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Training & Development Communicating Ideas A common theme runs throughout the curriculum - the courses are all designed to help executives become more effective communicators. The audiences may vary, but the principles remain the same. An executive must be a powerful communicator to persuade people to gain commitment to his or her ideas. The following training and executive branding programs can be adapted to groups or individuals. One-on-one personalized coaching is often the choice when preparing executives to present to investors and in other sensitive situations, which call for confidentiality. Or, individuals may want a more concentrated program customized to their particular needs. Account Management The training is designed for executives with responsibility for managing account relationships - agency account supervisors, financial advisors, attorneys, bankers, consultants and others who serve as relationship managers. Participants learn:
Group Problem Solving: A Creative Planning Tool Group problem solving is a "shortcut" in the planning process. This planning tool offers solutions to specific problems now. The program is designed for a group of company executives involved in the planning process who participate in a structured workshop that helps them to plan a marketing strategy, identify themes for conferences, develop a plan for a new service or product launch, develop a new business proposal, etc. The process can be used whenever a plan is needed to meet a goal. Discussion flows from a problem statement approved by the client. Examples of past statements: "How to identify and follow up on 20 new business leads by the end of this year and obtain five new accounts by the end of next year;" and "How to maintain our current business and build new business when we don't have enough well trained staff." Participants learn how to:
Managing the Performance Evaluation Process Motivating employees to perform at the highest level is the goal of every manager. The evaluation process is critical to identify f uture leaders in the organization so they can be trained and developed to assume increasing levels of responsibility and authority. This program will promote a dramatic shift in how people think about evaluations - from a feared and unpleasant chore to a year-round process that provides for constant communication between manager and employee. Too often the formal performance review degenerates into a tense discussion of all the things the employee did wrong. On-going counseling and performance reviews should also include what the employee did right and encourage upward feedback. There should be no surprises when the time comes for the formal review. The performance evaluation is no more than a summary of the conversations and counseling sessions that have taken place during the evaluation period and is simply a document "for the record." Participants will learn to:
Motivating and Managing Staff In order to be successful, a manager must excel at motivating and managing staff. But this is rarely easy. A primary culprit is poor communication between manager and his or her direct report. Managers do not understand what motivates employees. Employees often do not understand the scope of assignments and what the manager expects of them. Managers tend to avoid giving feedback unless it's negative when performance is not up to standard. Managers who micromanage squeeze out the joy and sense of accomplishment for people who work for them. This program will address these issues and establish fundamental principles of managing down. The program will help participants learn to discover for themselves what makes for a successful manager, including the principles of managing and motivating, including:
Problem Solving in the Planning Process Learning to become a proficient problem solver is the key to becoming a successful manager. That is because problem solving is at the heart of the planning process. Everyone is involved in solving problems every day in his or her personal and business life. In fact, we are problem solving most of the time we are at work, even if we are not consciously aware of it. Some are easy, like should I walk the back stairs to the 30th floor or should I take the elevator? Others are more difficult. For example, a manager is given the assignment to plan the launch of a new service. S/he knows the objective: deliver the service to customers. Yet, as soon as the manager gets started, what does s/he find? There are numerous obstacles in the way, from lack of money to lack of staff. In the planning process, managers need a systematic way to identify, evaluate and solve the problems standing in the way of reaching their objectives. Participants will learn to:
Speaking Effectively: How to Make Winning Presentations The training is designed for executives who need to make presentations to convince others to take some form of action: give money, buy a product or service, approve a budget, agree to a new product launch, etc. Participants learn to deliver more effective presentations in order to sell their ideas to internal audiences and to external groups such as clients, prospects and government officials. Whatever the presenting situation, they will become more skilled in persuading an audience to take action that moves them closer to commitment to the presenter's desired outcome. Participants learn how to --
Winning Media Interviews: Getting the Word Out More than ever before, executives are being called on to represent their organizations in backgrounders, briefings and interviews with reporters from the print, broadcast and online media. These discussions offer an excellent opportunity to tell a positive story about the organization and its products and services. In every interview, executives increase their chances of being included in a story by using techniques regarding form and content that can be learned and practiced. The program is designed for executives who have the responsibility and authority to meet the media. Participants learn how to:
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