Bite sized answers delivered in 45 minute interactive sessions
Over the past few years, people leaders have been anxious for “in the moment” coaching/feedback as they manage multiple people challenges in the workplace – from pandemic to labour shortages, HR’s presence in the workplace has increased substantially and people leaders are wanting support.
The sessions will be live, 45 minutes long, with an interactive component – for questions/comments. The intent is for each session to be concentrated in focus, so you can easily remember and apply the concepts discussed – not too much information, something quick for you to apply at work.
Trending Priorities for Human Resources in 2023
Based on industry feedback, employers are telling us they want support with the following:
• Leader and Manager effectiveness (lean methodology, effective communicators/motivators of employees, lead with urgency)
• Organizational Design & Change Management (lean methodology, efficiency practices, program/policy review, performance driven culture)
• Employee Experience (engagement is a priority for retention, connect/know your team, meaningful work assignment, team approach to priorities)
|Connecting with Employees
|How to improve your communication skills at work – getting your point across, giving positive and negative feedback/messages, disagree without being disagreeable and how to improve your written communications. In addition, we will discuss the key factors of active listening and how to improve your communication skills for multiple generations.
|What it Means
|The elements that describe a work culture, the importance of a positive work culture and what factors impact a work culture. In addition, we will discuss the impact turnover, loyalty, and performance have on work cultures.
|How to Create a Positive Work Culture
|Initiatives that contribute to a positive work culture – from company values to selecting people who fit the culture. In addition, we will also discuss what you can do to continuously evolve your culture – relationship building, communication practices, introducing policies/practices, and investing in your employees.
|Symptoms of a toxic culture – morale, lack of clarity, fear, high turnover, leadership, etc. We will review approaches to shift the culture to be more positive, sharing advise/guidance as we discuss examples of toxic environments and what to do.
|How to establish expectations at work – expected behaviour, level of accountability, responsibility, and communicating effectively. We will discuss team expectations, performance expectations, and how to effectively manage expectations. In addition, we will cover step-by-step approaches to setting expectations for new and existing employees.
|How to effectively manage conflict by being a skilled communicator. We will discuss how to establish a productive dialogue, managing the conversations, and keeping all parties on point. In addition, we will discuss how to arrive at common agreements and create solutions to the conflict. As well we will discuss how to effectively follow-up – monitoring actions and what to do if the conflict persists after.
|Lates & Breaks
|We will discuss absenteeism in general – valid reasons, questionable absents – how to address them, appropriate dialogue, documentation needed, and how to best conduct these conversations. In addition, we will spend some time on specific examples such as start times, breaks, and sick days and how to address each.
|Why confidence is important and the principles of how to be more confident – positivity, emotions, growth. We will review what you can do today to be more confident – for your self, work goals, achievements, shifting your perspective to creating healthy routines and living in the present. In addition, we will discuss ways you can start building confidence – standing up for yourself, accomplishing goals, doing the right thing, care less what others think and do more of what makes you happy.
|Building Trusting Relationships
|We will discuss why building trust is important in the workplace, along with some tips for building trust – value employees, being honest, know your team, and recognize value in your employees. In addition, we will touch on work ethic and how it supports building trust in the workplace.
|Mentoring & Coaching
|mentoring, and coaching differ – the approach and benefits of each, how to best utilize the relationship if you are being coached or mentored, and some examples where they are better suited. In addition, we will discuss how to evaluate ROI on each for your organization – qualities of a good coach or mentor, defining the purpose/benefits of having them available at your organization, timing, and length of having the services available.