Our workshops are designed to help managers build stronger working relationships with their employee. These can be delivered in simple one-hour webinars or more detailed half or full day workshops complete with assessment and workbooks. The workshops can be delivered on line or in house depending on client needs and goals. Participants in these workshops will take away the skill sets required to build employee engagement and a motivated, committed high-performance workforce. Our workshops can be combined as a 4-day workshop or a series of days with application time in-between (for example: each workshop on its own or as a 4-element program running over several weeks or months)
WORKSHOP ONE-ENCOURAGING THE HEART
Leadership Skills Learning Workshop: The ability to recognize, appreciate and value employee effort and contribution is a cornerstone of employee engagement. Learn the key components of successful recognition and understand how leaders can cultivate the desired attitudes, behaviors and results through encouragement and appreciation.
Managers will learn why recognition is needed in the workplace and how they can use recognition practices and principles to cultivate higher performance. The session will explore how to link recognition with key goals and objectives so that all employees know what is important to the organization and feel valued and recognized for their contribution and effort when these goals are achieved. In addition, managers will learn how effective recognition directly impacts and affects employee morale and team spirit.
- Formal, Informal and Day to Day Recognition Techniques and Strategies.
- The “Seven Essential” Tenants to Successful Recognition.
- Trends in Recognition and What Survey Results Repeatedly show regarding current Employee Recognition Efforts.
- How Managers who use Non Monetary Recognition Compare to Managers who Dont
WORKSHOP TWO-MANAGING FOR EMPLOYEE ENGAGEMENT
Leadership Skills Learning Workshop: Managers learn why employees disengage and what factors cause the work experience to fall below expectations. We identify three key steps/techniques managers can employ to motivate and engage employees and how this develops strong working relationships.
- A review of the three underlying factors that cause disengagement: Anonymity, Irrevelance and Immeasurement.
- How managers will know if employees are miserable or disengaged and how they can overcome these challenges.
- How you can use this knowledge to Manage Your Team for High Employee Engagement
- Key Tenants and Best Practices of Employee Engagement
WORKSHOP THREE-CREATING A GREAT WORKPLACE
Leadership Skills Learning Workshop: This program is driven by an understanding of the Great Place to Work® Model, an accessible and indispensable framework for building great workplaces. Through a basic understanding of the model, illustrative best practices, and structured exercises, participants leave with an understanding of what it takes to create a great workplace and the ideas, inspiration, and action plans to begin creating one.
Specifically, if employees believe their leaders to be credible, respectful, and fair — they trust them. They also take pride in what they do, and they share a sense of camaraderie with their coworkers. Without trust, pride, and camaraderie, any measure of business success is diminished. Therein lies an important insight. Because the relationships you create matter, you are the critical difference between a very good company and a very great company. In the best companies, leaders at all levels have a strong commitment to creating strong ties between the employee and the organization. Indeed, enhancing trust, pride, and camaraderie in the workplace is the central task of effective leadership in today’ s organization.
As part of the program, participants will . . .
- Examine the essential elements of a Great Place to Work®, especially the crucial role of trust
- Build an understanding of the key role that managers play in building a great workplace
- Identify opportunities and generate ideas for ways managers can make change to improve the workplace culture/environment, within their scope of responsibility and
- Become familiar with tools that can be used to make a positive impact in improving the workplace.
While managers at all levels will find the content of this program useful in building trust in the workplace, this program is particularly useful to front-line managers who have daily interactions with employees. Additionally, human resource professionals will find the content useful in designing policies and practices that maximize trust-building in the organization. The relationships between employees and their leaders, between employees and their jobs, and between employees and each other are the indicators of a great place to work.
WORKSHOP FOUR-THE TRUSTWORTHY LEADER
Leadership Skills Learning Workshop: These times demand leaders we are inspired to follow—leaders we can trust. But how do leaders develop and build trust with their employees? “The Trustworthy Leader” program was developed on research by author Amy Lyman and Great Place to Work® Institute. The material covered will help your leaders develop the skills and competencies necessary to build and sustain trust levels with colleagues and employees. Participants will learn the virtuous circle of “Trustworthy Leadership” and the six elements that comprise the virtuous circle (Honor, Inclusion, Followership, Sharing Information, Developing Others and Uncertainty to Opportunity). Building trust levels helps managers build stronger bonds and working relationships with their team: relationships that cultivate higher engagement and generate higher performance.
People who succeed at being trustworthy leaders under the pressure of current business conditions have three things in common:
- They have a profound desire to lead and be of service to others.
- They are willing to jump in and put their abilities and talents to the test—every day.
- They demonstrate a willingness to learn.
This program will explain the concept of trust and why it is some important to strong, productive working relationships.
Trustworthy leaders draw on all of these elements to embrace uncertainty as they find and purse the opportunities the organization needs to prosper and grow.