Management Skills Programs for New and Experienced Line Managers and Team Leaders
		Leadership Development Programs
		Programs for Human Resources Teams and HR Leaders
		Team and Staff Development

Management Skills

Introduction to Coaching Skills for Managers and Team Leaders
(MGMT 110; 1 day)
This course is designed to instruct participants in the core coaching skills and tools used by managers and team leaders. Participants will learn a basic coaching conversation model, review key coaching applications (high performer, low performer, etc.) and learn how to focus the coaching on productivity and performance improvement. Participants conduct role plays and receive feedback from peers.

Coaching For Performance and Accountability
(MGMT 210; 2 days)
This course is designed to provide comprehensive instruction coaching and performance management skills and tools used by managers and team leaders. Participants will learn a basic coaching conversation model; an advanced reflective listening model based on emotional intelligence competencies; review key coaching applications (high performer, low performer, etc.) and learn how to focus the coaching on productivity and performance improvement. Participants will conduct several structured role plays and prepare for an actual coaching session using a situation from their workplace. Participants receive feedback from peers. Two hours of follow up telephone coaching sessions are provided for participants.

Emotional Intelligence for Leaders and Managers – Workshop and Assessment
(MGMT 125; 2 days)
This course is designed to provide an overview of the importance of emotional intelligence as a competency that managers can use to motivate and build effective work relationships. Participants will participate in a 360° EI Assessment, participate in an introduction seminar and receive their assessment results. Participants will also create an action plan and receive three hours of individual telephone coaching.

Managing Diversity
(MGMT 310; 1 day)
In this workshop, participants will examine the role of the manager/supervisor in creating an inclusive high performance workplace. Participants will review a contemporary model for diversity and acquire an understanding of inclusivity and the standard and emerging dimensions of diversity. Other topics include an appreciative dialogue in which participants explore how their past impacts the assumptions and beliefs that they have about differences. Participants will also review basic management tools and processes to effectively manage diversity and performance. Learning activities include role plays and case studies, peer feedback, personal case studies and action planning.

Project Management for Team Leaders and Managers
(MGMT 340; 2 days)
This course is designed to provide an introduction to the basic principles and tools for effective project management. Topics covered include defining the project goals and outcomes; implementation strategies; planning tools for effective resource identification and allocation; time planning tools (PERT, GANTT); and project effectiveness evaluation. In addition, participants will review team structures and roles, determining project team competencies and related staffing topics.

Planning and Conducting Effective Performance Evaluations
(MGMT 130; 2 days)
This course is designed to provide an overview and hands on skill practice on the skills and tools used to plan and conduct effective performance evaluations.

Participants will discuss the key stages of the yearly performance cycle; practice how to complete required documentation; and practice how to create measurable goals based on competencies and desired measurable outcomes. Participants will also discuss the shared accountability between manager and staff members for identifying performance issues and achievements; giving and requesting performance feedback and improving performance. Participants will practice role plays and prepare an action plan.

Management Skills for Emerging and Newly Appointed Supervisors and Managers
(MGMT 140; 5 days)
This course will provide an introduction to the role of management and core management process. Key topics include planning, organizing, motivating, managing change, managing performance, delegation, teambuilding and communication. Participants will receive an introduction to Situational Leadership™ and practice applying this model in role plays and case studies. Participants will create a personal development plan for themselves and an action plan for performance improvement in their units. Learning activities include simulations, self-assessments, peer feedback, case studies, role plays, videos, facilitator feedback and receive 3 telephone coaching sessions during the following sixty days.

Leadership Development Programs

Leading and Managing for Accountability and Results
(LDR 110; Nine days scheduled over a six to nine month period)
This course is designed to provide intensive instruction in the core leadership and management skills required for successful individual, team and organizational performance. Topics include the role and responsibilities of leaders in organizations; creating a personal vision and values statement for public service and implementing that vision in one's work unit; introduction to leadership models for managing change; managing performance through goals and measurements; creating empowerment and accountability for results; positive politics and creating support and other topics. Participants will conduct self-assessments; receive peer feedback; conduct role plays and skill practices during the sessions. Participants will identify or create an individual leadership project for implementation during the workshop. A 360° Leadership Skills Assessment is conducted at the beginning of the program. Participants will receive 6 hours of individual telephone coaching to support implementation of individual action plans.

Leading Change
(LDR 310; 2 days)
This course introduces participants to state of the art models for achieving change in the public and private sector. Participants will review selected classic change models and then apply these models in analyzing what is working and not working in change efforts currently underway in their organizations. Participants will also be introduced to a model for understanding resistance that demonstrates ways to use resistance as one of the forces that can actually support the change effort. Participants will review the core skills and characteristics of effective change leaders and conduct a self-assessment. Instructional techniques include lecture, case studies, role plays and action planning.

Leadership for Minority Managers
(LDR 410)
Leadership for Women
(LDR 450)
This is a highly customized program designed for a Cohort group of up to twenty participants. In addition to the material covered in Leading and Managing for Accountability and Results–LDR 110, participants will discuss the unique challenges that people of color and women experience in organizations, especially when they take on leadership roles.

African American Women in Leadership: Strategies for Success
(LDR 510)
Increasingly, African American Women in the public and private sector are assuming positions of leadership only to find themselves battling issues of race and gender that may potentially undermine their role and authority. Too often, stereotypes of the bossy, aggressive, "angry black woman" affect how African American women see themselves and how they relate to each other, resulting in feelings of isolation, defensiveness and mistrust. In this workshop, participants will have an opportunity to explore issues of leadership, competition and power amongst ourselves and with others in the workplace. Participants will discuss ways to leverage our personal strengths, learn from each other's experiences, and build dynamic support systems with other African American Women. Individual coaching is included in this program. In addition, the supervisors of the participants join for one of the sessions. This program is customized to the organization's needs. Length of program and other elements vary.

Human Resources Skills

Consultation Skills for Human Resource and OD Professionals
(HR 110; 3 to 6 days)
This workshop introduces participants to the core processes for effective internal consulting. During the workshop, participants will review the contracting process through case studies and roles plays. In addition, participants will review issues of power and role clarification for internal consultants. Participants conduct action learning projects between sessions. Participants will receive peer and facilitator feedback during the session and create a personal development and action plan. Optional telephone coaching between sessions is available.

Coaching Skills for Human Resource Professionals
(HR 120; 4 days over 3 months)
This course is designed to improve the coaching skills of human resource professionals. Participants will be introduced to core coaching models and plan how to apply those models to the unique role played by the HR professional as coach and to their own coaching style. Participants will explore the issue of role clarification and role conflict as the HR professional moves from coaching to policy enforcement, for example. Issues of power when coaching senior level managers will also be addressed. Other topics will include emotional intelligence; techniques for fostering coachee accountability; coaching across cultural differences; coaching “in the moment” and other advanced techniques. Participants will receive a model and process for obtaining feedback from coaching clients. Participants will also receive three hours of telephone coaching during the program.

Train the Trainer: Introduction to Effective Facilitation of Adult Learning (HR130; 4 days)
This course is designed to introduce non-trainers (managers, team leaders and subject matter experts) to the core skills used to teach adults. The course provides an overview of the key principles of adult learning, a self-assessment against an effective facilitator behavioral model and basic adult learning techniques. Participants will receive hands-on practice in using these tools with peers and receive feedback including a videotape of a presentation.

Advanced Train the Trainer: Design and Facilitation of Adult Learning (HR135; 3 days)
This course is designed to introduce non-trainers (managers, team leaders and subject matter experts) to basic principles of instructional design. Participants will select a content area, design a short training module, conduct the module and receive feedback including a videotape of their presentation. Familiarity with the fundamentals of adult learning is required through HR 130 or equivalent training or experience.

Team and Staff Development

Effective Teams
(STAFF110; 2 days)
This workshop is designed to introduce participants to the skills and tools used by high performing teams. Topics include identifying and clarifying team objectives, goals, values and outcomes; meeting management and decision making; conflict management; team leadership models and building support through networks with other stakeholders in the organization. Instructional methods include role plays, simulations, team learning games, videos and peer feedback. Especially recommended for intact work teams, this workshop can be conducted in a retreat setting or as a stand alone workshop.

Diversity in the Workplace
(STAFF 140; 2 days)
In this workshop, participants will examine the importance of diversity in the public sector workplace, the impact of changing demographics on the workforce and emerging issues and opportunities. Participants will examine their personal diversity paradigms and how those beliefs have helped them become an effective team member. Participants will practice skills that are helpful in dealing with cultural clashes, coping with ambiguity and change and other areas. A personal action plan for future growth and development will be completed.