask them. Not just "How’s it going?", but specific questions to get specific answers. Its aim, quite simply, is to learn what motivates your top-talent employees to continue working for you and the organization. How well are their objectives or dreams being fulfilled? Which aspects of their work do they enjoy the most? Which do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere?

Therefore, stay interviews will help managers and leaders understand their talent's goals and how to ensure they will continue to be engaged and excited about their jobs. It will help managers understand why these employees stay so that those important factors can be reinforced. It will also signal their frustrations which then can be dealt with before they drive the employee to start looking elsewhere. Finally, the stay interview becomes an opportunity to continue to build trust with your talent and a chance to assess the degree of satisfaction and engagement that exists within your department or team.

Why should you Attend: A recent LinkedIn news article titled "Exit Interview, Meet Stay Interview" states:

“Scores of people are leaving jobs for greener pastures. That's a lot of exit interviews. While the Great Reshuffle is upon us and looks to continue well into 2023, a new kind of interview is growing in popularity - the stay interview. It's a conversation not focused on reasons for quitting, but rather on why workers are staying put. It's part of an effort to "dial-up retention efforts during the record turnover."

Do you want to dial up your retention efforts? Adding stay interviews to your engagement and retention strategies will help your organization retain your critical talent so they won’t be motivated to seek out greener pastures. It’s the single best tool you can give managers.
The benefits are:

• They motivate the employee: They’re excited simply by the fact that the organization is concerned about their future and that their manager took the time to consult with them
• They’re personalized: Unlike surveys and many other retention tools that are primarily focused on what excites many employees, this approach is customized to a single identifiable individual and their needs and wants
• They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major turnover triggers

Areas Covered in the Session:

• Identify five key factors that impact an employee’s desire to stay or leave
• Recognize four possible "triggers" that cause the employee to consider leaving
• Learn how to ask probing questions and conduct effective, efficient stay interviews
• Survey a list of eight retention actions to increase employee’s loyalty and commitment
• Review a sample of stay interview questions and develop your own customized list to ask
• Discover how to develop stay plans for your employees and manage accountability
• Study a simple "how-to-toolkit" Who to select, the timing and frequency, the interview format, and ways to handle common problems that arise

Who Will Benefit:

• CEO’s
• COO’s
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Human Resources Professionals

Overview: We are finally coming out of an incredibly challenging and stressful couple of years and are moving into a still uncertain 2023 and beyond! Life and the workplace have changed and this new normal will continue to evolve for some time. So, why as a senior leader, or line manager or human resource professional, should you be concerned with succession planning when you have so many other problems and demands to deal with? The reason is that the pandemic and post-pandemic years have created massive challenges to every organization- big and small. Therefore, effective leadership, at all levels, will be more crucial than ever to thrive in this new normal.

The goal of succession planning is to continuously identify and develop high-performers capable of meeting the present and future needs of your team, department, or business. Through the real-world succession planning process outlined in this webinar, you then can recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement into ever more challenging roles. This will guarantee that you have a strong leadership bench on hand to quickly fill new or vacated role as well as deal with the unexpected challenges that can occur during this new normal.

Why you should Attend: Succession planning is not just naming the new CEO. In fact, it's not about putting a name behind a title at all. That is called replacement planning. And when it is only used during times of crisis - when a company must name somebody to fill a vacant role quickly - that’s not succession planning either. That is crisis management!

Therefore, best-practice organizations utilize succession planning to not only prepare for potential leadership challenges, but also to rely on such plans to develop and maintain the strong leadership that is required to grow and keep pace with changes in their business, industry, and overall marketplace. Succession planning will continue to become more integrated into the everyday life of organizations, moving from a formal ‘annual event’ to become a part of the daily fabric of doing business

Realize that all organizations are only as strong as their leaders. High performing organizations make leadership development, at all levels, a top priority. So how does your organization shape up? Which of the top best practices are being used in your organization to develop leaders? Which of these practices should you consider adopting to develop your future leaders?

This webinar will cover these key areas for effective succession planning.

• How to identify your potential leaders who can assume greater responsibility in the organization
• How to build leadership competencies that will be required for positions today and the future
• How to support the leadership development of your top talent as well as your high potentials

Areas Covered in the Session:

• Learn the 3 reasons why succession planning is so essential during times of rapid change
• Compare succession planning vs replacement planning: They are different!
• Discover the seven deadly sins of succession planning: What not to do!
• Appy the seven best practices of succession planning: How to make it work!
• Examine the pros and cons of internal vs external to fill specific positions: Which is better?
• Understand the 70-20-10 rule for developing your future leaders: What it is and how to use it
• Utilize the Center for Creative Leadership’s 3 key elements for leader development: Assessment - Challenge -Support

Who Will Benefit:

• CEO’s
• COO’s
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Human Resources Professionals

Overview: Yes, we are in the midst of a “new normal” that is creating massive challenges to every organization, big and small in all industries. So, why be concerned with culture when you, as a manager, or supervisor, or team leader have so many other problems to deal with? The reason is that this “new normal” creates massive challenges for your department, your team, as well as your employees. Besides the personal adjustments they are making in working remote or hybrid, their working style-habits and behaviors-will also need to adapt to the many changes that are occurring. In reality, culture should not be considered as a touchy-feely, but rather as a bottom-line component of a business. It’s about the day-to-day interactions between leaders and staff; between managers and supervisors and their team member; between the various departments and your customers or clients. In other words, it’s pervasive throughout the organization and it can enable a company's success or be the key to its undoing.

Therefore, it will require all managers, supervisors, team leaders at all levels to develop new or retooled managerial practices to effectively lead in this very changing workplace. In this webinar you will learn how to get a good read on the cultural issues of this “new normal” as well as the tools to build a positive, engaging culture especially for the Gen Z and Millennial workforce.

Why should you Attend: Are your people working harder yet performance is still below par? When a leader spends too little time managing performance, here’s what happens: small sparks turn into creeping flames that, if not doused, quickly grow into raging fires. Work starts slipping through the cracks. Resources are squandered. Deadlines are missed. You’re constantly playing catch up.

However, great managers and supervisors regularly keep each team member informed about his or her work performance. If this is not done, you will probably be spending more of your time fixing problems rather than getting your work done. Yet many managers and supervisors are uncomfortable with discussing performance issues with employees.

This webinar will give you the tools to:

• Improve Poor or Marginal Performance that will focus the employee on the specific performance issue, uncover the “real “reasons, and jointly agree upon specific actions to solve the problem
• Change Poor Work Habits such as inappropriate dress, lateness, etc. that you will need to handle it immediately before it spreads to the rest of the workgroup
• Recognize Good Performance that will motivate to higher performance as well as maintain improved performance and avoid slippage back to old ways

When you provide coaching that is positive, constructive, and reinforcing, it will motivate and engage your employees to strive for high performance and productivity.

Areas Covered in the Session:

• Understand the reasons why Peter Drucker says: “Culture eats strategy for lunch”
• Discover why culture is like an iceberg: What’s above and what’s below the water line
• Identify and examine the six key elements of culture in every business or organization
• Review five daily ways effective leaders can communicate and reinforce company culture
• Recognize what successful leaders know and do that helps them avoid cultural traps and misfires
• Learn six tactics to support your Gen Z and Millennial workforce – keeping them productive and engaged

Who Will Benefit:

• CEO’s
• COO’s
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Human Resources Professionals

Overview: Being able to deliver an effective presentation is a critical skill in today’s workplace. It could be speaking to a large group of peers or employees; or addressing a major client or prospect; or even influencing senior management to fund a project; or some other situation that can impact your credibility as an effective manager or leader. If this thought makes you nervous, you are not alone. Jerry Seinfeld tells a hilarious joke about how many of us are so terrified of public speaking that we would rather be in the casket at a funeral versus delivering the eulogy.

The “Good News” is you can quickly develop the speaking skills to present yourself as prepared, poised, and professional! This webinar will provide you with winning tips and techniques to conquer your nervousness; or the fear that someone might stump you with a hard question; or the anxiety that you may come across as a boring speaker who puts the audience to sleep; or other challenges that are holding you back from making effective presentations.

So, instead of just talking at the audience, make sure you stand up and deliver with calm, confidence, competence, and command!

Why you should Attend: What are powerful speaking skills? It’s not how loud you are or how much information, slides or charts you present. Rather it’s how quickly you can engage the audience; keep their interest throughout your presentation; and most importantly, be able to communicate your ideas, positions, or viewpoints in a way that your message not only informs, but also motivates and influences people to take action.

However, powerful speaking skills do not come naturally to most people. And, even gifted speakers, follow a formula or roadmap: It’s called the “Five S’s for Success.” These 5 speaking factors are the absolute essentials for delivering impactful, insightful, and informative presentations.

• Strategy: Understand your audience, who they are, what they need, what’s important to them
• Structure: Prepare your content: Title, introduction, evidence, stories, summary, ending
• Style: Deliver the content: Focus, body language, energy, word choice, pace
• Spark: Quickly build rapport, credibility, enthusiasm, with the audience
• Self Confidence: Project calmness, competence, and command

This webinar will focus on each of these “Five S’s” as well as provide practical and innovative speaking techniques that will help the anxious beginner, who wants to be the best presenter they can be, as well as the more experienced, who wants to gain some new tips to incorporate in their future presentations.

Areas Covered in the Session:

• Examine the 5 S’s or building blocks for an effective presentation
• Learn to organize your presentation: Opener - Main Points - Ending
• Grab the attention and connect with the audience right from the start
• Take the nervousness out of speaking by practicing stress techniques
• Review 7 tips to enhance your presentation style and build self-confidence
• Learn to handle tough questions, sensitive situations, 3 kinds of difficult people
• Develop your confidence to present in various situation and setting, online or in-person

Who Will Benefit:

• CEO’s
• COO’s
• Directors
• Chief Learning Officer
• Directors
• Managers
• Managers and Supervisors
• Team Leaders
• HR Leaders and Professionals and anyone who are required to make presentations