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Most organizations know it is time to think differently about management and leadership. Let's face it . . . in today's work environment it is essential to have self-managing employees because most of their work is completed away from the direct supervision of the supervisor. As a result, a major accountability for all managers and leaders should be obvious—to develop employees into self-managers!
While we can't dispute the merits of this business imperative, the reality is many of our current management practices run contrary to the basic laws of human behavior and end up working against the self-management concept! So how do we bridge that gap?
EffortWorks® helps your managers and supervisors develop their employees into self-managers—employees who are self-motivated, accountable and take initiative. This program provides a solid foundation in leadership, performance management, motivation and reinforcement techniques, and continuous improvement processes to better support your entire employee base. The focus is on the leadership/management activities necessary to make peak performance a permanent part of your culture.
EffortWorks is a comprehensive one-stop for front-line management development. The target
audience includes:
- Front-line managers
- Management candidates
- Coaches and mentors
- High-potential employees
EffortWorks includes all of the essentials:
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- Gaining authentic commitment
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- Setting performance expectations
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- Reviewing performance progress
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- Continuous improvement/learning
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- Coaching for improvement/results
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- Diagnosing performance issues
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- Managing performance problems
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EffortWorks uses a combination of experiential learning exercises, stimulating
discussion, and breakout sessions to encourage direct participation and interaction, unleash
creativity, open the mind to possibility-thinking—and maximize the learning.
Maximum class size is limited to 32 participants. The EffortWorks program is a 2-day program
delivered in the following format:
- Four half-day modules (each with a specific theme/focus)
- Two modules delivered per day
- Each module includes 3 hours and 40 minutes of instructional material plus one 20 minute
break (4 hours in total)
- Each day is 8 1/2 hours long (with a 30 minute lunch break) or 9 hours long (with a
60 minute lunch break)
Level 2 learning outcomes for this workshop include the ability to:
- Differentiate between a focus on "results” and a focus on “process,”
and be able to communicate this performance-enhancing message to each employee.
- Use the Results Formula to diagnose the cause of performance issues
and determine the
appropriate steps to correct the situation.
- Use the four quadrants of the Performance Grid to identify each employee and initiate
the appropriate behavioral coaching intervention.
- Identify and communicate the steps necessary to achieve results using the Step It!
coaching system.
- Implement the "inch-by-inch" incremental improvement process and monitor employee progress.
- Maximize reinforcement opportunities using the AFR (activity focused reinforcement) method
of recognition and reinforcement.
- Utilize the Effort Ticket to teach responsibility and accountability, and create a positive
expectation of proactive planning and preparedness.
- Differentiate between a “compliance” culture and a “commitment” culture,
and be better equipped to gain authentic employee commitment.
- Implement the TPC (think/plan/commit) coaching model to promote employee problem-solving
and decision-making.
- Maximize learning outcomes from both formal and informal learning opportunities using the
LEARNlinks templates.
- Utilize appropriate Behavioral Outcomes to reinforce appropriate behaviors, respond to
the behavioral inhibitors to success, and reduce/eliminate inappropriate behaviors.
Level 3 & 4 learning outcomes for this workshop include:
- Increased employee engagement
- Increased employee satisfaction
- Increased production
- Increased quality
- Reduced turnover
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