Pack of SEVEN : OnDemand HR Courses by Larry Johnson

Overview: Disagreement is hard but necessary. Things don’t change or improve unless we express our differences and arrive at workable solutions. Unfortunately, many people do not have the skills to do this effectively. Either they don’t speak up and make their opinions known, or they push their point of view so hard that they offend others and the discussion escalates into a battle of wills or a clash of personalities. Developed by renowned trainer and speaker, Larry Johnson, Constructive Disagreement is a no-nonsense, webinar that will give you the skills to resolve conflict positively so that results are achieved and relationships are left intact.

Why you should Attend: You will learn to use tools and techniques that will improve the outcomes of any disagreements you may have with colleagues, subordinates and even your boss.

Areas Covered in the Session:

• Confront tough issues with customers, co-workers, and your boss and still maintain positive relationships with them
• Keep confrontive discussions from escalating into arguments
• Avoid defensiveness when you are confronted
• Use a three-step model to identify which issues are worth confronting
• Negotiate solutions to differences of opinion without giving in or giving out
• Win a fair hearing for their point of view
• Focus on problems and solutions, not on blaming others

Who Will Benefit:

• Anyone who works in an environment where differences of opinions happen

Overview: As managers, we all want our teams to excel – to be the very best they can be. If you want your team to produce more, serve customers better, work together more smoothly, and quit less, this webinar is for you. If you want to be the kind of boss everybody wants to work for, this webinar is for you. If you want to raise the odds your team will succeed and your career will blossom, this is the webinar for you. According to research by Gallup, “70% of the variance in team engagement is determined solely by the manager.” This means you, as a manager affect virtually every part of your team's success. Based on solid scientific principles and proven performance, you will learn to use tools and techniques that will transform your team into a positive and productive powerhouse.

Why you should Attend: Question: What do Marriott, USAA, Cisco Systems, Kronos, St. Jude Children's Research Hospital and Southwest Airlines all have in common?

Answer: Because they have company cultures in which employees LOVE to come to work. They regularly appear on Best Places To Work lists published by the likes of Fortune, Glass Door, Forbes., and Inc. Magazine.

“So What?” you say. ”These companies may be awesome, but I don’t have the power the CEOs of these companies have to create such cultures.”

Answer: It doesn’t matter. Pay, perks, gourmet cafeterias and on-site ping pong tables have little to do with it. How employees are lead, however, does. This webinar will show you how to lead your team like Best Places To Work companies are lead so everyone will work harder, enjoy their jobs more, and stay loyal longer.

What Makes This Webinar Different?

This webinar is designed for Everyday Frontline Leaders, not for CEOs, upper managers or executives, although those folks may want to sit in to support the efforts of their Everyday Frontline Leaders.

Here’s what you’ll learn:

• The six most important actions a manager can take to keep team members motivated - and none of them cost money
• The advantages and limitations of perks & benefits - and how to apply them effectively
• Proven tactics to improve productivity and engagement - based on established research, these tactics really work
• How to create a climate of trust, which, according to research leads to higher productivity, lower employee turnover and increased customer referrals
• Strategies to build morale and increase excitement
• Lessons learned from Google and other Best Places to Work
• How to motivate your team without money
• How to become the manager everyone wants to work for
• Lessons learned from the worst manager you ever had
• Getting bad apple employees back on the company bandwagon
• Performance feedback do’s and don’ts: strategies to maintain morale
• The biggest killers of employee trust and how to avoid them

Areas Covered in the Session:

• Implement lessons learned from Google and other Best Places to Work
• Apply tactics to improve productivity and engagement
• Motivate your team without money
• Raise productivity
• Reduce employee turnover
• Energize yourself and your team
• Become the boss for whom everyone wants to work
• Implement a list of Dos & Don’ts every manager/supervisor should practice

Who Will Benefit:

• Anyone who is a Team Leader
• Supervisor or Manager - or wants to be one

Overview:

• Who takes up more of your time than any other employees?
• Who keeps you awake at night, wondering what they’ll do next?
• Who distracts you and your team from its mission?
• Who do you wish would "get with the program?"
• Who do you wish would just "go away?"

That’s right - EMPLOYEES FROM HELL. Want to do something about them? In this dynamic webinar, Larry Johnson will give you:

• A simple method for diagnosing aberrant employee behaviors
• 6 key steps to confront unacceptable behaviors
• Follow-up tactics that ensure problems get solved for good

It has been said that people are your greatest resource - and it’s true. Great organizations are made up of great people. It is also true, however, that:

• One non-performer can lower the standards of performance for everyone
• One bad actor can affect the morale of those around him
• One disruptive character can make life miserable for those who work with her and especially for you

In this webinar, you’ll learn techniques to deal effectively with these problem children so they either become productive members of your team or go away.

Areas Covered in the Session: Determining Your Strategy

• Creating a culture of positive accountability
• A fresh approach to rewarding the behaviors you want
• One question that will tell you how to proceed
• Three factors you must consider to determine if the person is worth the energy required to save them
• Keep them or fire them - a simple method for calculating the trade-offs

Conducting The Intervention

• Preparing yourself so you’re likely to succeed
• Six steps to follow that will raise the odds your EFH will change
• Do’s and Don’ts that will reduce the odds you’ll end up in court

Following Up

• The "Ross Perot" technique for dealing with behavioral slippage
• When and how to cut your losses
• Respite for your conscience - why you shouldn’t beat yourself up for doing what’s right

Who Will Benefit:

• Anyone who works with other people

Overview: If your employees are working from home temporarily because of COVID-19 or they are permanently assigned to work remotely, managing these far-flung individuals can present challenges for any manager or team leader. Are they putting in the hours you expect? Are they overworking and burning themselves out? Are home distractions like doing the laundry and taking care of their children interfering with their work? Are they feeling isolated or even depressed? Are they using their time to search jobsites for other employment? Yikes, questions like these can cause you to worry and even lose sleep.

This webinar offers you tools to manage folks from afar so the work gets done, your people are likely to stay with you, and you can get more sleep.

Areas Covered in the Session:

• How to overcome the most common obstacles of success remote team management
• Four key success factors that will make or break your remotely located team
• Five techniques for building trust (in addition to being trustworthy yourself)
• A hierarchy to determine which communication platform to use for the best results
• Email rules of engagement
• How to avoid “Zombie Meetings”
• Tips for keeping your remote personnel informed and involved
• One major rule for conducting corrective conversations with remote team members
• Follow-up tactics to ensure work is progressing toward successful outcomes
• Communication tools that are proven to help virtual teams stay on the same page
• How to measure work progress so you know they are working as expected
• How to keep team members from feeling isolated
• Tools to help you sleep at night, knowing your team is on track
• The latest virtual platforms available to help you coordinate your team
• When to use email vs Skype vs Webex, Zoom, GoToMeeting and other platforms
• The Empowerment Pyramid® to determine appropriate levels of virtual delegation
• How to avoid the Dreaded “Bob” syndrome which can sabotage remote team effectiveness
• How to conduct virtual meetings so they have the best results
• How to make transparency work so everyone feels connected
• Four key motivation techniques to inspire remote folks to stay up and stay productive

Who Will Benefit:

• Anyone who works with other people

Overview: In most organizations, if you are the best at your craft, it’s likely you’ll be selected to be the next supervisor or manager. The irony is that you now spend less time doing what you are really good at and more time doing things you have little or no training to do. One study found that of all the training we receive in our career, 95% is focused on task and job skills and only 5% supports the kind of skills you need to manage others. Skills like communicating assignments, setting deadlines, resolving disputes, dealing with employee problems and inspiring your team to excel.

In this 90 minute webinar, Larry Johnson will give you answers to some of the common problems new managers face like:

• Making the psychological leap from doer to manager – this can be challenging if you’re not prepared to deal with the feelings that come with going through a major role change
• Managing friends – becoming your friend’s supervisor can have impact on your relationship. You may have to establish new ground rules and behave in a different way when you are in the presence of other team members
• Avoiding the five most common mistakes new managers make – none of which are guaranteed to sabotage your success but have the potential to do so
• Adjusting your leadership style to match the needs of those you are leading. This webinar provides you with a model to know how, when and where to adjust if necessary
• Establishing your authority and the respect of your team
• Delegating for results
• One question that can eliminate communication SNAFU’s with team members and others
• Applying the wisdom of Bear Bryant to keep people motivated and loyal
• Using a model that helps you give the right amount of authority for each task you delegate
• Holding people accountable for performance
• Following a prescribed Conversational Roadmap for conducting tough conversations that will get results and not fracture relationships
• Applying the Pygmalion Effect to bring out the best in your team
• Motivating people to excel
• Using recognition and praise to bring out the best in people without turning them off
• Adhering to 13 Do’s & Don’t that will raise the odds you will succeed as a new supervisor/manager

Why you should Attend: Anyone who’s been a manager will tell you that there is a huge difference between doing the work yourself and managing other people to do it.

• Instead of doing what you love, you spend your time in meetings, filling out forms, writing projections and dealing with personnel problems
• Instead of attending to the quality of the work you do, you must make sure the quality of the work your team does is up to snuff
• Instead of just making sure you get to work at 8:00AM, you now have to worry that your team arrives at 8:00AM
• Instead of worrying about whether your work is turned in on time, you must worry that your team is turning their work in on time
• Instead of ignoring toxic team members, you have to do something about them
• Instead of leaving every day at quitting time, you often must stay late to resolve problems that were unresolved during the day
• Instead of being able to confide in the members of the team about everything, there is often organizational information you must keep to yourself
• Instead of being able to gossip with team members, you must exercise good judgement and not do so
• Instead of being everyone’s friend, you must observe new levels of decorum when interacting with people on the job

These and other changes can be daunting to the new manager or supervisor. Research has shown that such changes can have psychological effects on you like depression and unexplained feelings of anger.

Meanwhile, as a supervisor/manager, you are expected to maintain a professional decorum, treat everyone fairly, make good decisions and keep an eye on everything happening in your shop. None of this is easy, but the rewards can be great. You get to:

• Help your team resolve problems
• See your team members grow
• Have a greater impact on the organization
• Raise the odds your career will grow
• Expand your influence
• Make more money (maybe)

So, it can all be worth it but daunting as well. In this webinar, Larry Johnson will offer you tips and ideas to make the transition from Doer to Supervisor/Manager easier and raise the odds it will be a successful journey.

Areas Covered in the Session:

• Making the psychological leap from doer to manager
• Managing friends
• Avoiding the five most common mistakes new managers make
• Adjusting your leadership style to match the needs of those you are leading
• Establishing your authority
• Holding people accountable
• Motivating people to excel

Who Will Benefit:

• Anyone who is new to being a Team Leader
• Supervisor or Manager

Overview: A recent HRDive study of managers found that “82% of respondents admitted that they have “limited to no” ability to hold others accountable successfully. On the other hand, 91% of respondents said they would rank ‘improving the ability to hold others accountable in an effective way’ as one of the top leadership development needs of their organization.” Larry approaches the issue of accountability from three perspectives:

• Creating a POSITIVE environment where everyone WANTS to do their very best. This means being the kind of manager/leader for whom people WANT to perform. Larry will share tips on how to be that kind of manager
• Clarifying expectations so everyone knows what represents success. Research has shown that when managers complain about employees not behaving accountably, a major cause can often be traced to the failure to adequately communicate expectations around accountability. When people have a different perception than you as to what is expected, their outcomes will very likely disappoint you
• Applying the rules of operant conditioning to ensure that accountable behavior is rewarded and non-accountable behavior is discouraged
• Using the principles of Graduated Empowerment so those delegated to will choose to demonstrate individual initiative to resolve problems and achieve goals
• Correcting those who insist on not taking responsibility. Larry will share his Conversational Roadmap to help managers turn this trend around

By the end of this webinar, you will be able to:
Apply three techniques for instilling a sense of job ownership in employees.

Use a formula for determining if an employee’s non-performance is a “can’t do” or a “won’t do” problem

Implement five strategies for changing the culture to be more accountable.

How to use public accountability in a positive way.

Apply an approach to giving feedback that changes behavior and gets results.

Keep employees from shifting their work back on to you.

Be aware of a key indicator that tells you when to let an employee go.

Why you should Attend: “It’s not my fault.”
“It’s not my job.”
“I didn’t know I was supposed to do that.”
“The shipment was delayed.”
“The printer ran out of ink.”

Excuses. We’ve heard them all.

• Do some of your employees see what needs to be done and take responsibility to do it while others either don’t see it or do see it and choose to not to act?
• Do some of your employees accept blame for their mistakes while others always try to blame others?
• Do some employees learn from their mistakes and improve, while others seem to never learn?
• Do some employees seem to be grateful for having the opportunity to work for you while others act like it’s an entitlement?
• Do you sometimes feel more like the parent of petulant children than the manager of responsible adults?
• Would you like your employees to accept responsibility for improving things and stop whining about what can’t be changed

In this webinar, Larry Johnson offers you practical strategies to raise the odds everyone on your team behaves responsibly every time with no excuses. It includes creating a culture that nourishes and rewards personal accountability on everyone’s part.

Areas Covered in the Session:

• Three critical aspects of expectations
• Strategies for establishing a culture of accountability on your team
• How to minimize whining, excuse making and other disagreeable responses
• Can’t Do vs Won’t Do” - Applying the “Million Dollar Litmus Test”
• Rules for giving effective feedback
• Conversational Roadmap for conducting accountability discussions

Who Will Benefit:

• Anyone who works with anyone they consider difficult

Overview: Difficult people--they are everywhere. Perhaps it’s a colleague who is continually disagreeable. Or it’s a subordinate who chronically complains about everything but never takes responsibility for fixing anything. Maybe it’s a customer who treats you rudely as if you are his personal servant. It could even be your boss, who acts like a playground bully when you ask her a question. Perhaps it’s a fellow teammate who gossips and even tells lies about you. Maybe it’s a person you depend on for results who continually misses deadlines and never keeps promises. It could even be a member of your family. Regardless of their role in life, these chronically frustrating folks waste your time, cost you money and can make your life miserable. You may wish they would just go away. The reality is that difficult people are here to stay. So it’s inherent on you to do something about it. You may say, “It’s hopeless, there’s nothing I can do to make them change,” and that is probably true – but there is usually something YOU can do to alter the situation.

In this fast-paced, information packed webinar, you will learn how to diagnose difficult people, analyze your options to deal with them and take action to improve the situation. In many cases, you may even enhance your relationships with the difficult people in your life. At the very least, you will learn strategies that will make your life more tolerable as you deal with them each day. The important thing is to know what might be your best course of action and act on it.

Why you should Attend:

• Identify the three key diagnostic indicators of difficult people - this is important because the techniques you will learn often lie outside the way we normally deal with others
• Work with the seven most common types of difficult people
• Develop a plan for dealing with your own personal difficult person, even if he or she does not fit into one of the seven common types
• Establish interpersonal contracts to prevent future problems
• Stand up for yourself without becoming overly aggressive - especially when working with bullies and pot shot artists
• Confront dishonesty and deviousness as it happens
• Prevent Potshot Artists from stabbing you in the back
• Stand up to the Office Bully, even if he or she is your boss
• Engage Silent Sulkers so they contribute more and bring others down less
• Get the best from Self Proclaimed Experts (aka Know-it-alls) so they contribute what they know with minimum damage
• Bring Conversational Ramblers to the point - even when they are intent on talking on and on and on and on
• Get Agreeable Andys to stop over promising and start delivering as promised
• Motivate Chronic Complainers to put up or shut up
• Keep a positive, healthy mental attitude for yourself
• During the Q&A at the end of the webinar you will have a chance to get answers on how to deal with the specific difficult person in your life

Areas Covered in the Session:

• Defining and diagnosing Difficult People
• Review of behavioral principles
• What drives people to be difficult
• Overall strategy for dealing with any difficult person
• Dealing with specific types of difficult people
• Tips dealing with your individual Difficult Person

Who Will Benefit:

• Anyone who works with anyone they consider difficult