John Evans Speaker - Certified Speaking Professional

Management Training

Management Training Workshops (partial list)

Effective Communication
Collaborative Efforts
Team Attributes
Effective Lateral Interaction
Management’s Ethical Obligations
Workforce’s Ethical Obligations
Conflicting Types of Attitudes in Workplace
Territorialism
Forging Change
Stumbling Blocks In One’s Career
Spiral of Personal Growth
Professional Planning
Professional Problem Solving
Accurate Decision Making
Managing Yourself and Your Priorities
Confusion With dynamic Relationships

Training Workshops

1. Effective Communication:

a. Participants: Supervisors and Workforce personnel together

b. Goal: To teach participants to communicate with “Skill, Tact, and Patience.”

c. Description: Participants learn how to:

Listen effectively
Have an effective voice in the work place
Differentiate between making a valuable contribution to conversations and making idle “chit chat”
Be respectful of others

d. Objectives: The major objectives for each participant are as follows:

Learn how to be clear, concise, and on a common ground regardless of audience
Show how to reinforce with the person or group and receive feedback to insure that the question or request is completely understood
Learn how to best convey a message to the different personality types to achieve the maximum (positive) outcome

e. Techniques: Techniques employed include showing participants how to provide a backup, have a written list of events that everyone can see and understand what was communicated. It will also include teaching all participants to realize people are different; and it is imperative that communications be conducted at their level. In addition, it will teach the participant to utilize email (courtesy copies) when issues may impact others.

e. Desired Outcome: That when a problem or issue exists, the participant will have the tools and skills necessary to approach a person directly, effectively, properly and have an effective and mutually beneficial contact which results in a resolution of the problem/issue.

a. Participants: Supervisors and Workforce personnel together

b. Goal: To teach the participants how to use effective communications to achieve a common goal when working with people with different experiences, backgrounds, values, and bases of understanding.

c. Description: Participants learn how to:

Be effective in achieving a common goal
Deal with differences of opinion without confrontation
Know when his/her point has been received

d. Objectives: The objectives for each participant are as follows:

Learn how to define a common goal when dealing with people with different experiences, backgrounds, values, and bases of understanding
Understand how to time interactions with others
Discover the value of all levels of management crossing lines to insure collaboration is performed
Learn how to define the generic causes for deficiencies, the impact, and the course of action necessary to properly and effectively collaborate
Recognize the value of having open lines between each branch, section, work leader and team, and in achieving open lines among each other

e. Desired Outcome: Each participant will have the ability to effectively interface within the organization to maximize the impact of the work effort and achieve a common goal when working with people with different experiences, backgrounds, values, and bases of understanding.

3. Team Attributes:

a. Participants: Supervisory and Managerial only, (To include prospective or current
Team Leaders).

b. Goal: To teach participants how make teams more effective.

c. Description: Participants will learn how to achieve a more dynamic team
effective leadership skills and team dynamics.

d. Objectives: The major objectives for the participants are to:

Learn the essentials of team organization, including team charter, and empowerment authorities
Gain ability to define effective team leadership skills and team dynamics
Understand that team attributes require a management that is aware of the specific traits and characteristics of their personnel and that proper use of this understanding insures the best performance
Learn how to instill trustworthiness and exhibit a caring attitude within the team
Ensure the team members speak with one voice on matters under team control
Understand the importance of surrendering personal pride to team pride
How to pull the team together after defeats

f. Desired Outcome: The participant will be able to motivate members to provide a greater contribution to the team and, therefore, each team member will become a vital member of the team.

a. Participants: Managers, supervisors, and work leaders only.

b. Goal: To teach participants to think, act, and respond to problems and issues in a
collective, rather than individual manner.

c. Description: The participant will learn how to achieve better control and display
consistent problem resolution and application across the organization.

d. Objectives: The objectives for the participants are to:

Learn the value to thinking without lines (or in terms of intangibles)
Develop methods to establish a concept or focal point that models “being a part of something greater than one individual”
Help participants to understand the consequences of ineffective interaction
Show how define the methods to achieve effective interaction, and the rewards (beyond the obvious) that can be achieved

e. Desired Outcome: To ensure the participant will become highly effective in achieving
“one face” concerning related issue for the organization.

5. Confusion with Dynamic Relationships (Old Friend/Current Boss Conflict):

a. Participants: Managers and supervisors

b. Goal: To teach the participants to deal with relationship changes in the workplace.

c. Description: The participant will learn how to clarify a relationship when a friend
moves into higher in management or participant his/herself moves into a higher position.

d. Objectives: The objectives for the participant are as to:

Learn how to tactfully break the bond and set new barriers when a friend or self goes into a management/leadership position
Clarify the exact barriers between friends/co-workers and how to know when either one has stepped over the bounds
Learn how to develop “new” and bonded relationships with old friends.

e. Desired Outcome: The participant will gain understanding that the environment surrounding friendships and the workplace need to remain separate as it relates to treatment of individuals and compensation of efforts.

a. Participants: Managers and supervisors.

b. Goal: To teach the participant to understand management personnel have certain ethical
obligations to management/workforce and be given the tools necessary to define those ethical obligations.

c. Description: The participant will learn how to define a manager’s ethical obligations and how to adhere to them.

d. Objectives: The objectives for the participant are to:

Convince the managers that they need to understand the organization’s vision for today, tomorrow, and the out-years
Understand that every contribution by every person is important to the success of all
Embrace the understanding that words are not enough, they have to be backed up by deeds
Understand the requirement for loyalty to peers and upper management and to the workers under their control
Learn how to achieve trust and create an environment where ideals can be freely exchange and true problems expressed

e. Desired Outcome: The participant will understand that as a supervisor, team leader, or
senior specialist, he/she will have to be personally committed to being responsible for
the past, present and future success or the abject failure of the organization as it relates
to its people and product.

7. Workforces’ Ethical Obligations:

a. Target Participants: Non-supervision only

b. Goal: To teach the participant to understand that workforce personnel have certain
ethical obligations and to be able to define those ethical obligations.

c. Description: The participant will learn how to define the workforces’ ethical
obligations and how to adhere to them.

d. Objectives: The objectives for the participant student are to:

Learn how to define the workforces’ ethical obligations
Learn how to adhere to the workforces’ ethical obligations
Understand that every contribution by every person is important to the success of all
Learn how to separate personal negative influences from the working environment. (This will include how to remove childish behavior from the workplace and how not to allow a grieving workplace event from becoming a yoke that hinders one from returning to the responsibilities of the job)
Embrace the understanding that words are not enough, they have to be backed up by deeds

e. Desired Outcome: The participant will be able to define the workforces’ ethical
obligations and to his/her responsibilities in adhering to them.

8. Conflicting Types of Attitudes in the Workforce:

a. Target Participants: Supervisory/managerial personnel only.

b. Goal: To teach the participant to deal with difficult people and to identify attitudes that
place barriers to achieving organizational goals.

c. Description: The participant will learn to identify the major types of attitudes and how to deal with those attitudes.

d. Objectives: The objectives for the participant student are to provide the tools that allow the participant to:

a. Identify the major types of attitudes present in the workforce and the managerial staff
b. Determine what causes those attitudes to exist
c. Learn how these attitudes impact on the organization
d. Show ways to use these attitudes to the advantage of the organization
e. Learn how to correct improper attitudes
f. Understand how one’s own attitudes/actions impact on the team, division,
customer, workforce and self as an employee

e. Desired Outcome: The participant will be able to deal with difficult people and how to get them from assuming that the rest of the work force should be subjected to these “unique” attitudes. The participant will also be able to identify how his/her own attitude/actions impact on the team, division, and customer and allow self correction.

9. Territorialism:

a. Target Participants : Supervisory and Management Only.

b. Goal: To teach the participant how to effectively overcome persons/organizations which
have become territorial.

c. Description: The participant will learn what causes territorialism and how it impacts on
an organization.

d. Objectives: The objectives for the participant are to learn the following:

What causes territorialism
How territorialism impacts on an organization
How to empower people to cross lines of responsibility
How to effectively overcome persons/organizations which have become territorial

e. Desired Outcome: The participant will understand the need to interact and share
knowledge so that an organization can maximize its contributions to its mission.

10. Forging Change:

a. Target Student: All. Together

b. Goal: To teach the participants how to deal with change.

c. Description: The participant will learn how to insure employee’s acceptance of change
and the benefit of change to an organization.

d. Objectives: The objectives for the participants are to learn how to:

Ensure the workforce that changes is needed and beneficial to an organization
Minimize the “ill effects” of change in an organization
Help the less flexible people in the organization to accept change
Understand that if an organization is not changing, it’s not growing
Recognize the effects of change on the workforce and self
Understand the connection between change and increased stress and ways to mitigate that

e. Desired Outcome: The participant will be able to gain employee’s acceptance of
change and commitment toward change

11. Recognition of Self-Imposed Stumbling Block’s in One’s Career:

a. Participants: Supervisors/Managers Only)

b. Goal: To teach the participant to recognize stumbling blocks in one’s career and how to
remove those stumbling blocks.

c. Description: The participant will learn how to set realistic goals and how to achieve
those goals.

d. Objectives: The objectives for the participants are to learn the following:

Techniques of goal setting
To be realistic about career goals, the paths that can/may lead to career goal(s)
Personal agenda/perception of how to achieve career goal(s) vs. reality
How to rebound from adversity, not take it personally, and get back on track

e. Desired Outcome: The participant will understand how he/she may perceive him/herself by comparison to how management/fellow-workers/customers see him/her. The participant will learn how to set realistic goals and how to achieve those goals.

Spiral of Personal Growth

Target Participant: All Managers and Workforce

Goal: Teach participants the importance, understanding, methods, principles and processes necessary for personal growth

Description:
Show Participants the benefits that growth brings to their fulfillment in work and in their personal lives and get them turned on to what they bring to the workplace.

Objectives: Participants will learn,

Difficulties of personal growth you encounter
How you can overcome self imposed growth limitations
Why it is wrong to try to live to others expectations
What makes personal growth painful and/or risky
The crucial stages of personal growth that cannot be ignored
How to build personal confidence and self esteem

Desired Outcome: The participant will become proud of accomplishments and satisfying work and seek progress through accomplishment, not by simply achieving.

Professional Planning

Target Participant: All Managers

Goal: Elimination of all Emergencies

Description: The participant will learn how to anticipate the organizational needs and plan to accomplish them with the least delays and the greatest accuracy.

Objectives: The participant will learn how to:

Recognize planning as the most important function of managers
Dedicate however much time that must be spent on planning
Identify the different types of planning and be certain they can implement what must be done to satisfy each one
Remove the primary causes of poor decision making through proper planning
Learn the seven Essential steps of planning

Desired Outcome: Managers will become professional at planning

Professional Problem Solving

Target Participant: All Managers

Goal: To teach the Managers the best methods for problem analysis

Description: The worth of a manager lies in their ability to identify problems before they get of hand, work with others to create solutions, then gain acceptance for the solution.

Objectives:

Learn how to accurately identify the real problem
Understand the best methods from which you examine a problem
Consider the relevant factors that create a problem
Examine the problems in implementing proper analysis
Commit to being expert in the steps of objective problem analysis
Learn to explore and evaluate possible solutions

Desired Outcome: Managers become experts in identifying the real problems, creating the best solutions and understanding how to implement the best solutions.

Accurate Decision Making

Target: All Managers

Goal: Teach the Best way’s to Sharpen Decision Making Skills

Description: The participants will learn the best methods to determine the right decision and then how to implement them

Objectives:

Establish the Criteria for Accuracy in Making the Right Decision
Determine how to eliminate causes for Faulty Decision Making
Learn to Practice the Five Steps for Effective Decision Making religiously
Master the Implementation action plan once the decision is made

Desired Outcome: Participants will be able to ascertain that all decisions personal or professional have an effect on other people, some effects are good; some not so, then move out on the decisions

Managing Yourself and Your Priorities

Target Participant: All Managers

Goal: Teach Managers how to be self Managing

Description: Participants will learn how to Focus on Priorities for optimum Time use

Objectives:

Identify primary causes of poor time control
Understand External and Internal time wasters and how to eliminate them
Know the ingredients necessary for commitment to better use of time and effort
Learn the Definition and Application of Optimal time use
Use of tools for Annual, Quarterly, Monthly, Weekly and Daily planning
Identify Controls you build that break old habits

Desired Outcome: Participants will be able to master their time use and help others to manage theirs better

Please contact John Evans if you are interested in a
presentation for your organization.