Leadership Essentials Part 2 – Pack of 8 Courses


1. Effectively Disciplining Employees

Duration: 90 Minutes
Why You Should Attend:

Do you have an employee with performance problems?
Have you tried everything, coaching, counseling, pleading, and nothing works?
Disciplining employees can be intimidating and stressful especially when most employees usually think they’re doing nothing wrong.
How do you know what to say and how to say it?
How do you ensure that you are not breaking the law?

You will get the information and tools you need to take legal fair action from documentation to termination. This seminar will arm you with the skills and tools you need to effectively discipline employees without problems and stress. We will cover many real-life scenarios and give you solid strategies of what to do in different situations. If you let these problems continue without addressing them, you are not only hurting yourself, but also your team and your company. Don’t wat until it’s too late, learn the skills you need to handle these tough situations once and for all.

Areas Covered:

  • Understanding the principles of effective discipline.
  • Recognizing when and how to discipline employees.
  • Progressive discipline steps.
  • How to properly document disciplinary actions.
  • Real world examples
2. Coaching for Conflict Management – How you Can Help Employees Manage Small Conflicts on Their Own

Duration: 60 Minutes
Why You Should Attend:

Help Create a Climate Where Employees Know How to ‘Fight Their Own Battles’ When Minor Conflicts Arise

It is imperative to train supervisors on how to encourage employees to manage their own small conflicts without sending a message that management won’t help with anything. This seminar will address steps HR can take to help employees learn how to – and get in the habit of – managing small conflicts on their own.

Areas Covered:

  • Identifying the reasons employees often expect managers or HR representatives to step in and manage small workplace conflicts for them. These reasons may be related to the individuals involved, past experience, organizational culture, departmental factors, and other factors
  • Ways HR professionals can use their knowledge about the factors that keep employees from dealing with their own workplace conflicts to solve problems resulting from small conflicts rising to the level of HR or management involvement without the parties involved first trying to reach an agreement
  • Strategies for teaching effective conflict management skills to employees and managers so they will have the ability to effectively deal with conflict
  • How to coach managers to ‘push back’ constructively in situations where employees want them to get involved with conflicts that they should handle directly
  • Tips HR professionals can apply when coaching employees through efforts to deal with their own conflicts so they’ll learn how to do so independently
  • Suggestions for ‘selling’ employees on why it is in their best interest to sincerely attempt to manage small conflicts first, before escalating problems best handled between individuals up the chain of command
  • Identification of additional types of training that can help create a climate where employees know how to ‘fight their own battles’ when minor conflicts arise
3. Changing Up Performance Reviews

Duration: 60 Minutes
Why You Should Attend:

This webinar will help you troubleshoot your existing evaluation process and replace it with a simpler system that will yield results. At the end of this 90-minute webinar, participants will have an understanding of how to review, revise and renew their existing performance system.

Areas Covered:

Part One – Troubleshooting

  • Are you ranking vs reviewing? Two small, simple words yet huge improvement is in the space between those two little words.
  • How pay and rewards fit into your performance system. Because they do.
  • Determine what the right mix of emphasis in evaluations is. Using job descriptions, business goals and attribute improvement.
  • How to make sure you are not rewarding the wrong things, perhaps even more so than you are rewarding the right things.

Part Two – Revamping the process

  • How to spend less time on evaluations while achieving more improvement.
  • Twelve simple changes that generate huge differences in improved communications and accomplishment of business goals.
  • Using performance evaluations as a key catalyst for your succession planning processes.
  • How to build a “project plan” mentality towards improving employee problems.
  • How to write good but simple goals and objectives with a line of sight to business objectives.
  • Having conversations that motivate employees’ vs doing just the opposite.
  • How to have a conversation in which an employee also wants to participate.

Part Three – Training and buy in

  • Creating Supervisor buy in. How to get Supervisors to support, execute and even appreciate performance evaluations.
  • Create documentation that reduces, (instead of increases) your company’s exposure to legal challenges.
  • Understand the importance between feedback that directly links to performance pay and feedback that while still important, does not link to performance pay.
  • Using performance evaluations as a tool to improve employee soft skills and attributes.
  • Rewarding display, growth and movement towards collaboration and team building rather than rewarding dysfunction and political game playing.
4. Handling Rogue Managers – Ineffective Leaders and Unimpressive Managers

Duration: 60 Minutes
Why You Should Attend:

Rogue managers are managers who do not display good ethics and don’t care about modeling effective leadership behavior. They don’t follow company policy. Instead, rogue mangers lead by fear and intimidation. They care about what people can do for them, not for the employer. They create departments in which employees are forced to work unsafely, ethics are compromised and bullying, harassment and discrimination flourish unabated. Rogue managers also hinder the groups with whom they intersect as well.

Compounding the problem is that rogue managers teach others, including junior managers, to be just like them. No company needs an unofficial training program creating more rogue managers.  Emotionally healthy and talented employees with ethics and good work habits leave, leaving the employer with a group that is firmly behind the rogue manager.

However, healthy companies have to step up and deal with rogue managers. Because rogue managers not only run off the types of employees you would like to keep, they create dysfunction in succession plans and they create huge compliance risks. Left unchecked, rogue managers cause lawsuits, harm employees, often harm customers, and always damage a company’s reputation.

Areas Covered:

  • Determining what is a rogue manager.
  • How to tell if your manager has gone rogue.
  • Danger signs – Avoid hiring or promoting those who would be rogue managers.
  • Making a 360 plan for dealing with a rogue manager.
  • Who does what to shut down a rogue manager: the roles of HR and senior management.
  • Intervening with a manager who is in the process of going rogue.
  • Defining a plan of action for the employees the rogue manager leaves behind.
  • Conducting a rogue manager autopsy. Determining how a rogue manager flourished.
5. Legal Issues Concerning Employees with Psychiatric Illness

Duration: 90 Minutes
Why You Should Attend:

This webinar will discuss the employment rights of persons with psychiatric disabilities and conversely the employer’s responsibilities toward those employees under the ADA and other applicable laws, with emphasis on workplace accommodations and discuss issues that arise including:

  • How the broadened definition of disability under the ADA Amendments Act (ADAAA) affects individuals with psychiatric disabilities
  • Determining when a person with a psychiatric disability is “qualified” for a job
  • Common workplace issues involving persons with psychiatric disabilities
  • Applicable case examples
  • Identifying when safety issues or concerns arise and how the concept of “direct threat” may apply
  • Resources for both employers and employees, among many others

Areas Covered:

  • Mental Illness in the Workplace: Trends and Statistics
  • Applicable Laws (ADA, Rehabilitation Act, Executive Orders, among others)
  • Potential Legal Issues: Discrimination, Disparate Treatment, Disparate Impact
  • Americans with Disabilities Act (Definition of Disability, Reasonable Accommodation, Undue Hardship, Direct Threat
  • Workplace Safety/Violence Issues
  • Leave and Attendance Issues
  • Medication
  • Substance Abuse
  • Permissible inquiries, medical exams
  • Co-worker questions and issues
6. How to Identify Leaders Within Your Organization

Duration: 60 Minutes
Why You Should Attend:

Attend this informative training session and find out what you need to know to increase your ability to make the best possible decisions when it comes to identifying the next generation of leaders in your company.

Areas Covered:

  • What effective leadership really is, as well as what it is not
  • Understanding the nature of leadership
  • Key skill and personality characteristics critical for leadership success
  • Attitude and perspective components of leadership effectiveness
  • Identifying “fit” with company culture, mission, vision and values
  • Key employee needs that leaders must be able to meet
  • Key focus areas for recognizing leadership potential
  • Assessing leadership tendencies against best practice standards
  • Preparing high potential leadership candidates for success
  • Positive organizational outcomes of identifying and developing leaders
7. Leading Through Downsizing – Layoff Notification and Survivor Communication Best Practices

Duration: 60 Minutes
Why You Should Attend:

Learn how to effectively and appropriately structure layoff notification conversations and communicate and lead effectively through a reduction in workforce and beyond.

A reduction in workforce (RIF) is definitely not something that any manager, business owner, or HR professional wants to have to face, but the fact is that such situations do sometimes occur.

The manner in which layoff notifications are handled will have a direct impact on the entire organization, including both the people who learn that their positions no longer exist and the individuals who will be staying with your organization – the layoff survivors – as the company moves forward. This is why it’s critical to provide training for everyone who will be involved in the notification process.

Executives, managers, supervisors, HR professionals and others who will be involved in notifying affected workers must be trained on how these types of conversations should be structured, as well as best practices for communicating with affected workers effectively in this difficult situation.

They – and the other members of your leadership team – must also be trained on what to expect following notifications. They need to be prepared for the impact downsizing will have on layoff survivors so they’ll know what to expect and be able to communicate and lead effectively in this situation – both immediately following RIF notifications and beyond.

Areas Covered:

  • How to effectively and appropriately structure layoff notification conversations.
  • How a reduction in workforce will impact worker who are staying with the company (the layoff survivors)
  • How to communicate and lead effectively through a reduction in workforce and beyond
8. Excel – Automated Dashboards for Business Intelligence

Duration: 90 Minutes
Why You Should Attend:

No matter what business you are in, a dashboard is a critical tool in your communication armoury and as with any communication tool, presentation is everything. Although there are many tools that can be used to create a dashboard, Excel is commonly used due to its power, it’s flexibility and the fact that most people have it installed on their computer.

This training focuses on what you need to know to create an interactive professional-looking dashboard using Excel. You’ll learn how to: make the dashboard maintenance-free when new data becomes available; create the pivot tables needed to drive the dashboard; create great looking visuals; add interactivity using slicers; automate elements of the dashboard with a macro and protect the cells containing critical formulas.

In this training session, you’ll learn how to create a stunning, interactive professional-looking dashboard using Excel. This training will provide you with a solid foundation that you can use to build your own dashboards and reports.

Areas Covered:

  • Best practice for setting up data sources
  • Using Pivot Tables to summarize data
  • Visual communication using charts
  • Using formulas to create KPI summaries
  • Creating interactive filters with Slicers
  • Automating the dashboard with a simple macro
  • Using protection to prevent accidental changes



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  • Login Information with Password to join the session, 24 hours prior to the webinar
  • Presentation Handout in .pdf format
  • Presentation from the Speaker
  • Feedback form
  • Certificate of Attendance
  • Recording access Information with Password to view the webinar, will be sent 24 hours after the completion of the Live webinar.
  • Presentation Handout in .pdf format
  • Certificate of Attendance