Leadership
The focus is on employee development & workforce engagement. These trainings provide your staff, supervisors, and managers with an interactive learning experience designed to improve their essential and leadership skills. Each course can be customized in 90-minute, half- or full-day presentations
Leaders
We are living in challenging times that are creating more stress, which often leads to BURNOUT. It’s time to take a closer look at how to stop burnout, before it starts, and how to bring more Wellness into the Workplace. A successful Wellness Program is more than just offering membership at a gym or yoga class offered at lunch. Wellness involves active engagement in the attitudes and behaviors that enhance the quality of life and personal potential of your employees. People who are engaged in both their work and their personal life are happier and more productive overall.
This session explains the effect stress and burnout have on people and companies. It offers ideas on how to implement a simple and effective Wellness Program that will engage and inspire employees in your workplace.
Topics covered include:
- Understanding the difference between stress and burnout
- Recognizing the consequences of chronic stress
- Recognize the warning signs of burnout
- Strategies for coping and managing stress
- Defining Wellness and rethinking your work culture
- How coaching can help people realize their full potential
From Black & White TV to ChaptGPT...
Did you know we currently have 5 generations in the workplace? Work, communication and preferences are all influenced by the a person’s generation. Each generation in your company has a difference in the way they work, think and how they perform their work. These differences can lead to difficulties and conflicts within your work teams. It can also be an opportunity to build a better team that uses the strengths of each generation to that bring the best out of each person. This training will help you bridge the generation gap! Topics include:
- What are the generations in the workplace
- Identify each generations work style
- How to avoid workplace misunderstanding & conflicts between generations
- Develop strategies to overcome gap issues
- Identify recruiting & retention strategies that work for each generation
Strategic professionals must change their role from strictly managing all-things HR, to being business savvy, networked, and influential participatory leaders who embody the greatness of leadership. Managers will learn to embrace participatory leadership, build strategic know-how, and position themselves as business contributors, who understand how the business earns, saves, and spends its resources, for improved decision-making.
Learning Objectives:
- Managing versus Leading
- Assessing your leadership style
- Identifying key participatory leadership traits
- Creating your leadership skills development plan
- Managing Up: How to be there for your boss and employees
- Learning how the business earns, saves, and spends its resources, for improved decision-making.
Three key words drive coaching on the job: Collaboration, Clarity, and Checkpoints. Collaboration is critical for employee self-worth, growth, and motivation. It is how employees buy into the idea that their contributions matter. Clarity is essential for understanding what went wrong or right on the job. Lastly, checkpoints provide leaders with planned opportunities for discussions about work flow and outcomes, before failure or underperformance occurs.
- Define coaching
- Name the key stages in conducting on-the-job training
- State the key steps in every coaching conversation
- Review, re-set, and document employee goals
- Define when coaching stops and counseling begins
Studies tell us 70% of mistakes in the workplace are a direct result of poor communication!
Business professionals must have rules and tools for communicating effectively. Leaders need a firm foundation in listening mechanics and conflict resolution, Every leader must develop these communication skills, or face considerable hardship navigating organizational life, its stressors, and the unique demands inherent in leading others.
Learning Objectives
- Define, distinguish, and formulate crucial active listening skills
- What does respect have to do with communication
- What are the expectations of a multi-generational workforce
- Define leadership styles of communication
- Identify methods for dealing with difficult people and resolving conflict on the job
Learn the critical dimensions of business-based decision making including practical tools to be used when defining problems, considering alternatives, and coming to conclusions. We will introduce the "Six Thinking Hats" methodology which allows you to look at an issue from a variety of perspectives in a clear, conflict-free way. It is used by individuals and groups to move outside habitual ways of thinking and think constructively about how to move forward. Start developing and improving your critical thinking skills today!
Learn how to:
- Gather and assess relevant information to analyze issues
- Raise important questions in a constructive manner
- Consider alternatives with an open mind
- Come to well-reasoned decisions and solutions that address the right problems and involve the right people
- Create environments that foster feedback for continuous improvement of decision making
Businesses understand that employees with high Emotional Intelligence have a greater impact on the success of their company. In addition, studies have shown that emotional intelligence has a greater impact on one’s success than their IQ. Emotional intelligence (EI) can be defined as the ability to be aware of one’s own emotions and those of others and regulate personal emotions to facilitate effective thinking, action, and relationships. Emotional intelligence abilities are skills that can be learned. This training will enable you to identify and develop the EQ of you and your team.
- How to recognize, regulate and assess emotions how feelings, reactions, and emotions affect work relationships
- How to act instead of reacting is a choice
- Work easily and effectively with people who have different personalities and communication styles
- How to remain open and flexible during times of change.
- Remain in control in emotionally charged situations
- Anticipate problem situations and the underlying emotions and be prepared to handle them
Today’s managers are the business leaders of tomorrow, and many may not be prepared for their new role. With 10,000 baby boomers retiring daily, nearly 90% of companies rate finding and developing strong leaders is an urgent challenge. New managers often lack the experience and knowledge of the organization's priorities as it relates to their position. Basics of Management training provides an overview of what managers need to know to be effective in their positions. The session will address the role of the supervisor in influencing their team’s performance and overall engagement. Building a strong supervisory foundation is important to developing and expanding a managers’ skills so they are able to motivate, manage and communicate effectively.
Learning Objectives:
- Key role of a manager
- Emerging trends in management
- Impact manager has on employees’ success and retention
- Leadership styles focused on developing people
- The importance of effective communication both in verbal and written form
- Coaching for results
Navigate your role as a supervisor with Leadership Excellence and Development Certification.
Are you a new supervisor? Recently promoted? California Employers Association’s L.E.A.D. Supervisor Certification Courses help supervisors gain the skills needed for success. Classes will be held once a week, every Wednesday, for six consecutive weeks. This is a great opportunity to educate, support and empower new supervisors AND if you are registering 3 or more, you are eligible for a 10% discount!
This 6-week virtual curriculum includes the following courses:
- Class 1: Know Your Organization and Your Role as a Leader
- Class 2: Personal StrengthsFinder Assessment to Build Strong and Engaged Teams
- Class 3: Communicate Effectively/Manage Conflict
- Class 4: Manage Performance/Lead Change—Coaching for Success
- Class 5: Coach for Results/Delegate and Empower
- Class 6: Creating a More Inclusive Work Culture: Your Role as a Supervisor Review
In the last decade, the Gallup organization conducted a study of great managers across all disciplines and discovered key performance traits. The research outcomes were overwhelmingly conclusive! A participatory leader not only engages their employees better, but also got better engagement between employee’s customers and other organizational members. Strategic HR professionals must change their role from managing things to being business savvy, networked, and influential participatory leaders who embody the greatness of leadership.
Learning Objectives
- Clarifying the role of participatory leader in the motivation process.
- Define how to motivate strategic behavior in employees
- Revisit key theories supporting internal and external employee motivation
- Review groundbreaking evidence of motivation’s impact on the employee and the organization
- Link employees’ goals to strategic organizational goals
- Define key steps to set strategic goals and outcomes for staff and employees
Power doesn't have to come with a title. You may not be a supervisor, but you always have Self Leadership! Personal power is drawn from influence over others, the source of which resides in the person instead of being vested by the position held. Are you being your best self at work and with your customers? Learn how to identify and take control over your own growth and success, personally and professionally! This dynamic session includes great exercises and group engagement. Learning Objectives:
- What is Self Leadership?
- Strategies to personal leadership success
- Understanding your own power
- Leadership styles
- Perception and self-awareness
- Creating a Personal Action Plan
This training provides coaching to leaders and managers on utilizing the results of their team strengths. Managers will be able to develop their teams to be highly productive and motivated in the workplace. Managers have the biggest impact on team members’ engagement. They achieve this by motivating and engaging their employees which can account for up to 70% of employee engagement across their organizations. In 2023, the percentage of engaged employees in the U.S. was 33% and engagement among best-practice organizations was 70%, according to Gallup. Leaders have a huge opportunity to influence engagement. They can be instrumental in boosting employee engagement by increasing team members’ awareness of and appreciation of individual and collective talents and strengths.
Training will help managers build strengths-based teams by:
- Analyzing the results of their team's strengths
- Increasing a manager's awareness and appreciation of each member's unique talents and strengths
- Increasing a manager’s application of individual and collective talents and strengths
- Optimizing individual talents and creating strategies for any gaps (e.g. complementary partnerships) to achieve goals
- Improving professional relationships through strengths-based teams.
Succession planning is the process of identifying and developing potential future leaders or senior managers, as well as individuals to fill other business-critical positions. The goal is for an organization to be able to fill key roles effectively if someone in a current position were to leave, regardless of whether the departure was planned (such as a retirement) or a surprise (such as a termination of employment).
When succession planning is carefully conducted and the plan periodically reviewed, organizations can avoid extended and costly vacancies. Succession planning must be a priority for every employer and should be part of its strategic business plan. This presentation stresses the importance of succession planning and provides you with information on how to conduct this business activity
Effective time management is everything. However, leaders and followers waste time at an alarming rate. Salary.com reported that businesses spent $759 Billion dollars for work employees never did! That’s right. Businesses are bleeding productivity and money daily, because of wasted time. Author John Skot said, “Time and tide wait for no man.”
Wasted time can be defined as “Our best and most productive work time NOT being focused on making money, serving customers, or improving the business”. It could also be defined as NOT planning personal, relaxation, and social events into our lives. Instead, poorly managed time silently drains away money and energy we need to run our businesses and our live better.
A SMART Goal is a statement that describes a specific objective the employee undertakes to fulfill within a specified time period. It is (S)specific, (M)easurable, (A)ttainable and (R)esults-oriented/relevant and (T)ime bound. SMART Goals provide detailed steps required to accomplish the goal, the timeline for completion and any new skills for development in order to achieve absolute clarity and agreement between the manager and employee as to what will be done by when.
Training includes:
- Determining what is important today
- Establishing the order of “To Doing” things
- Using SMART Goals to manage time
- How to stop procrastinating
- Prioritizing goals to allow employees to know which are the most important to the department and organization
- Develop a strategy and process collaboratively that involves the employee in the goal-setting process, establishing when and who will be responsible for intermittent check-ins on goal status.
- Implement accountability in coaching employees to reach set goals
A remote workforce has become the new normal for many businesses. Remote work has changed the way employees interact with each other and their managers. Although different, it can still be just as effective. Join us to explore some of the best practices so that your employees can stay engaged, motivated and perform at high levels for your organization. Learning objectives include:
- Set clear work objectives and expectations for remote work
- Communicate effectively at a distance
- Offer resources to make working remotely easier
- Provide regular coaching and feedback
Leading change is never without challenges. It is human nature to fear and resist the unfamiliar landscape of change. Change management requires us to think about how to manage and mitigate risk, uncertainty, and instability. Your role as a leader is to proactively address the impact of the change on your organization and your team. In this program, you will learn to equip your managers and leaders with the tools to manage change.
Learning Objectives
- Assess if you are ready to lead change
- Develop a strategy for leading & managing successful change
- Assess how change impacts your organization, departments & team members
- Give your team tools to deal with what is new
- Recognize your current leadership style and the needed changes to become a successful change leader
- Learn to build advocates of change on your team
- Develop approaches and techniques for managing stress and emotions of team members
Communication
Studies tell us 70% of mistakes in the workplace are a direct result of poor communication!
Business professionals must have rules and tools for communicating effectively. Leaders need a firm foundation in listening mechanics and conflict resolution, Every leader must develop these communication skills, or face considerable hardship navigating organizational life, its stressors, and the unique demands inherent in leading others.
Learning Objectives
- Define, distinguish, and formulate crucial active listening skills
- What does respect have to do with communication
- What are the expectations of a multi-generational workforce
- Define leadership styles of communication
- Identify methods for dealing with difficult people and resolving conflict on the job
Effective Communication plays a fundamental role in all facets of business. Powerful communications skills can be developed over the course of a career and help us to become more confident and credible in our interactions. Also, developing these communication skills prevents us from considerable hardship in navigating organizational life, its stressors, and the unique demands inherent in working with others.
Business professionals must have rules and tools for communicating effectively. Successful leaders know that both internal communications within an organization, as well as the communication skills of their employees, are important to long-term success. They understand effective communication should be an ongoing focus in business.
Learning Objectives:
- Understanding major barriers to effective communication
- Understanding the most effective communication style
- Identify methods for dealing with difficult people
- Communication Stoppers and Enhancers
- Conflict resolution communication techniques
- Awareness of the communication styles of 5 generations in the workplace
- Describe and analyze skills needed for “Managing Up, Leading Down” for political acumen, agenda/decision-making, and employee engagement
Workplace conflict haunts organizations every day—it leads to lost productivity, diminished morale, and decreased performance. Conflict can negatively impact your organization’s bottom line through increased employee absenteeism, decreased job performance, and poor customer service. Most employees do not know they can and should be responsible for resolving their own conflicts.
This training will focus on developing skills, such as active listening non-judgmental questioning, and how to have open and honest communication. Employees will be given the tools to help them successfully resolve conflict situations and avoid future ones.
Learning Objectives:
- How to assess a challenging situation and appropriate strategy
- Understand the elements of effective communication
- Utilize a 5-step process for dealing with difficult people
- Recognize the negative impacts of conflict
- Navigating through tough conversations with employees
- Conflict resolution across department team members
- Understanding and displaying empathy
A truly great presentation goes far beyond flashy powerpoint slides. A successful presentation will boost your audience’s understanding of a new idea, policy or procedure and allows the presenter to connect with more people. All leaders and CEOs need to present like a pro to get buy-in and gain confidence from team members!
In this one hour course, we will cover the basics of making a good presentation great, including:
- Getting things off to a good start
- The power of your voice & body language
- Audience expectations
- Primary elements of a strong presentation
In this course, you will learn how to set up your email messages to increase the chances of being opened and responded to, and have the maximum impact on the reader. As you go through this course you will learn how to construct appropriate and impactful messages. You'll learn how to interact with others as well as reply to complex emails.
- Grammar RULES!
- Blunders that will cause your emails to be ignored, avoided — or instantly deleted!
- Techniques for writing clear, brief messages that elicit quick response
- Visual tricks that increase the readability and retention of your message
Employee Engagement
An employee’s attitude can make the difference between success on the job or failure. Bad attitudes in the workplace can deteriorate morale, lower productivity, and increase costs. It doesn't take much for a co-worker, manager, or customer to feel the negative effects from someone with a bad attitude. The good news is there is now a process for dealing with these difficult people! This training covers:
- Recognize and describe the characteristics of a bad attitude
- Assess a challenging situation and determine an appropriate strategy
- Utilize a 5-step process for dealing with difficult people
- How to think differently to get the results you want
- The importance of non-verbal communications
- Regain your positive attitude about the other person or situation
Leaders spend most of their time focused on improving their teams. They want their teams to perform better, innovate more, resolve conflict, and independently solve any problem that emerges. This training focuses how to utilize strengths on teams and in the workplace. Participants will be given practical tools to develop team trust and develop their leadership style.
Time to take a hard look at your workplace teams. How many team members are fully engaged with their work? How many are just going through the motions? And how many are actively disengaged? These can be hard questions to face, but important ones to ask. If your team mirrors the U.S. workforce, only three out of 10 employees are fully engaged.
Learning Objectives
- Develop and utilize individual & team strengths to improve organizations performance
- How to recognize dysfunctional team behaviors
- How to improve your teams engagement
- How to increase team performance for enhanced results
- Recognize the role of strengths when building teams
- Recognize the role of strengths when building, managing, and supervising teams
- Understand the motivations of individuals you lead
Coaching is critical for employee self-worth, growth, and ongoing motivation. It is how we keep employees engaged with what’s important and on track for success. When documented, coaching supports recognition and disciplinary action, too.
Learning Objectives:
- Understanding the importance of turnover
- Proactive approach of inspiring instead of firing
- To inspire you must Coach
- Assess your coaching skills
- Define coaching and address skills gaps
- Recognizing key elements of a coaching conversation
- How to coaching during on-the-job training
A remote workforce has become the new normal for many businesses. Remote work has changed the way employees interact with each other and their managers. Although different, it can still be just as effective. Join us to explore some of the best practices so that your employees can stay engaged, motivated and perform at high levels for your organization. Learning objectives include:
- Set clear work objectives and expectations for remote work
- Communicate effectively at a distance
- Offer resources to make working remotely easier
- Provide regular coaching and feedback
How to re-engage your employees and bring the fun back to work! Does your staff feel increased pressure at work because of changing roles, client needs, and external factors that affect job performance? When an employee feels physically and mentally overwhelmed by stress on the job they are at risk of burnout.
Burnout happens when people who have previously been highly committed to a job lose all interest and motivation. It mainly strikes highly committed, passionate, hardworking, and successful people—and it holds a special fear for those who care passionately about their careers and about the work they do. This session explains what burnout is. It then helps you to recognize the warning signs in yourself, shows you how to avoid it, and helps you re-engage your employees at work! Learning Objectives
- Identify the causes of stress
- Identify the type of stress—good or bad
- Recognize the consequences of stress
- Recognize the warning signs of burnout
- Strategies for coping and managing stress
In the last decade, the Gallup organization conducted a study of great managers across all disciplines and discovered key performance traits. The research outcomes were overwhelmingly conclusive! A participatory leader not only engages their employees better, but also got better engagement between employee’s customers and other organizational members. Strategic HR professionals must change their role from managing things to being business savvy, networked, and influential participatory leaders who embody the greatness of leadership.
Learning Objectives
- Clarifying the role of participatory leader in the motivation process.
- Define how to motivate strategic behavior in employees
- Revisit key theories supporting internal and external employee motivation
- Review groundbreaking evidence of motivation’s impact on the employee and the organization
- Link employees’ goals to strategic organizational goals
- Define key steps to set strategic goals and outcomes for staff and employees
CEA has developed a training program designed to quickly improve your organization’s performance and create a positive change in your culture. This training is broken down into three primary segments: Educate. Reveal. Enhance.
Educate. Encouraging your team to “Do what they do best” and play to their strengths is a formula for success. Using well-being factors and statistics, we illustrate that when employees are coached to focus on their strengths, they are more productive and feel as if their contribution matters to their team.
Reveal. Participants are given workbooks and an online assessment prior to the training. In this portion of the training, participants will discuss their results in an interactive group session. As a team, we discuss each participant’s Top 5 strengths and share practical tools to achieve career goals. As participants share their strengths they begin to appreciate the value of strengths as individuals and as team members.
Enhance. Each employee will learn how to utilize and capitalize on their individual strengths, as well as the combined strengths of the team, to benefit the workplace as a whole. Through a variety of exercises, participants will better understand how to use their strengths as a tool for creating positive change in the workplace and enhancing personal career satisfaction.
Training includes:
- Gallup’s assessment results
- An analysis of each participant’s top 5 strengths
- Practical tools to achieve career goals and develop their leadership style
- Exercises and handouts. Each StrengthsFinder 2.0 book is an additional cost.
- Full-Day or Half-Day Training available.
Testimonials:
"Very enlightening to see what is important to each of the managers and to extrapolate how that has made them so successful and effective."
"Moving forward I will be able to focus on ways to connect with others at a higher level."
"Very insightful, especially hearing from my teammates..."
"This will help me be more conscious of my team members' strengths and weaknesses for more effective communication."
Team Performance
An employee’s attitude can make the difference between success on the job or failure. Bad attitudes in the workplace can deteriorate morale, lower productivity, and increase costs. It doesn't take much for a co-worker, manager, or customer to feel the negative effects from someone with a bad attitude. The good news is there is now a process for dealing with these difficult people! This training covers:
- Recognize and describe the characteristics of a bad attitude
- Assess a challenging situation and determine an appropriate strategy
- Utilize a 5-step process for dealing with difficult people
- How to think differently to get the results you want
- The importance of non-verbal communications
- Regain your positive attitude about the other person or situation
Leaders spend most of their time focused on improving their teams. They want their teams to perform better, innovate more, resolve conflict, and independently solve any problem that emerges. This training focuses how to utilize strengths on teams and in the workplace. Participants will be given practical tools to develop team trust and develop their leadership style.
Time to take a hard look at your workplace teams. How many team members are fully engaged with their work? How many are just going through the motions? And how many are actively disengaged? These can be hard questions to face, but important ones to ask. If your team mirrors the U.S. workforce, only three out of 10 employees are fully engaged.
Learning Objectives
- Develop and utilize individual & team strengths to improve organizations performance
- How to recognize dysfunctional team behaviors
- How to improve your teams engagement
- How to increase team performance for enhanced results
- Recognize the role of strengths when building teams
- Recognize the role of strengths when building, managing, and supervising teams
- Understand the motivations of individuals you lead
Three key words drive coaching on the job: Collaboration, Clarity, and Checkpoints. Collaboration is critical for employee self-worth, growth, and motivation. It is how employees buy into the idea that their contributions matter. Clarity is essential for understanding what went wrong or right on the job. Lastly, checkpoints provide leaders with planned opportunities for discussions about workflow and outcomes, before failure or underperformance occurs.
- Define coaching
- Name the key stages in conducting on-the-job training
- State the key steps in every coaching conversation
- Review, re-set, and document employee goals
- Define when coaching stops and counseling begins
Coaching is critical for employee self-worth, growth, and ongoing motivation. It is how we keep employees engaged with what’s important and on track for success. When documented, coaching supports recognition and disciplinary action, too.
Learning Objectives:
- Understanding the importance of turnover
- Proactive approach of inspiring instead of firing
- To inspire you must Coach
- Assess your coaching skills
- Define coaching and address skills gaps
- Recognizing key elements of a coaching conversation
- How to coaching during on-the-job training
Designed for professionals from all industries and career levels seeking to stay ahead in their fields, adapt to industry changes, and foster personal & professional growth. Employers who invest in ongoing learning and development of their teams consistently see higher employee retention and satisfaction. Participate in this 4-course interactive virtual or onsite series to continue to equip your team with the skills needed to thrive!
This session explains the effect stress and burnout have on people and companies. It offers ideas on how to implement a simple and effective Wellness Program that will engage and inspire employees in your workplace.
Topics covered include:
-
- Course 1: Workplace Communication: Communicating Confidently and Effectively
- Course 2: Mastering Team Collaboration in the Workplace
- Course 3: Analytical Thinking and Problem Solving in the Workplace
- Course 4: Self Leadership: Bringing Your Best Self to Work
A remote workforce has become the new normal for many businesses. Remote work has changed the way employees interact with each other and their managers. Although different, it can still be just as effective. Join us to explore some of the best practices so that your employees can stay engaged, motivated and perform at high levels for your organization. Learning objectives include:
- Set clear work objectives and expectations for remote work
- Communicate effectively at a distance
- Offer resources to make working remotely easier
- Provide regular coaching and feedback
How to re-engage your employees and bring the fun back to work! Does your staff feel increased pressure at work because of changing roles, client needs, and external factors that affect job performance? When an employee feels physically and mentally overwhelmed by stress on the job they are at risk of burnout.
Burnout happens when people who have previously been highly committed to a job lose all interest and motivation. It mainly strikes highly committed, passionate, hardworking, and successful people—and it holds a special fear for those who care passionately about their careers and about the work they do. This session explains what burnout is. It then helps you to recognize the warning signs in yourself, shows you how to avoid it, and helps you re-engage your employees at work! Learning Objectives
- Identify the causes of stress
- Identify the type of stress—good or bad
- Recognize the consequences of stress
- Recognize the warning signs of burnout
- Strategies for coping and managing stress
In the last decade, the Gallup organization conducted a study of great managers across all disciplines and discovered key performance traits. The research outcomes were overwhelmingly conclusive! A participatory leader not only engages their employees better, but also got better engagement between employee’s customers and other organizational members. Strategic HR professionals must change their role from managing things to being business savvy, networked, and influential participatory leaders who embody the greatness of leadership.
Learning Objectives
- Clarifying the role of participatory leader in the motivation process.
- Define how to motivate strategic behavior in employees
- Revisit key theories supporting internal and external employee motivation
- Review groundbreaking evidence of motivation’s impact on the employee and the organization
- Link employees’ goals to strategic organizational goals
- Define key steps to set strategic goals and outcomes for staff and employees
Power doesn't have to come with a title. You may not be a supervisor, but you always have Self Leadership! Personal power is drawn from influence over others, the source of which resides in the person instead of being vested by the position held. Are you being your best self at work and with your customers? Learn how to identify and take control over your own growth and success, personally and professionally! This dynamic session includes great exercises and group engagement. Learning Objectives:
- What is Self Leadership?
- Strategies to personal leadership success
- Understanding your own power
- Leadership styles
- Perception and self-awareness
- Creating a Personal Action Plan
Stay interviews are individual dynamic discussions between managers and their employees designed to learn what keeps employees engaged and loyal at work. These meetings are more casual yet, structured to foster an open conversation that can reveal insights on how an employee feels about their job and the company. Unlike exit interviews, which are conducted after the employee has already made the decision to leave, stay discussions occur with current employees and are guided by their direct managers. This allows an employee’s manager to address concerns and enhance satisfaction before it leads to a resignation.
Join us to learn how to implement a stay interview program that helps gain a strong understanding of employees' motivations, job satisfaction, and their connection to their company’s culture. This session will cover:
- Establishing trust and rapport with employees to facilitate open and honest conversations.
- Effective questions to uncover valuable insights into employee satisfaction and engagement.
- Understanding your own power
- Develop personalized retention strategies tailored to individual employee needs.
- Implement successful practices for documenting and following up on stay interview discussions.
Effective time management is everything. However, leaders and followers waste time at an alarming rate. Salary.com reported that businesses spent $759 Billion dollars for work employees never did! That’s right. Businesses are bleeding productivity and money daily, because of wasted time. Author John Skot said, “Time and tide wait for no man.”
Wasted time can be defined as “Our best and most productive work time NOT being focused on making money, serving customers, or improving the business”. It could also be defined as NOT planning personal, relaxation, and social events into our lives. Instead, poorly managed time silently drains away money and energy we need to run our businesses and our lives better.
A SMART Goal is a statement that describes a specific objective the employee undertakes to fulfill within a specified time period. It is (S)specific, (M)easurable, (A)ttainable and (R)esults-oriented/relevant and (T)ime bound. SMART Goals provide detailed steps required to accomplish the goal, the timeline for completion and any new skills for development in order to achieve absolute clarity and agreement between the manager and employee as to what will be done by when.
Training includes:
- Determining what is important today
- Establishing the order of “To Doing” things
- Using SMART Goals to manage time
- How to stop procrastinating
- Prioritizing goals to allow employees to know which are the most important to the department and organization
- Develop a strategy and process collaboratively that involves the employee in the goal-setting process, establishing when and who will be responsible for intermittent check-ins on goal status.
- Implement accountability in coaching employee to reach set goals
Employers need help to overcome the challenges they face today. California Workforce Development Boards hold the key to providing employers with support in recruiting and training their next employees. California Employers Association has worked closely with our members to provide them with resources to assist them in finding opportunities during this unprecedented time.
This training will explore the skills that employers need from their workforce today. Our discussions will include collaborative ways to ensure that employers are able to obtain employees that are ready to hire and resources that will help employers succeed. This interactive session will cover:
- Strategies in business engagement that help struggling businesses
- Recruiting tips for remote workers
- Preparing employees for virtual recruiting and work
- Remote work policies and support
- What employers need from employees today
- How to collaborate with local workforce partners
Customer Service
Workplace conflict haunts organizations every day—it leads to lost productivity, diminished morale, and decreased performance. This training will give your team the skills to transform an irate customer to a satisfied customer. The class will help identify and resolve customer complaints in a healthy and positive way. The tools and skills presented equip you to resolve conflicts swiftly and smoothly.
Learning Objectives:
- Assess a challenging situation and determine an appropriate strategy
- Utilize a 5-step process for dealing with difficult people
- Recognize the negative impact conflict has on them, their organizations and others
- Recognize that they have a responsibility to resolve conflicts when they occur
- Reframing to defuse aggressive attitudes
- Conflict resolution across department team members
- Understanding and displaying empathy
Customer service is receiving a great deal of attention in almost every business and industry. The purpose of this training is to measure and increase customer service performance in both employees and managers. Discover why customers stop doing business with a company. Learn how to increase customer loyalty in your company. In this Customer Service program you will learn:
Learning Objectives:
- Understanding the communication process
- Create better customer care
- Identify external and internal customers
- Develop a positive approach to dealing with customer
- How to effectively respond to customers
- Develop Repeat Relationships
Recruiting & Onboarding
Employees are increasingly becoming disengaged in our new economy. Remote & hybrid work has changed the way employees interact with each other and their managers. Through different engagement strategies, you can transform your organization into a high employee retention culture – one that develops employee strengths to increase productivity leading to higher job satisfaction. Hear how to set clear work objectives and expectations for onsite, remote or hybrid work so that your employees can stay engaged, motivated and perform at high levels for your organization.
Hiring in today's world, with our current labor shortage can be daunting and difficult. In order to find hidden talent, employers need to look at pools of experienced employees that they may have overlooked in the past. There are many job seekers who are truly looking for a second chance when it comes to work. Whether it's seeking out employees who were recently incarcerated, employees with disabilities or perhaps employees who retired but now want to return to the workforce, there are many non-traditional avenues leaders can take to find good talent!
Diversity, Equity & Inclusion
A culture of trust, professionalism, and respect enhances team efforts and goal attainment. It is essential that effective communication, trust, and respect be honored in the workplace as the foundation for a productive environment. The diversity in today's workplace, not only involves differences in race, gender, and culture, but also differences in communication style, ages, education, and values. With insight, understanding, and skill development, we can learn to respect others and value differences as opportunities and strengths.
Learning Objectives
- What is meant by workplace respect?
- Barriers to understanding and respect
- Strategies for respectful communication
- Etiquette in the workplace
- Embracing diversity & inclusion
- Communication across generations
- The importance of validation and appreciation
The diversity in today's workplace, not only involves differences in race, gender, and culture, but issues that include differences in communication style, ages, education, and values. With insight, understanding, and skill development, we can learn to value differences as opportunities and strengths. A culture of trust and respect enhances team efforts and goal attainment. With great facilitation and break out exercises, this diversity and inclusion training covers:
- Primary and secondary dimensions of diversity
- Definitions of diversity and inclusion
- Embracing diversity
- Strategies to create stronger respect
- Micro messages—inequities and affirmations
- Respect and inclusion
Looking for More DEI?
We have partnered with Cascade Employers Association to provide courses that go in-depth on diversity and inclusion in the workplace. Learn more by visiting our Diversity, Equity & Inclusion Resource Center.
Company Training and Talent Development
Our subject matter experts can train your company, onsite or virtually, on various topics. We can customize trainings by industry or company goals, give us a call or drop us a line to see how we can support your company. To view all the courses available, select a category below or download our course catalog.
¿Hables Español? Most trainings are also available in Spanish. View all our Spanish HR solutions. Looking for one-off training for individuals? Check out our upcoming events.
HR Fundamentals
Compliance Training
Leadership & Essential Skills Training
Suggested Training Bundles
Executive Coaching
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*Many of these trainings are also available in Spanish.