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If your team is anything less than 100%, as I suspect most are, learn how to use the Can-Do, Will-Do grid to effectively analyze the performance of your employees.
You've evaluated an individual using the Can-Do, Will-Do grid. You've used their job description and expectations to guide your analysis. Now what?
If you're watching this program, I'm going to assume that you've watched our Can-Do, Will-Do Introduction course, or that you're already familiar with the concept.
How do you get your employees to be better than they were yesterday? What can you do, as their manager, as their coach, to help them perform better than yesterday? Coaching is a skill that we can learn and then follow as a process with all of our employees.
We all had to start somewhere. At our very first jobs, we walked into the organization not knowing how to do anything. That's your Rookie. Your Rookie requires a unique style of coaching.
As a Contributor, employees are starting to do productive work. In this Contributor phase, you want to continue to develop skills, and increase praise.
When a Contributor starts to understand the job, and becomes successful to the point where you don't need you to tell them everything to do, they become a Key Player.
Employees who are Captains are capable of working independently. In this Captain phase, let them know they have your support if they need you, otherwise, they can and should be be left to do their jobs.
The coaching objective is to move employees from Rookie to Contributor to Key Player to Captain. It's important, as a manager, that you know how to coach these people from point A to point D. A coaching conversation is one that helps your employees improve and moves them to the next level of skill and competence.
You've done your self-assessment, you've kept track of the work you've done throughout the year and you just had your review. But what if, even though you've prepared for your review, it wasn't a positive one? Whether you knew the bad review was coming, or it was a complete surprise, there are things you can do to improve the situation.
Self assessments are a good opportunity to objectively share your successes and challenges and help your manager see your performance from your perspective. In this short course, we'll cover what needs to be included in a self-assessment and give you a few pointers on how to write it.
How do you prepare for your annual review? Well, you should actually be preparing for it all year long. This may seem daunting, but it's really very simple. This short program will cover how to tackle this task, making your review a little less painful.
It's that time of year again- review time! Employees dread getting them and managers hate giving them just as much. For most companies, they are an essential part of the performance management process. This course will cover how to successfully conduct a performance review, turning it into a positive experience for both you and your employee.
Part of being a manager is watching your employees in action. Managing employees that are onsite is easy since you get to see them on a regular basis. But what if you have salespeople whose jobs keep them on the road? Field Sales Coaching, or a ride along, is the best way to observe your over-the-road employees.
How do you make your sales meetings effective? How do you get your employees there? How do you get them to want to be there? Well, it all starts with the basics.
Regardless of how you approach recognition, formal versus informal, group versus individual, or hopefully a mixture of all of these, the most important thing is that you actively participate in employee recognition.
Most people dread these conversations. The ones when you have to tell someone that their work is not up to standard. It's easier to just say nothing. That is until the problem gets so pronounced that you HAVE to deal with it. Let's talk about how to have a Concerned Conversation.
From time to time you will have discipline somebody. If you do it progressively, it will work better for you.
Motivation has been studied extensively. Here we talk about four types of motivation that you can use to influence your Won't-Do employees: incentive, fear, environment, and needs based. We'll briefly look at each of these and consider some of their pros and cons.
A Pronoid is a type of person that has the opposite state of mind to paranoia; they think that others think well of them. Pronoids think they can do no wrong and they think that everyone loves them. How do you work with these types of people? It's all about understanding and training them to be better.
We, as managers, often shy away from giving feedback or we approach it in the form of discipline. The goal of feedback is to clarify the employee's current status and determine what the best next steps are. It's an opportunity to help your team develop and become more successful.
As a manager, as a supervisor, you're held accountable for a multitude of things and chief among those is productivity from your people. How do you get your people to be more productive? In this program, we'll discuss the power of praise and its impact on productivity.
There's no "one size fits all" approach to management. People have different experiences, different needs, and different styles. A lot of that comes from how and WHEN they were raised. In this program, we talk about how to adjust your management style based upon the generation of the person you're trying to manage. This training will help you get the most out of each individual and maximize the performance of your entire team.
Managers tend to know a lot of company information. Some of it you can share with your team, and some of it is confidential. One thing is for sure, any information, whether you want it to or not, can travel at lightening speed throughout your staff. This course looks at how you can manage the spread of information.
Delegation, if handled correctly, allows you to get more done in less time. And it has the added bonus of growing and developing your team. Proper delegation is a key skill worth mastering, so you can focus on urgent or higher priority tasks.
Staying Positive at work can be quite the task. It's easy to get bogged down by negative factors that contribute to your mood. You have to learn how to handle these negative influences so they don't take over your day.
We all want the benefits that come from being assertive without the negativity that comes from being aggressive. Watch this course to learn the difference.
Congratulations! You're the supervisor, now! But, what if you're the supervisor of your former coworkers? Now you must change your role. Watch this course for advice.
The greater the expectation placed on someone, the greater they will perform. That's the Pygmalion Effect. It is a pretty simple concept to understand.
Here are eight steps to running an effective one on one meeting.
Here are eight steps to running an effective team meeting.
Have you ever gathered your team to brainstorm and been disappointed with the results? Have you left the meeting without any useful ideas, feeling like your time has been wasted, and knowing that you've wasted the time of your team? That happens. Unfortunately, the way we host brainstorming meetings isn't effective. The usual format often leaves the best ideas unsaid or, even worse, not even thought of. A suggestion is that you change your brainstorming format all together.
S.C.A.M.P.E.R. is an acronym that can help take brainstorming to a more creative and more in-depth level. The goal is to take an existing product, service, process, or idea and determine whether you can improve on it, by asking S.C.A.M.P.E.R. related questions that lead to new ideas and innovations.
In this program we're going to be talking about leader to-dos. What really works in terms of improving ethical behavior? It's leadership. Research clearly shows that ethical leadership is incredibly important, and is proven to actually change the way people behave.
How do you achieve your goals? Not the short-term daily tasks, but long-term goals and dreams? Some find that they don't actually ever achieve them, or they fall way short. If you're the type who works day after day, and year after year, but don't feel like you're really getting anywhere, this course is for you. SMART is an acronym that you can reference as your guide for goal setting. Setting SMART goals will help you to focus your efforts, keep you accountable, and help you attain whatever goal it is you hope to reach.
A work plan is a plan of what you will accomplish over a specific period of time. A majority of companies are using work plans to keep their employees focused, productive, and accountable.
Accountability is often thought of as something negative- the consequence for a task not having been finished, or a deadline that was missed. Unfortunately in many organizations, that's what accountability IS. The good news is that it doesn't have to be that way.
Chances are, if you don't already manage remote employees, you will in the future. Even if you've been managing employees in the office for years, you'll find there are several differences in the way that you manage remote employees. This program provides some helpful advice on how this can be done.
As an intern manager, the educational environment of an internship program calls for you to take on a variety of different roles. You'll be a supervisor, a mentor, a gatekeeper, and an educator. Effective intern management can improve your bottom line and talent pipeline. You can train these interns to do the work you need all while vetting them to see if they would be a good fit for your company. In this course, we'll talk about how to guide, teach, and train your interns to leave a lasting impression on them and a positive impact on your company.
Just like you, your employees have a list of things to do every day. Some days their list is overflowing and they can't possibly get everything done. As a supervisor, it's up to you to help your employees make the best use of their time to maximize their productivity.
Who's an extrovert? Who's an introvert? What's the difference? And why does this matter to me? This concept of introversion and extroversion was popularized by Carl Jung, but has gained new movement by Susan Cain through her Ted Talk "The Power of Introverts," and her book. Workplaces are reconsidering how they manage employees and meetings. Introverts are rallying to remind society that they bring value and that they have good ideas. As a result, extroverts are defending themselves in an effort to remind us that they're not just jokesters and socializers. Some interesting concepts have come from these discussions. In this series, we will summarize some of what's being said, and help you navigate some practices that will make your teams more productive.
Extroverts are social and have a lot to say. In your office, these are the people who are quick to speak up with ideas, they get into lively debates, they have the most fun at the holiday parties, and generally keep the energy up around your office. You know who the extroverts are on your team, so this program will help you learn how to best manage them.
Introverts contribute a lot to your team. Introverts have excellent memories, are thorough planners, are great problem solvers, have developed motor skills, and are good at self-regulation. In your office, introverts are happy to be left to do their work. In many ways, they are the backbone to your organization. They quietly do their job, meet deadlines, don't disrupt the day-to-day operations, and keep things moving along as planned. This program will cover how to manage the introverts on your team.
What is employee engagement? It's employee attachment, an emotional connection to the work they do, to the people they work with, and to the organization itself. It's a willingness to perform, and a willingness to grow and learn and continue to improve. Is this one of these trendy topics that organizations get hooked on? Is the concept of employee engagement ridiculous, or is it a strategic imperative for organizations that want to excel?
Measuring employee engagement requires consideration of many factors. This program discusses those measurable elements to help you keep your employees productive and engaged.
"People don't quit their jobs. They quit their boss." It's true. It's not surprising that the most important factor in employee engagement is an employee's relationship with their boss. So, how can you make sure you're the type of manager that encourages employee engagement?
Many research institutions have compiled lists suggesting how to increase employee engagement. If we go through some of those lists, and pull out major commonalities, we get a good idea of things we can do, as an overall organization, to engage our employees.
Managing Up is the idea that you can create a productive relationship by being assertive and taking control of your career. This course will explain how to proactively work to create a better relationship with your boss.
Learn at work, at home or on the go. All of our courses our online and play well with desktops and mobile devices.
Upon completion of this Learning Path, you will be awarded a Certificate of Completion showing that you have gained the skills presented.
Have a question? We're here to help. We have detailed FAQs and resources as well as a support team ready to assist you.
We offer over 90 professionally hand-crafted learning paths to get you started, but we realized that not everyone wants to learn the same things. That's why we give you the flexibility to create your own, custom learning paths just for you and your team.