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CATEGORIES & THEIR COURSES

Change is inevitable and our emotional reaction to change is real. How we manage and lead through change is a choice and a strategy. When change occurs, we have a choice regarding how we communicate it to others. This choice has a huge influence on where people stay stuck in the change process or if they move through change into a place of Exploration and Investment.

Organizational change is inevitable and constant, and it requires each of us to be adaptable and compassionate with ourselves, our peers, our direct reports, and our leaders as we transform into a larger organization.

This practical, hands-on workshop will provide supervisors and organizational leaders with communication tools to effectively lead through change to support the growth and success of the organization and its team members.

Effective managers understand how to apply a variety of skills, tools, and resources as needed to be successful. Whether it’s working together with employees to establish goals and expectations, motivating through coaching, feedback, and recognition, or adjusting to the added pressure and constraints of the management role, a manager must be comfortable wearing many hats. Throughout this program, managers will assess their current effectiveness, identify areas for improvement, and develop action plans for success.

The skill of effectively coaching employees is essential to a leader’s ability to help people develop their full potential and motivate them to contribute at their highest level. It is important to cultivate mindfulness and the ability to meet the individual where they are when in a coaching relationship. This means being aware of individual nuances including personality styles, personal perspectives, intentions versus perceptions, and career or personal goals and expectations. This practical, interactive workshop is designed to give leaders hands-on experience using coaching techniques in their work.

Leaders will learn and practice how to get into the coaching mindset and will be introduced to a toolkit of appropriate techniques for providing feedback and direction for employees. Helping leaders focus on where they have control and influence along with recognizing the individual styles and needs of each direct report, the leader can become a highly effective coach.

Employees want to grow and develop their individual skills so that they can be effective, competent, and productive. This workshop provides managers with the necessary techniques, skill sets and tools to help employees develop and maximize their own potential.

Effective managers understand how to apply a variety of skills, tools, and resources as needed to be successful. Whether it’s working together with employees to establish goals and expectations, motivating through coaching, feedback, and recognition, or adjusting to the added pressure and constraints of the management role, a manager must be comfortable wearing many hats. Throughout this program, managers will assess their current effectiveness, identify areas for improvement, and develop action plans for success.

'Dance like no one is watching. Email like it may be one day read aloud in a deposition.' – 21st Century Parable

This practical program provides tips and techniques for improving your digital communication habits and form. With a particular focus on email, we will review strategies to ensure you are using digital communication effectively and strategically.

DiSC is a personality assessment based on four primary styles: Dominance, Influence, Conscientiousness, and Steadiness.

Understanding your DiSC style and those of others provides insight that can improve rapport, communication, team effectiveness, customer service, and reduce interpersonal conflict. DiSC is used to increase individual and team performance and therefore bottom-line results. By establishing a common language that elevates the effectiveness of communication and teamwork, DiSC strengthens relationships which helps improve productivity and lead to better workplaces.

In this practical, interactive program participants will determine their own behavioral style through the use of the DiSC. Strategies for handling interpersonal conflicts, working more effectively on teams, and creating satisfying working relationships will be explored in a fun and engaging environment.

Understanding our own personal filters in terms of our thinking preferences and behavioral attributes and then developing the ability to effectively read the cues that other individuals provide to us about how they prefer to get information exponentially increases our ability to gather and deliver information in an effective manner.

Emergenetics® provides a framework for the different filters people use when reviewing information: For example, Analytical thinkers will prefer data, hard facts and research while Social thinkers need to relate to individuals on a more personal level, tending to be more sympathetic and empathetic. If you attempt to communicate with an Analytical thinker in a Social way they won’t see that you “get” them.

Because Emergenetics is built on the four thinking and three behavioral attributes that every person has, the pre-workshop individual profile will provide you a picture that showcases exactly where you fall on the spectrum for each one. There is no such thing as a Red, Blue or Green Person…because while you may have a preference in a particular style of thinking, you also have a part of your brain that likes other ways of thinking.

There are a wide variety of personality profiles on the market…so why Emergenetics? What makes this assessment stand out from Myers-Briggs, DISC, Insights, Social Styles and others? On a foundational level it comes down to science—the Emergenetics Profile has the reliability, validity and normative data that puts it in an industry-leading position.

Drawing upon more than 30 years of research, the Center for Creative Leadership has determined that the skill set known as 'Emotional Intelligence' is related to each of the specific behaviors associated with leadership effectiveness, including items such as participative management, the capacity to generate buy-in from team members, self-awareness and composure, the ability to build and mend relationships, resiliency to change and stress, and the ability to work effectively with those of different styles. A variety of other research has correlated from 25%-50% of individual workplace success directly to these specific skills.

Leaders and teams with high Emotional Intelligence scores consistently outperform individuals and teams that are primarily qualified on technical competencies alone. Handling the obstacles any organization and/or work-team faces at one point or another and continuing to innovative and insightful solutions is a sign of a highly functional team and exceptional leader.

Emotional Intelligence is a key part to getting to the core of what is wanted and needed by the individual as well as the organization as a whole. Most individuals, particularly those who have been promoted into a management or supervisory role, have at least some levels of inherent Emotional Intelligence proficiency. The good news is that these skills can be consciously learned and that no matter how high your current skill level may be, there’s room to improve and to take your personal and team leadership to the next level.

'Providing excellent customer service' . . . Everyone knows what that is supposed to mean. In fact, much of what is required is simply common sense–it just isn’t always common practice. What gets in the way? Difficult customers, difficult situations, and even difficult co-workers can hamper our ability to provide service excellence.

Building successful long-term account relationships requires utilizing a wide variety of customer service and communication strategies and continuous improvement tactics. Participants will leave this practical, high-energy workshop renewed, refreshed, and able to handle their day-to-day service challenges with more energy and enthusiasm as well as less stress and tension.

For over 90 years, the DiSC Model has provided individuals with a common language and set of tools to communicate more effectively. This highly interactive and fun course will provide individuals a better understanding of their personal behavioral style. It will also include a snapshot of activities that give individuals energy and identify things that tend to drain them. It will explore practical ways to approach others who may act differently in certain circumstances.

By bridging the communication gap through DiSC, individuals and teams will be able to reduce conflict, increase performance, and deliver greater results.

'The significant problems we face cannot be solved at the same level of thinking we were at when we created them.' – Albert Einstein

When faced with a conflict situation, our natural tendency is to want to change 'it'; when faced with a difficult person, we desire to change him or her. What we usually don’t consider is changing our habitual ways of dealing with conflict – changing our patterns of behavior that have not resulted in positive outcomes. We keep doing more of the same. Even new, seemingly positive skills that we try to use to deal with conflict are often attached to old ways of thinking and therefore, probably will not work.

Today’s high-paced, high-stress work environment is taking a toll on everyone but has a special impact on those service-based employees and administrators who are on the 'front lines' of the operation, interacting directly with the public, external customers, internal customers, management, vendors/suppliers, and other constituents. This humorous and helpful program provides a practical guide to providing quality assistance without losing yourself in the process. It offers field-tested methods for providing excellent service, calming customers and employees, reducing both physical and mental stress, and maintaining a healthy attitude.

Each participant will develop an individual toolkit of practical tips and techniques which can be applied to the job immediately and which will help you thrive—not just survive—in the line of fire.

'Providing excellent customer service' . . . Everyone knows what that is supposed to mean. In fact, much of what is required is simply common sense–it just isn’t always common practice. What gets in the way? Difficult customers, difficult situations, and even difficult co-workers can hamper our ability to provide service excellence.

Building successful long-term account relationships requires utilizing a wide variety of customer service and communication strategies and continuous improvement tactics. Participants will leave this practical, high-energy workshop renewed, refreshed, and able to handle their day-to-day service challenges with more energy and enthusiasm as well as less stress and tension

Participants in this customized workshop will learn specific techniques that can be used to provide truly outstanding customer service that will transform their customer relationships from 'vendor' to 'partner.'

This interactive program is appropriate for salespeople, account managers, customer service representatives—all employees who are the face of your organization to your customers. Everyone will be actively involved in the learning process to assure that skills gained can be put to immediate use. Your organization’s specific goals, processes, products, and methods will be incorporated along with hands-on practice and coaching/feedback to ensure implementation of the skills learned.

Nine out of ten employers can expect to receive a hostile workplace complaint every year. Having equal employment opportunity and anti-harassment policies in place is not enough to prevent a complaint – which can cost employers both hard and soft dollars in absenteeism, employee morale, lack of engagement, and legal fees. In addition to having compliance policies in place, employers must train employees and supervisors with regular frequency on this important topic.

This informative training session can be customized for managers or non-supervisory employees, or it can be delivered to a mixed audience. The session includes exercises that help us uncover our unconscious biases and identify situations that might arise in a workplace. A follow-up draft letter that may be sent from leadership after participants have completed the workshop.

This workshop is built on the assumption that everyone would prefer to work in a healthy and respectful environment. When people enjoy going to work, more gets accomplished; it’s that simple. Unfortunately, the only difference between a 'war zone' and some work environments is that one uses real bullets and the other uses verbal ones.

Healthy, respectful work environments don’t just happen; they are created. They exist because of a combination of factors, including employees who have the ability, awareness, and skills to create it.

The success of this program resides in the process of teaching: this concept is taught through a variety of methods, and this includes juggling. Juggling mirrors, the concepts so that participants not only hear the message, but they see and actively participate with the message. Because juggling invigorates different parts of the brain, people are truly stimulated: they enjoy it, remember it, understand it, and are changed by it

In comparison to other human resource issues, sexual conduct in the workplace is a particularly critical one because there are legal implications. It is critical that employees know what constitutes sexual harassment, the organization’s policy regarding sexual harassment, and what the law and courts have determined about sexual behavior in the workplace. There are two types of sexual harassment: quid pro quo and hostile work environment. It is important to understand the difference between the two. Employees and managers need to follow the organization’s guidelines, be clear about their responsibility, and know how to respond to a situation involving sexual harassment appropriately and effectively. Knowledge of what is and is not sexual harassment helps to minimize unfounded fears about the subject and serves as a preventive measure designed to maintain a harassment-free work environment. A look at gender communication styles and a discussion of the full scope regarding sexual/romantic behavior at work broadens the perspective of this session. This highly engaging workshop is designed to discuss this somewhat sensitive topic via an interactive, down-to-earth, non- threatening approach

As the U.S. workforce becomes more and more diverse, being able to successfully recruit and manage a diverse workforce becomes ever more critical. This session provides participants with information and skill-building opportunities in the following areas: Workforce 2050 – demographic changes; diversity – what it is and what it is not; diversity philosophy and program components; the business case for diversity; key diversity concepts, definitions, and terminology; culture, including organizational culture, concepts, and values; the diversity formula – how to help managers set expectations; recruitment and retention issues; how diversity links with change; skills and techniques for dealing with issues of communication and conflict related to diversity; and key concepts related to diversity leadership.

This program offers a safe place for participants to discuss how diversity issues play out in their organization. NOTE: The program can be tailored to address specific challenges within your organization’s workplace including legal implications of various actions (and non-actions), achieving, and maintaining a respectful environment, fallout from current/recent incidents, etc. The workshop can be conducted with individual contributors and/or supervisors and managers, with content adjusted accordingly.

Effective managers understand how to apply a variety of skills, tools, and resources as needed to be successful. Whether it’s working together with employees to establish goals and expectations, motivating through coaching, feedback, and recognition, or adjusting to the added pressure and constraints of the management role, a manager must be comfortable wearing many hats. Throughout this program, managers will assess their current effectiveness, identify areas for improvement, and develop action plans for success.

Creating and sustaining an inclusive, respectful work environment requires the active support of both the company and supervisors/managers. This workshop will focus on creating clarification as to what is an inclusive environment and what is not an inclusive environment. It will also provide support for managers and supervisors as they grow in their competency to manage a diverse workforce.

In comparison to other human resource issues, sexual conduct in the workplace is a particularly critical one because there are legal implications. It is critical that employees know what constitutes sexual harassment, the organization’s policy regarding sexual harassment, and what the law and courts have determined about sexual behavior in the workplace. There are two types of sexual harassment: quid pro quo and hostile work environment. It is important to understand the difference between the two. Employees and managers need to follow the organization’s guidelines, be clear about their responsibility, and know how to respond to a situation involving sexual harassment appropriately and effectively. Knowledge of what is and is not sexual harassment helps to minimize unfounded fears about the subject and serves as a preventive measure designed to maintain a harassment-free work environment. A look at gender communication styles and a discussion of the full scope regarding sexual/romantic behavior at work broadens the perspective of this session. This highly engaging workshop is designed to discuss this somewhat sensitive topic via an interactive, down-to-earth, non-threatening approach

The workplace can be a place of safety, hospitality, and respect–or hostility, intimidation, and harassment. Even though wanting everyone to get along is the first step to building and maintaining a respectful workplace, more than wanting is required.

Employees must first understand workplace policies that promote safety and prohibit harassment based on difference. They must also be given the tools to manage what appear to be the minor irritations of the workday and turn them into healthy interactions. In addition, they must learn conflict management skills that maintain respectfulness rather than building further conflict and have the opportunity to practice those skills in a safe environment in order to turn potential conflict into productivity.

If creating a safe, hospitable, and respectful work environment is your goal, then the proactive approach to understanding difference and managing conflict of this training is a must

Drawing upon more than 30 years of research, the Center for Creative Leadership has determined that the skill set known as 'Emotional Intelligence' is related to each of the specific behaviors associated with leadership effectiveness, including items such as participative management, the capacity to generate buy-in from team members, self-awareness and composure, the ability to build and mend relationships, resiliency to change and stress, and the ability to work effectively with those of different styles. A variety of other research has correlated from 25%-50% of individual workplace success directly to these specific skills.

Leaders and teams with high Emotional Intelligence scores consistently outperform individuals and teams that are primarily qualified on technical competencies alone. Handling the obstacles any organization and/or work-team faces at one point or another and continuing to innovative and insightful solutions is a sign of a highly functional team and exceptional leader.

Emotional Intelligence is a key part to getting to the core of what is wanted and needed by the individual as well as the organization as a whole. Most individuals, particularly those who have been promoted into a management or supervisory role, have at least some levels of inherent Emotional Intelligence proficiency. The good news is that these skills can be consciously learned and that no matter how high your current skill level may be, there’s room to improve and to take your personal and team leadership to the next level.

Imagine your workplace filled with creative, passionate, and committed people who felt they spent their time and energy doing meaningful and fulfilling work. A place where teams brought out the best in themselves and others. At the end of the day, you go home feeling more energized and refreshed instead of drained and depressed. Through Fully Engaged, you will learn more about yourself and how you can energize your life and work to make these things possible.

This highly interactive course focuses on tools and strategies to get the most from everyday experiences. When employees are fully engaged, organizations experience optimized performance, increased innovation, and maximized results.

Effective managers understand how to apply a variety of skills, tools, and resources as needed to be successful. Whether it’s working together with employees to establish goals and expectations, motivating through coaching, feedback, and recognition, or adjusting to the added pressure and constraints of the management role, a manager must be comfortable wearing many hats. Throughout this program, managers will assess their current effectiveness, identify areas for improvement, and develop action plans for success.

Have you ever attended a meeting that was longer than it needed to be? Have you sat through meetings that ultimately had no impact and felt like a waste of time? Put an end to ineffective meetings by setting clear expectations and training employees to facilitate meetings efficiently and effectively – saving valuable time and yielding real results. In this workshop, participants will learn how to define meeting objectives and contract for group commitment.

Employees play a critical role in the prevention of workplace discrimination, harassment, and hostile work environments. Employees are in a position to see and hear workplace communications that, without intervention, could become harassment or eventually lead to a hostile workplace. Smart employers engage their supervisors and employees at every level – using compliance training as an opportunity to address issues early – before they turn into problems.

Are your supervisors and employees able to identify appropriate and inappropriate workplace behaviors? Do they know what to do when they see or hear them? Are your employees actively helping you to create a positive, respectful work environment?

Nine out of ten employers can expect to receive a hostile workplace complaint every year. Having equal employment opportunity and anti-harassment policies in place is not enough to prevent a complaint – which can cost employers both hard and soft dollars in absenteeism, employee morale, lack of engagement, and legal fees. In addition to having compliance policies in place, employers must train employees and supervisors with regular frequency on this important topic.

This informative training session can be customized for managers or non-supervisory employees, or it can be delivered to a mixed audience. The session includes exercises that help us uncover our unconscious biases and identify situations that might arise in a workplace. A follow-up draft letter that may be sent from leadership after participants have completed the workshop.

In comparison to other human resource issues, sexual conduct in the workplace is a particularly critical one because there are legal implications. It is critical that employees know what constitutes sexual harassment, the organization’s policy regarding sexual harassment, and what the law and courts have determined about sexual behavior in the workplace. There are two types of sexual harassment: quid pro quo and hostile work environment. It is important to understand the difference between the two. Employees and managers need to follow the organization’s guidelines, be clear about their responsibility, and know how to respond to a situation involving sexual harassment appropriately and effectively. Knowledge of what is and is not sexual harassment helps to minimize unfounded fears about the subject and serves as a preventive measure designed to maintain a harassment-free work environment. A look at gender communication styles and a discussion of the full scope regarding sexual/romantic behavior at work broadens the perspective of this session. This highly engaging workshop is designed to discuss this somewhat sensitive topic via an interactive, down-to-earth, non-threatening approach

The workplace can be a place of safety, hospitality, and respect–or hostility, intimidation, and harassment. Even though wanting everyone to get along is the first step to building and maintaining a respectful workplace, more than wanting is required.

Employees must first understand workplace policies that promote safety and prohibit harassment based on difference. They must also be given the tools to manage what appear to be the minor irritations of the workday and turn them into healthy interactions. In addition, they must learn conflict management skills that maintain respectfulness rather than building further conflict and have the opportunity to practice those skills in a safe environment in order to turn potential conflict into productivity.

If creating a safe, hospitable, and respectful work environment is your goal, then the proactive approach to understanding difference and managing conflict of this training is a must

Are you nervous about the prospect of interviewing for another position?

Have you NOT applied for positions that interested you because you dreaded the job interview?

Have you been turned down for positions when you are confident you were the perfect fit?

In this practical, highly interactive session, we will identify the biggest interviewing faux pas, work through your nerves, and prep you for a stronger, more impressive interview experience.

Effective managers understand how to apply a variety of skills, tools, and resources as needed to be successful. Whether it’s working together with employees to establish goals and expectations, motivating through coaching, feedback, and recognition, or adjusting to the added pressure and constraints of the management role, a manager must be comfortable wearing many hats. Throughout this program, managers will assess their current effectiveness, identify areas for improvement, and develop action plans for success.

The skill of effectively coaching employees is essential to a leader’s ability to help people develop their full potential and motivate them to contribute at their highest level. It is important to cultivate mindfulness and the ability to meet the individual where they are when in a coaching relationship. This means being aware of individual nuances including personality styles, personal perspectives, intentions versus perceptions, and career or personal goals and expectations. This practical, interactive workshop is designed to give leaders hands-on experience using coaching techniques in their work.

Leaders will learn and practice how to get into the coaching mindset and will be introduced to a toolkit of appropriate techniques for providing feedback and direction for employees. Helping leaders focus on where they have control and influence along with recognizing the individual styles and needs of each direct report, the leader can become a highly effective coach.

Building truly high-performance teams requires a deliberate, thoughtful approach that combines training, team building and modeling of desired behavior by every level of leadership.

In many cases, the organizational hierarchy is shifting from a more directive format to the consensus system. Work teams are taking on more responsibility and accountability to perform the work while leaders take on the role of 'group facilitator'.

The purpose of this program is to train all levels of employees to maximize teamwork within their departments, whether they be managers/supervisors or individual contributors. Discussion will focus on the 'circle of influence' those employees have, regardless of if they have the power and authority to act. This interactive, practical format will help improve workflow and communication among team members, assess problem situations, determine a course of action, and ultimately increase productivity at the bottom line.

Drawing upon more than 30 years of research, the Center for Creative Leadership has determined that the skill set known as 'Emotional Intelligence' is related to each of the specific behaviors associated with leadership effectiveness, including items such as participative management, the capacity to generate buy-in from team members, self-awareness and composure, the ability to build and mend relationships, resiliency to change and stress, and the ability to work effectively with those of different styles. A variety of other research has correlated from 25%-50% of individual workplace success directly to these specific skills.

Leaders and teams with high Emotional Intelligence scores consistently outperform individuals and teams that are primarily qualified on technical competencies alone. Handling the obstacles any organization and/or work-team faces at one point or another and continuing to innovative and insightful solutions is a sign of a highly functional team and exceptional leader. Emotional Intelligence is a key part to getting to the core of what is wanted and needed by the individual as well as the organization as a whole. Most individuals, particularly those who have been promoted into a management or supervisory role, have at least some levels of inherent Emotional Intelligence proficiency. The good news is that these skills can be consciously learned and that no matter how high your current skill level may be, there’s room to improve and to take your personal and team leadership to the next level.

This program takes participants beyond vague theory and fancy rhetoric; it gives them a clear, concise manageable process for improving their leadership skills. In the end, they will be given the tools to make them leaders who makes a powerful impact.

Change is inevitable and our emotional reaction to change is real. How we manage and lead through change is a choice and a strategy. When change occurs, we have a choice regarding how we communicate it to others. This choice has a huge influence on where people stay stuck in the change process or if they move through change into a place of Exploration and Investment.

Organizational change is inevitable and constant, and it requires each of us to be adaptable and compassionate with ourselves, our peers, our direct reports, and our leaders as we transform into a larger organization.

This practical, hands-on workshop will provide supervisors and organizational leaders with communication tools to effectively lead through change to support the growth and success of the organization and its team members.

Whether buying a car or getting coworkers to work together on a project, it’s agreed that negotiating is an everyday necessity. Successful communication has various components and listening, assertive techniques, and nonverbal language all play an intricate part. The coup d’état, negotiating, is considered to be the most strategic skill. For negotiation to be successful, both parties must come away from the interaction feeling as though their needs or wants to have been met.

Did you know that a positive attitude is NOT always your best choice? In fact, most of the time it just makes your stress go up! And no, a negative attitude isn’t going to work either. Here’s the secret most people don’t know: Recent research has discovered a third choice – and that’s what this workshop gives you. Presented in a practical and humorous style, participants reflect, laugh, learn, and leave with practical ideas to apply immediately.

Effective managers understand how to apply a variety of skills, tools, and resources as needed to be successful. Whether it’s working together with employees to establish goals and expectations, motivating through coaching, feedback, and recognition, or adjusting to the added pressure and constraints of the management role, a manager must be comfortable wearing many hats. Throughout this program, managers will assess their current effectiveness, identify areas for improvement, and develop action plans for success.

Creating and sustaining an inclusive, respectful work environment requires the active support of both the company and supervisors/managers. This workshop will focus on creating clarification as to what is an inclusive environment and what is not an inclusive environment. It will also provide support for managers and supervisors as they grow in their competency to manage a diverse workforce.

Whether buying a car or getting coworkers to work together on a project, it’s agreed that negotiating is an everyday necessity. Successful communication has various components and listening, assertive techniques, and nonverbal language all play an intricate part. The coup d’état, negotiating, is considered to be the most strategic skill. For negotiation to be successful, both parties must come away from the interaction feeling as though their needs or wants to have been met.

In today’s fast paced environment, people are doing more with less. Since many employees are now wearing several different hats, they need to manage their tasks and time efficiently. Additionally, management and clients expect projects to run faster, cheaper, and more effectively and efficiently than ever before. This workshop will give participants the skills, tools, and methodologies to successfully manage such projects.

In today’s technology-oriented and fast-paced world it is very difficult to maintain a sense of work/life balance. Work seems to penetrate deep into the afterhours and on weekends resulting in the feeling of being overwhelmed, stressed and a general lack of enthusiasm for life. The American Institute of Stress claims that stress is American’s number one health problem with work being the major culprit. Today’s workers need clarity, skills, and education on how to attain and maintain work/life balance.

This workshop will focus on how workers can gain more work/life balance. The first goal will be to help participants identify and clarify what work/life balance means to them. Then, through facilitated dialogue, participants will discuss the challenges and barriers that impede work/life balance.

In-depth instruction is provided on how participants can use their electronic productivity tools (i.e., Outlook) to support their work/life balance strategies. Participants will also learn how to set attainable goals, prioritize, and manage interruptions and procrastination during their day. To support work/life effectiveness goals, participants will also learn how to prioritize and plan their day/week. Upon completion of the class each participant will develop commitments and an action plan.

Complaints of working too hard exist in every industry and every country. Consider Japan: they’ve coined a word for death by the stress caused by overwork: Karoshi. In its worst form, stress may cause death, and at the very least, it and its related symptoms are attributed to more than 70 percent of doctor’s visits in the United States and costing more than $150 billion annually for U.S. companies dealing with its effects of absenteeism, diminished productivity, and health-related expenses.

That’s the bad news. The good news is that the right amount of stress can work for you. Too much stress limits performance; too little stress takes away motivation. The question is — 'what’s the right amount of stress?'

While there is no magical formula (one person’s stress may be another person’s motivation), the key is to find alternate ways to deal with stress and tension to make you more productive and healthier. The goal is not to eliminate stress from one’s life (that’s impossible, anyway!), but to learn how to recognize personal stress triggers and one’s individual stress response, and then to implement a personalized action plan for greater success, efficiency, and productivity.

Effective managers understand how to apply a variety of skills, tools, and resources as needed to be successful. Whether it’s working together with employees to establish goals and expectations, motivating through coaching, feedback, and recognition, or adjusting to the added pressure and constraints of the management role, a manager must be comfortable wearing many hats. Throughout this program, managers will assess their current effectiveness, identify areas for improvement, and develop action plans for success.

Globalization…downsizing…flatter organization charts…total quality management…shortened response time… diversity in the workforce…commitment to internal and external customers… These are the dominant factors that are leading most organizations toward higher levels of employee involvement and empowerment — giving teams of workers more authority and responsibility for the quality and quantity of their output.

People working together in teams represent the single most powerful resource available to any organization. In addition to their important role in improving quality and resolving problems, teams also provide excellent opportunities for sharing information and developing leadership skills. The results of these team building efforts are measurable, even remarkable, as teams reach goals together that as individuals, they wouldn’t have imagined possible to achieve.

Building truly high-performance teams requires a deliberate, thoughtful approach that combines training, team building and modeling of desired behavior by every level of leadership.

In many cases, the organizational hierarchy is shifting from a more directive format to the consensus system. Work teams are taking on more responsibility and accountability to perform the work while leaders take on the role of 'group facilitator'.

The purpose of this program is to train all levels of employees to maximize teamwork within their departments, whether they be managers/supervisors or individual contributors. Discussion will focus on the 'circle of influence' those employees have, regardless of if they have the power and authority to act.

This interactive, practical format will help improve workflow and communication among team members, assess problem situations, determine a course of action, and ultimately increase productivity at the bottom line.

Effective managers understand how to apply a variety of skills, tools, and resources as needed to be successful. Whether it’s working together with employees to establish goals and expectations, motivating through coaching, feedback, and recognition, or adjusting to the added pressure and constraints of the management role, a manager must be comfortable wearing many hats. Throughout this program, managers will assess their current effectiveness, identify areas for improvement, and develop action plans for success.

At the end of your workday do you feel exhausted, overwhelmed, and unproductive? In today’s busy world it is important for workers to be as effective as they can with the limited hours of time during the day. If the unexpected interruptions and crises are affecting your productivity, then it is time to take control of your workday!

You’ve attended the typical time management classes in the past and have walked away with 100 tips 'they' promised would save time. Right now, you think you only remember three of them . . . sort of…and none of those ideas really solve your immediate problem.

If you are at wit’s end and need help to manage the multiple priorities facing you right now, this program is for you. It is intended to resolve once and for all the issue of how to get more done in less time.

Because time management is about self-management and behavior change, participants will examine solutions to their own specific workplace productivity challenges, as well as discuss changing habits for successful implementation. Participants will walk away with a ready action plan to implement changes immediately back on the job.

Time—there never seems to be enough of it. Deadlines, meetings, interruptions, phone calls, e-mails, faxes, changing priorities, and crises consume our days. These pressures lead to increased stress which, in turn, takes its toll on productivity. While it is impossible to put more hours in a day, we can all become more effective utilizing the time we have available.

We must learn to look at time differently. Time is our most valuable resource, one that cannot be stored, bought, or replaced. Time is also a paradox. We all want more and yet we all have 525,600 minutes in a year, 168 hours each week. The bottom line is we must make tough choices, and something will always be left out! We must learn how to effectively use the time we have available.

This practical program provides an overview refresher of English grammar, punctuation and spelling along with proofreading and composition tips and tricks.

Delivered in fast-paced, 'blitz' style, the workshop covers the most common and high-value errors, focusing only on the information you need to sharpen your writing and avoid mistakes.

“Dance like no one is watching. Email like it may be one day read aloud in a deposition.” – 21st Century Parable

This practical program provides tips and techniques for improving your digital communication habits and form. With a particular focus on email, we will review strategies to ensure you are using digital communication effectively and strategically.

Zoe Favorites

“Instead of trying to force everyone into one way of thinking, I broke it down into four zones.”

“There’s a time and a place for feedback, there’s a time and a place for training, mentoring, and collaborating. It’s using the right tool at the right moment that optimizes the event for these folks.”

Author and CEO of Zoe Training and Consulting - David Aduddell

From the authorhour podcast interview of his book: "Breaking the Coaching Code"