Leading and Managing for High Performance
Managers make or break workplace culture, employee performance, and organizational success. Yet most have never received management training. It is thus no surprise that 70% of managers are uncomfortable even discussing performance with their subordinates. This training equips managers to:
- Collaborate with employees to provide the right level of direction, support, coaching, and communication
- Create a learning environment where everyone is invested in their own and others’ development
- Develop an inclusive culture by fostering open, healthy debate
- Build trusting relationships
- Hold people accountable fairly
We live in highly charged, confusing times in the wake of the #MeToo movement. Former employment law judge Mary McClatchey provides state-of-the-art sexual harassment training, with a common sense, balanced, expert approach. This program is a great risk management investment that will also help to clear the air and enhance your culture. We cover everything you need to know about how sexual harassment claims arise and best practices for avoiding and resolving them:
- What constitutes sexual harassment? Where do we draw the line between workplace banter, offensive conduct, and illegal discrimination?
- How should our organization respond when one employee feels harassed but the conduct doesn’t meet the legal standard of harassment?
- Should men and women be permitted to meet alone off-site or on-site with the door closed? What is our risk in these situations?
- Why managers need to welcome grievances
- How can we assure HR is part of the solution?
- What is an impartial investigation, who should conduct it, and what is the investigator’s role after issuing the report?
- What are prompt remedial measures that we must take as an employer?
- Why is retaliation the usual response to harassment allegations, and how can we change our work culture to avoid this legal trap?
Unconscious Bias, Micro-Inequities, and Using Micro-Affirmations and Ally Behavior
In this interactive and inspiring workshop, you’ll learn:
- Why diverse and inclusive organizations have higher return on investment
- How inclusive leadership that invites open debate is a critical part of D & I efforts
- How unconscious bias can hinder creativity, innovation, and performance and lead to harassment claims
- How we can understand and push back against our unconscious biases
- What are micro-inequities and why they are so powerful
- How micro-affirmations and ally behavior enhance inclusion while lifting morale and performance of all
- What bystander behaviors are within your comfort zone
Come prepared for ah-ha moments – you’ll learn how to enhance organizational culture, inclusiveness, employee performance, and innovation.
Healthy Workplace: Fostering Resilience, Mental Wellness, and High Performance
Employers are increasingly concerned about the adverse effects of stress and 24/7 connectivity on productivity, performance, and health care costs. Stress is the number one reason for absenteeism, turnover, doctor visits, and disability leaves, and the mental health symptoms of stress are growing fast. Yet, most employers have no strategy to address the problem.
In this workshop, leaders, managers, and human resources staff will learn:
- How stress and employee wellbeing directly impact engagement, productivity, performance, and health care spend
- The primary sources of workplace stress and specific tools for mobilizing your team to mitigate them together
- How to boost employee resilience and performance at the team and individual levels
- When and how to appropriately intervene, support, and accommodate employees who may be struggling
- Your duties under the ADA and how to manage risk while maximizing performance
You’ll leave with a Wellness Plan tailored to you and your team that will help everyone thrive
In this 75-minute Lunch & Learn, we start by defining wellness in the broadest of terms. We explore the factors of resilience that help us meet and overcome challenges. And, we examine specific ways to enhance physical, social, mental, spiritual, and occupational wellness at work.
Then, each participant will define their own specific wellness goals. Finally, team members will meet to 1) determine specific ways they can support each other’s individual wellness goals, and 2) identify areas of commonality and decide on shared activities the team can commit to. We’ll close by determining how you’ll hold each other accountable in a supportive way and celebrate victories.
This program is a great way to:
Increase wellness program engagement
Build strong teams
Improve productivity and performance
Come prepared to change your game!
Leaders: Design Your Mental Wellness Strategy
In this workshop for organizational leaders, legal, and HR, we’ll take you through the steps to create a comprehensive mental wellness strategy tailored to the specific needs of your organization. We’ll use a two-part process:
Part 1: Assess your organization’s current approach to mental health and emotional wellness in these areas:
- Strategic Vision of How Advancing Mental Wellness Improves Employee Engagement
- Scope of Wellness Program Incorporates Mental Health and Resilience
- Current Level of Mental Health Literacy
- The Five Elements of Psychologically Healthy Workplaces
- The Five Most Common Sources of Workplace Stress and How to Mitigate Them
- Cultural Climate and Messaging
- Manager and HR Practices: Supporting and Accommodating Employees and ADA and FMLA Compliance
- Access to Affordable, Quality, Timely Mental Health Services
Part 2: Based on your assessment results, we’ll help you design a Mental Wellness Strategy tailored to your organization. Components will include:
- Work Group. Determine who will own and implement this work.
- Leadership Vision and Strategy. Prioritize the methods your organization will use to mitigate stress and build a psychologically healthy workplace. Develop a plan and timeline.
- HR/Legal/Management Training: Identify training you will offer on supporting and accommodating employees experiencing mental health conditions and impairments, to maximize productivity and ADA/FMLA compliance.
- Wellness Program. List ways you will broaden your wellness program to encompass mental health and resilience.
- Mental Health Services. Make a plan to work with health care, EAP vendors and others to strengthen early access to affordable, quality mental health services.
- Culture and Messaging. Clarify leadership and messaging approach to promote a total wellness culture.
Consulting services are highly recommended to accompany this work, at additional cost.
Team-Based Work/life Fit and Flexible Work Strategies
When employees lack work/life fit and appropriate flexibility, employee engagement, health, productivity, and retention suffer. Every employer offers some type of flexibility, but it is usually on an ad hoc, reactive basis. Team-based flexibility opens up a world of possibilities that individual flex arrangements can’t.
In this workshop, we guide you, as supervisor, and your team members, through a process of identifying individual flexibility and work/life fit goals. Then, we facilitate a discussion of how team members can align to help each other achieve their specific goals. Finally, we help the team establish a process for holding each other accountable in a supportive, collaborative way.
Our shared objective is to create a thriving team culture of achieving work/life goals, while meeting and exceeding performance targets and client expectations.
ADA & FMLA Compliance: Expedite!
Leave and disability management are among the most difficult and disruptive tasks for a supervisor or manager. Too often, these situations are subject to delay, mishandling, and errors that land employers in court. While most supervisors and managers make daily decisions in this legal minefield, few if any have been trained to do so properly. In this interactive seminar using case scenarios, you will learn everything you need to know about expediting the ADA and FMLA compliance process for win/win solutions, including:
- What impairments are covered
- How legal protection is triggered
- Start by focusing on essential functions
- How and why to engage in the interactive process early and make it robust
- How to get actionable information from medical providers quickly
- What are reasonable accommodations
- Leaves of absence – how long is reasonable?
- What is an undue hardship on the employer and the work unit
- How to handle intermittent leaves
- How to create a great back-to-work roadmap
- How to rally your team to support reasonable accommodations and absences
To discuss training tailored to your organization, contact Mary at (303) 229-3597 or email@example.com