Training Doyens

S ome coworkers are so outstandingly disagreeable every day and in every way that they spoil our very enjoyment of work. Our upcoming webinar discusses the techniques and strategies of dealing with difficult people at work and managing a dysfunctional workplace . The webinar covers the following key areas: ·          Employee management simplified - spotting the difference between merely disagreeable or difficult, thoroughly disagreeable, and dysfunctional ·          The difference between passive, assertive, angry and the most dangerous of all - passive aggressive ·          How to know when things are inordinately out of hand and to ask for help LEARNING OBJECTIVES This webinar covers tips for when you have to work with someone who entangles your work life with their own to the extent that 9-5, or maybe after, you're carrying their "baggage" as if it...

OVERVIEW We often spend more time with our coworkers than our families. But some coworkers are so outstandingly disagreeable every day and in every way that they spoil our very enjoyment of work. So how can you set up your work life to minimize the effects these disgruntled dysfunctional persons have on your work days? We'll cover how to deal with toxic co-workers, from those who are thoroughly disagreeable to those whose conduct may be so extreme to the point of dysfunctional in that they interfere with an employee's abilities to accomplish their goals and company objectives. WHY SHOULD YOU ATTEND Let's face it, annoying people are everywhere and anyone can be annoying in some regard, and someday everyone will be "difficult" for some reason or another. Because even the best of workplaces have everyday annoyances and aggravations. But some coworkers can't seem to adhere to recognized principles of manners, professionalism and teamwork and would b...

To implement an effective employee rewards and recognition program it must be noted that one size does not fit all and in order to achieve the desired outcomes, both task responsibilities and individual differences must be taken into account.Our upcoming webinar discusses the techniques of managing employee recognition programs to achieve the desired goal. The webinar covers the following key areas: ·          Types of rewards and recognition for employees beyond money ·          Effectively evaluating performance and building a culture of employee appreciation ·          Determining what works and what doesn’t in employee rewards and recognition program LEARNING OBJECTIVES Typically, it is the responsibility of the Human Resources professionals to recommend and often control compensation, bonuses and other types of rewards and recognition for employe...

OVERVIEW It is management’s responsibility to determine what they wish to reward, how often, and whether or not the decisions they’ve made regarding these extra monetary compensations and/or perquisites are achieving the goals they wish to achieve. The information that follows applies to human resources personnel and management at all levels. Rewards andrecognition are the responsibility of all involved in the management and development of employees . WHY SHOULD YOU ATTEND Rewarding quantity – which is what typically, happens leads to mediocre performance and bad customer service. I’ve given the issue of employee rewards and recognition program a considerable amount of thought – and research. My belief is that one size does not fit all and in order to achieve the desired outcomes, both task responsibilities and individual differences must be taken into account. AREAS COVERED Information about cultural differences in accepting rewards and recognition Cognitive dif...

Pete Tosh Pete Tosh Founder at The Focus Group Years of Experience:  25+ years Areas of Expertise:  Leadership Development and HR Management Pete Tosh  is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines: Implementing Strategic HR Initiatives Maximizing Leadership Effectiveness Strategic Planning Enhancing Customer Loyalty The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. and Freddie Mac. Prior to founding his own firm 25 years ago, Pete had 15 years of experience — at the plant, divisional and corporate levels — in Human Resource and Quality functions. Pete held leadership positions — to include the V.P. o...

Jeanine Wilson Jeanine Wilson Managing Director and Consultant with J.W. Enterprises HR LLC Years of Experience:  15+ Years Areas of Expertise:  HR Management, Team Building, and Leadership Jeanine Wilson, SPHR, SHRM-SCP  is the Managing Director and Consultant with J.W. Enterprises HR LLC. She has years of hands on HR experience that has provided her with opportunities to work in various environments including educational, healthcare manufacturing, transportation, insurance, retail and municipal government. Her generalist experience ranges from merit system to private enterprise. Jeanine has a vast experience in instruction and one on one coaching. The topics are not limited to: outplacement, benefits, management, Six Sigma, team building, leadership, interviewing. She holds a Bachelor Degree in Business-HR Management.

OVERVIEW Your company spends lots of time and money on designing, developing and implementing your employee engagement surveys , and as an employer you look for ways to maximize your ROI. Our upcoming webinar discusses the practices needed for following through on the results from your employee engagement survey. The webinar covers the following key areas: ·          Identifying the barriers to successful survey follow through ·          How to apply best survey implementation practices ·          Steps needed to connect engagement opportunities and initiatives to your bottom line LEARNING OBJECTIVES This webinar will cover the practices needed for following through on the results from your employee engagement survey. In this webinar, you will learn what to do to get the successful follow through needed for impactful employee engagement initiatives...

OVERVIEW Your company spends lots of time and money on designing, developing and implementing your employee engagement , experience and pulse surveys. Join us to find out  how to maximize  that investment by leading accountability through the follow-through phase. Learn the top five most important steps to take to get the follow-through you’re looking for. Employees who are well supported and committed to their organization will go above and beyond to see the organization’s mission fulfilled. It is important to provide them with what they need to engage in their work and to stay engaged. WHY SHOULD YOU ATTEND Satisfied employees are not the same as engaged employees. If your employees are not engaged, then they are not committed and may be willing to take another job that offers a little more pay. If you want to drive your business results, you need to know how to get the follow-through from your employee engagement survey data and develop an action plan to improv...