20 Programs, Services Course Catalogue · 2020 Programs and Services [email protected]...

Your partner in talent and organizational performance improvement

2020 Programs, Services & Course Catalogue

2020 Programs and Services [email protected] 888.722.3303 2

About Us

Career Growth Associates, Inc. is a global OD and learning service provider with office locations

in Los Angeles, Phoenix, Detroit and partner sites in Mexico and throughout EMEA. We have

been providing OD and Human Capital Solutions to both domestic and international

organizations, in a variety of industries, for over 30 years. We create innovative and engaging

learning solutions as well as provide content, consulting, training, learning tools and thought-

leadership based on proven learning methodologies and practices. Career Growth Associates,

along with our team of learning consultants, offers complete and integrated learning solutions

that help organizations achieve both their business and human capital goals.

Our Approach

We are passionate about what we do and are committed to achieving unparalleled

performance results. We do this by applying proven learning principles in an engaging, high-

energy, and collaborative learning environment. Our team of experienced consultants and

learning experts are drawn from nearly every industry and bring real world expertise,

experiences, and backgrounds to address an organization’s unique business challenges. We are

collaborative by nature and will partner closely with you to customize solutions that are unique

to your business and measurably impactful. Through this partnership, we create and

deliver results driven performance solutions that transcend the capabilities of your workforce

and transform your business.

Contact Us:

Website: careergrowth.com

Email: [email protected]

Phone: 888.722.3303


Professional Programs and Services Career Growth Associates, Inc. (CGA) partners with organizations to improve organizational effectiveness and individual performance by providing human capital asset management and development solutions. Industry best practices and CGA’s innovative approaches are combined to provide a customized solution for your organization.

CGA delivers: • Customized solutions to meet an organization’s unique needs and challenges.• No cost consultations to diagnose and clarify organizational needs and desired outcomes.• A collaborative and flexible approach to developing results-driven organizational

effectiveness and talent solutions.

CGA Professional Programs CGAProfessional Programs were designed to address specific organizational issues related to performance, engagement, retention, high potential development and/or a specific training need for an identified group of employees.

Career Connections is a customized solution designed to improve employee engagement, retention, and performance by integrating and aligning human resources development programs and processes with organizational development efforts, and the organization’s goals and strategies. The outcome of Career Connections is the retention and improved productivity of motivated, focused employees. This human capital asset management strategy is designed to enhance the investment in professional talent by addressing organizational goals related to:

• Engagement, commitment, satisfaction• Performance improvement• Talent retention• Knowledge transfer and succession planning

Leadership and Talent Development Engagement and Retention Performance Assessment


This human capital asset management strategy, has proven ROI and cost savings related to: • Performance & Engagement• Leadership and Talent Development• Retention• Succession Planning

Career Connections Benefits to organization and employees: • Educates employees on the career planning and management process.• Provides various assessment activities and tools, such as: DiSC Profile, MBTI, EQ,

Organizational Climate.• Introduces employees to an organization’s internal job and career related resources and

encourages employees to actively use these resources.• Provides various exploration activities for employees such as job shadowing, “Day in the

Life” exercises, information interviewing.• Educates managers on how they can assist employees in exploring various career paths

within the organization and how to develop a Career Action Plans to achieve career goals.

Boot Camp: Leadership ReadinessThis program is designed to develop the critical leadership and management skills required for high potentials and newly selected or promoted team leads, supervisors and managers. to be successful in his or her new role. Boot Camps are designed to address fundamental leadership and management mindset, skill set and adaptive behaviors that lay the foundation for a successful transition from individual contributor to leader/manager. Boot Camps are two or three-day sessions custom designed to complement an organization’s culture and manager performance expectations, as well as, address the specific development needs of the participants. Boot Camp modules often include the following topics and activities:

• Leading vs. Managing• Relationship Management• Motivating Others• Managing Diversity: Generational, Cultural, Gender• Teambuilding• Conflict Resolution and Management• Performance Management• Feedback and Coaching• Delegation and Direction• Problem Solving and Decision Making• Leadership/Personality Assessment• Emotional Intelligence Assessment


Developing Future Leaders This series can be implemented as a total leadership development solution or individual courses can be chosen to complement existing internal and external leadership development activities.

Career Directions Designed to identify top talent and determine leadership potential and commitment to a leadership development program.

• Determine leadership potential• Develop a Leadership Development Plan• Develop a Career Map

Leadership Skills Develop foundational skills (development or improvement of critical skills required for leadership development).

• Communication• Conflict Resolution• Delegation & Direction• Emotional Intelligence• Interpersonal Dynamics• Organization & Management• Performance Management• Problem Solving & Decision Making

Leading People & Teams Develop leadership skills for entry through mid-level leadership/management roles and responsibilities.

• Accountability• Change Management• Coaching• Cultural Competency• Innovative Thinking• Motivating• Performance Management• Teambuilding


Leading the Organization Develop advanced leadership skills for senior level managers and directors responsible for achieving the organization’s vision and goals.

• Business Savvy• Leading Change• Mentoring• Negotiation• Risk Assessment• Strategic Thinking & Planning

Global Leadership The ability to adapt and connect within a global environment is critical to leaders at all levels. For the Global Leadership series, the Developing Future Leaders courses have been modified to focus on how to adapt traditional American leadership/management practices to multi-cultural and global organizations. These courses can be customized to build upon your existing leadership development approach or designed to replace your traditional programs. They can also emphasize specific cultures based on the organization’s workforce, customers, locations, suppliers, etc. The courses focus on the following leadership skills:

• Demonstrating cultural competency in communications and interpersonal relationships.• Leading and managing a multi-cultural workforce.• Engaging in short term and long-term global projects and assignments.

IT: The “People” Challenge As the role of IT professionals in organizations continues to expand, anecdotal information and research data point to a notable lack of “people skills” as a critical challenge that impacts individual performance and the productivity of the organization. This learning solution is based on the challenges which are common to most organizations – effective communication between IT and non-IT employees and the perceived “separateness” of IT from other operations and departments. The learning approach is very “high touch” (interactive activities) rather than “high tech” (PowerPoint and data dump) to provide maximum opportunities for practice, demonstration, feedback, and application to the job as well as the opportunity to develop interpersonal skills. This solution consists of sixteen hours of learning that is organized into four modules that can be customized for both content and delivery/scheduling to meet an organization’s specific needs and the background of their IT professionals. Main objectives are to: • Develop communication, interpersonal skills, and adaptive behaviors for working

collaboratively with non-IT employees and departments.• Create an IT mindset and culture that is aligned with the corporate brand and culture, while

retaining the uniqueness of IT.• Instill and reinforce a mindset of engagement and inclusion:

§ Being a member of the organizational team.


§ Performing a role and providing expertise and services that support organizational goalsand strategies.

§ Interacting appropriately when working with external customers, internal customersand suppliers by supporting the organization’s mission and demonstrating the values.

Talent Development Across Cultures This series of courses is designed to develop skills, adaptive behaviors and competencies that will improve the ability to understand, communicate, and interact across cultures - reducing misunderstand and mistakes; building cooperation, collaboration, and teamwork; and improving productivity and profits. Employees who interact with non-American co-workers, customers, suppliers, global partners, etc. will develop new approaches that result in increased performance and efficiency, as well as improved relationships when interacting across cultures. Key topics include: • Communications that Build Bridges• Creating Coalitions and Collaboration• Dealing with Conflict• Diversity, Inclusion, Belonging• Getting Things Done• Coaching and Motivating Others


CGA Services

Leadership Assessments CGA will partner with you to diagnose your organization’s current “leadership situation” (current state versus desired future state) and assess individual leadership capabilities and potential. Partnering with our affiliates at scitrain, we are able to offer insightful tools for leaders and teams that uncover leadership styles, strengths and development opportunities.

scitrain Leader 360 A standardized assessment model that takes a holistic view on the competencies a leader needs to demonstrate.

SUCCEED A comprehensive tool to help an individual to understand his or her leadership style and approach. Based on Daniel Goleman’s 6 leadership styles (Setting the Pace, Unifying, Coaching, Commanding-Executive, Envisioning, and Democratic), the SUCCED tool provides unique insight into an individual’s natural leadership style and his or her ability to successfully adapt in different situations.

Leadership Assessment Centers A series of assessments, simulations, role plays, etc. observed and evaluated to identify development needs, future roles and assignments. Skilled coaches provide on-going assistance in creating development plans, feedback and support for behavioral change.

Transformational Leadership assessment Self-assessment to determine transformational leadership characteristics versus traditional transactional manager characteristics

Additional Talent Assessment Offerings:

scitrain Individual Contributor 360 A new and fresh take on multi source feedback tools. We incorporate your competency model in our user-friendly online interface to secure feedback for your teams.

Learning Agility Questionnaire (LAQ): The latest research indicates that Learning Agility, or the ability to experience, reflect, and grow, is one of the most important predictors of potential and ability to succeed in a dynamic business world. Sci-Train’s LAQ helps individuals determine how they learn. It is based on: Grit, Growth Mindset, Intellectual Agility, and Emotional Agility.


Myers-Briggs Type Indicator An introspective self-report questionnaire with the purpose of indicating differing psychological preferences in how people perceive the world around them and make decisions. We offer various applications of the MBTI including: Leadership Style, Team Profiles, Sales/Selling and Skills/Behaviors: Communication, Decision Making, Conflict Stress

DiSC The DiSC profile is a non-judgmental tool used for discussion of people's behavioral differences. DiSC profiles help you and your team:

• Increase your self-knowledge: how you respond to conflict, what motivates you, whatcauses you stress, and how you solve problems

• Improve working relationships by recognizing the communication needs of teammembers

• Facilitate better teamwork and teach productive conflict• Develop stronger sales skills by identifying and responding to customer styles• Manage more effectively by understanding the dispositions and priorities of employees

and team membersThe various self-assessments include:

• Workplace (Individual Contributors)• Management (Mangers and Leaders)• Work of Leaders (Senior Leaders)

Emotional Intelligence Self and multi-rater assessments to identify an individual’s EQ development needs.

Organizational Needs Assessment CGA offers organizational needs assessments to determine human capital asset management needs related to leadership/ talent performance and development and retention such as:

Performance and Behavioral Competencies: Partnering with an organization’s executive leadership team, Human Resources, etc. CGA helps identify the critical behavior and skills that both leaders and Individual Contributors need to demonstrate in order to be successful in their role and at the organization. Focus areas include:

• Identifying performance improvement and development needs§ Determining immediate” best” job assignment and placement§ Succession planning

• Talent Management strategy for leaders at all levels and across the enterprise• HR processes & strategies for onboarding, engagement, retention, inclusion, diversity,

harassment, etc.• High potential identification and development


CGA 2019 Course Catalogue

Pages

12-14

15-22

Leadership Development

Coaching for Performance Conflict Resolution: Manage, Mediate, Move on Decision-Making Methods Delegation and Direction DIversity, Inclusion, BelongingLeading and Managing Change Leading and Managing for Inclusion & Engagement Leading and Managing: Remotely and Virtually Meetings that Work! Motivating for Results Negotiation Through Collaboration Problem Solving – With Others Project Management Teambuilding: Developing High Performing Teams

Talent Development Communication Skills Business Writing Digital Standards and Guidelines: email, i-messaging, Skype, etc. Communications that Build Bridges Communications that Build Bridges: Across Cultures Difficult Conversations Listening Skills Persuasive Presentations Presentation & Public Speaking

The courses listed can be delivered as a "ready to go" course, but typically we customize courses to meet your specific needs by helping you identify content from the various courses that we can incorporate into a custom solution for you - at no charge. This "mix and match" approach will help us meet your expectations.


Interpersonal Skills Attitude and Assertiveness Collaboration and Teamwork Conflict Resolution Customer Relationship Management Dealing with Difficult People Emotional Intelligence (EQ) Enhancing Workplace Relations Getting Results Working Remotely/Virtually Getting Things Done When You’re Not in Charge Influencing Others Leading without Authority Negotiating – Win/Win reventing Harassment and Bullying (Associate and Manager courses) 19 Relationship Management – Optimizing Diversity 20

Self-Management & Performance Career Planning and Management Critical Thinking Goal Setting Innovative, Creative Thinking Managing Change Organizational Skills - Managing Tasks Problem Solving Stress Busters Time Management


Leadership Development CGA specializes in customizing leadership development solutions that:

• Align with the organizational culture and existing leadership/managementcompetencies and behaviors, and the desired leadership mindset as well as skillsetbased on the backgrounds and experiences of the leaders.

• Are based on data. Individual performance metrics, internal and external assessments,feedback and individual assessments.

• Provide on-going learning and development activities rather than a “one time” event.• Are proven solutions from industry “best practices”.• Utilize a variety of “traditional” and innovative instructional methods:

• Instructor led learning laboratories, workshops, seminars, courses• Digital options• Individual learning activities and projects• Individual and group coaching

Coaching for Performance Coaching is the pathway for multiplying effectiveness through others and for getting the best performance out of people. Through informal and formal coaching discussions, participants will be exposed to the methods used in building trusting relationships with employees, essential communication skills, and techniques for giving constructive and effective feedback. Coaching expectations and guidelines will be also be addressed and tools will be provided for monitoring the coaching process.

Conflict Resolution: Manage, Mediate, Move on Participants will develop skills for handling personal and work conflict as well as develop mediation skills for helping others to resolve conflicts. Case studies and role-plays of typical work and personal situations are included.

Decision-Making Methods This course explores the unique dynamics of group decision making which includes behaviors such as: hidden agendas, alliances, non-participation, and passive-aggressive behavior. Participants will examine various types of individual and group decision-making methods and learn a proven step-by-step seven step process for making individual and group decisions.

Leadership Courses


Delegation and Direction One of the most difficult tasks for many managers is the ability and willingness to delegate tasks and responsibility. Participants will learn how to identify appropriate tasks to delegate, who to assign them to, and how to provide support while relinquishing some control. In this class, participants will discuss and practice steps for giving clear direction, checking for understanding, providing support and resources, course correcting and giving praise and recognition.

Diversity,Inclusion,BelongingThis course will move beyond understanding and appreciating differences, to identifying individual behaviors and organizational practices that can create a culture of inclusion that creates a higher level of engagement and commitment from employees. The main diversity factors affecting the workplace today - age, ethnicity/race, and gender- will be explored to identify how these differences impact interactions in the workplace. Participants will be able to identify their conscious and unconscious biases, stereotypical beliefs, and lack of knowledge/experience and identify both attitudes and actions that will help them create a workplace of “equal rights and benefits for all.”

Leading and Managing Change Leading and managing change requires comprehensive strategies for communicating with and engaging employees at all levels. This class will develop the leadership and management skills required to design a strategy and action plan for successful change implementation. In addition, this class reviews how individuals respond to change in their lives and at work and how that knowledge can help leaders support employees as they experience organizational change— especially change that they view as being negative for them. This course will present the Eight Stages of Change based on Kotter’s bestselling book Our Iceberg Is Melting.

Leading and Managing for Inclusion & Engagement A diverse workforce creates both opportunity and challenge for the organization and its’ leaders. The business case benefits for a diverse workforce are easy to understand – but implementing new organizational strategies for including and engaging employees from a variety of backgrounds is more difficult. Leading and managing a diverse workforce requires additional knowledge and skills for leaders at all levels. Managers are now being asked to recruit, hire, train, motivate, coach, mentor, develop, evaluate and retain “diverse talent.” This course examines traditional diversity strategies and the “cost” of continuing them, best practices for engaging a diverse workforce and the skills required for successfully managing and leading a diverse team.

Leading and Managing: Remotely and Virtually Traditional techniques do not work for leading and managing virtual teams. “Managing by walking around” doesn’t work and having an “open door” to encourage face-to-face communication is irrelevant. In addition, there are often the additional challenges of time zones, language barriers and cultural differences that must be addressed. This class will help participants adapt their management style and behaviors for the virtual workplace.


Meetings that WorkMeetings require a lot of time and effort for both the planner and participants. Typical meeting “mistakes” can be avoided with appropriate meeting management techniques. This class will address how to plan for and conduct an effective meeting. Participants will also learn how to adapt their approach based on the meeting format: in person, telephone

Motivating for Results

“Getting results” is the primary job of any supervisor or manager – getting associates to perform their tasks in a timely manner and produce quality results. There are a number of reasons why a manager can end up with “push back” rather than results. This course will help managers identify the various causes for pushback – overt and covert actions that employees use that impede progress – and various tactics that can help redirect their efforts without alienating them.

Negotiation Through Collaboration A manager’s day is filled with multiple negotiations with their direct reports, their managers, customers and often suppliers. Negotiating requires exceptional communication and listening skills, and the ability to view a situation as a problem to be jointly solved through collaboration and innovative problem solving. Today’s workplace values a “win-win” approach rather than a “winner take all” result. Participants will learn how to demonstrate and apply this approach to a variety of “negotiable” situations in the workplace that will produce better outcomes, in a timely manner, and contribute to a positive working relationship with others.

Problem Solving – With Others Being able to facilitate and manage problem solving efforts that involve multiple stakeholders requires a structured process for defining and clarifying the” real” problem and its causes. In this class, participants will practice a structured problem-solving process including: identifying and evaluating possible solutions, selecting and implementing solutions, monitoring results and making adjustments as needed.

Project Management Managing projects is a critical professional skill that helps to ensure the successful, on time and on budget completion of projects and all of the related tasks. The Project Management Challenge tool will introduce the four Phases of Project Management and the twenty-two potential steps. The Project Management Model will help participants manage and control projects by applying a planning and management process that will improve information management and sharing, task scheduling, task tracking, and task assignment.

Teambuilding: Developing High Performing Teams This course will help leaders create high performing work teams. In addition to understanding all of the basics of team development and team dynamics, participants will develop personal attitudes and skills for being role models, identifying and addressing organizational processes, systems, policies and practices that support teamwork. Leader and team members' skill requirements will be discussed. Team leaders will learn what “leadership” role to take during the various stages of the team’s development: Forming, Storming, Norming, and Performing.


Talent Development

Business Writing Written communications impact workplace productivity and efficiency and reflect upon our individual and organizational image. Writing that is boring, repetitive, negative, and poorly organized may cause readers to lose interest and not respond - or respond inappropriately. Review correct grammar and punctuation, learn how to organize content for a letter, memo, e-mail, and report. Make sure messages are communicated clearly and correctly and that they appeal to the reader's interests and needs. This class provides in-class writing exercises to develop and refine writing skills.

Digital Standards and Guidelines: email, i-messaging, Skype, etc. The root of most problems and conflicts is due to ineffective communication. With e-mail being the communication method of choice in today’s workplace, the situation has worsened. This course will provide guidelines for selecting and using the various communication options available to deliver effective and efficient communications that result in “shared understanding” which improves productivity.

Communications that Build Bridges Communicating effectively is a greater challenge than most of us recognize. The majority of workplace problems are due to communication, or lack thereof! It's not that people don't communicate, but that we communicate in different ways, with different styles and usually with many assumptions about the receiver’s ability to decode our message - the spoken and unspoken. This program focuses on understanding the communication process and individual styles. Barriers to effective communication are examined and techniques are practiced for communicating one-on-one, during meetings, and in small groups.

Communications that Build Bridges: Across Cultures The goal of all communication is “shared understanding” - which is challenging even when we share the same language and culture! This course will focus on learning and practicing adaptive communication behaviors when working with individuals from different cultural backgrounds by learning about the dimensions of culture that most impact communications and interpersonal relationships: high context versus low context (direct versus indirect), equality versus hierarchy (including gender, age and race) and task versus relationship orientation. Adaptive communication behaviors will be demonstrated and practiced for both verbal and written communications, face to face and electronic/virtual communication, and one on one and group interactions. Some of the most common cross-cultural communication mistakes will be identified and alternative approaches provided. Supporting skills in observing, analyzing and, listening will also be enhanced.

Communication Skills


Difficult Conversations There are some conversations that are simply more important than others – the issues are critical; the stakes are higher, and the situation is often more explosive. Learn to engage, not avoid these critical conversations. Address important issues that impact your organizational success and also your on-going relationships with colleagues by learning communication techniques that are based on sharing information, examining alternatives and jointly resolving issues while maintaining the relationship

Listening Skills Our mind is capable of processing information faster than others can speak. So, we can easily be distracted from listening. Skilled listeners are able to discipline their minds to stay focused on listening to understand another person. Many people, preferring to be speakers rather than listeners, mainly listen for an opportunity to become the speaker and present their point of view! Fortunately, there is a way to improve our listening abilities. Through a series of assessment activities, participants will identify their listening strengths and weaknesses. The five elements of listening are discussed, and the skills needed for each element are practiced through a variety of listening exercises.

Persuasive Presentations There are critical times when you need to be persuasive, to influence others, to present a clear direction and rationale that engages others. This class will help you with both “what to say” and “how to say it” in a way that generates support and action rather than resistance and push-back. Using Cialdini’s Six Weapons of Influence, this course will provide a template for structuring your “presentation” and also prepare you for the types of questions, responses, and challenges that you should anticipate.

Presentation & Public Speaking Public speaking is an activity that tops the list of most peoples' greatest fears! This program will address all of the planning and organizational steps required to prepare a presentation by providing checklists, planning tools and the opportunity to plan and deliver a presentation. Presentation techniques and skills needed for different types of presentations will be demonstrated. Participants will have several opportunities to practice and demonstrate their skills while being recorded. Through practice and immediate feedback, skills can be enhanced, and individual confidence will grow.


Attitude and Assertiveness

Is your attitude increasing your value and power – or undermining it? Do people view you as positive and optimistic? Are you assertive or aggressive? Start demonstrating an attitude of being positive, optimistic, and open-minded. Demonstrate your assertiveness through actions that “address rather than avoid conflict,” “get your point across” and “get what you want” in a manner that does not alienate others and damage working relationships.

Collaboration and Teamwork

Many of our work activities require us to collaborate with others, to work as part of a team effort. to apply our individual efforts and resources to accomplish a share responsibility or goal. Effective collaboration and teamwork require an understanding of group dynamics, a unique set of communication skills, efficient team processes for communicating, sharing information, managing conflicts, decision making, etc. This highly interactive course will allow you to experience a variety of collaboration/team activities. In addition, the Stages of Team Development: Forming, Storming, Norming, and Performing will be reviewed to understand the typical behaviors and problems to expect at each stage and effective strategies for moving through each stage.

Conflict Resolution This course presents conflict as a natural occurrence that is made positive or negative by the input provided by the participants involved in the conflict. Conflict doesn’t have to be “ugly!” Conflict Resolution examines the roles that we play in conflict, discusses the reasons why individuals get upset, and provides you with the tools to successfully navigate your way through these difficult experiences. In addition to identifying and defining the various sources of conflict, you will also learn which of the five conflict resolution styles you most frequently use, when and how to use all five styles, and the AEIOU conflict resolution technique.

Customer Relationship Management There’s a difference between providing a customer with quality service during a transaction and creating a long-term relationship with a customer. This course reviews customer service basics, such as Moments of Truth, and identifies the strategies and steps for developing and maintaining positive, sustainable relationships. Learn what it takes to create a “partnership” with any customer, external or internal, and to exceed their expectations. Explore the techniques for relationship management between individuals as well as between work groups and departments.

Interpersonal Skills


Dealing with Difficult People Difficult people cost us a lot! Not only in terms of lost time and productivity, but more importantly they can cause you to lose your mind (or at least make you feel that way). But there is something you can do. This course presents ways to manage difficult behavior and reduce it or eliminate it altogether. It also provides constructive solutions to performance and interpersonal problems-whether with a co-worker, employee or boss-that makes everyone’s life more difficult than it needs to be. Learn how to deal with the “Know It All,” the “NO!” person, the “Bulldozer,” the “Wimp” and more.

Emotional Intelligence (EQ) Being able to recognize and manage our emotions and those of others is key to our daily interactions with our managers, clients, and co-workers. It is a critical skill valued by employers who recognize Emotional Intelligence (EQ) as a requirement for being an effective team member, leader and manager. By assessing your EQ and its four components: Self-Awareness, Self-Management, Social Awareness and Relationship Management you will identify new ways of behaving and interacting with others.

Enhancing Workplace Relations In today’s fast paced workplace, the ability to create and maintain “good” working relationships with clients, customers, co-workers, supervisors and outside vendors is critical. Being “good” at one’s job includes doing one’s work tasks well and demonstrating appropriate interpersonal skills. This program will help participants identify and demonstrate the attitudes and behaviors needed to develop and maintain positive relationships in the workplace.

Getting Results Working Remotely/Virtually This class will help you be more effective when working with associates, suppliers and customers who are located outside of your work location. It will address the unique dynamics of working remotely (from home or a different work location) and/or virtually which creates unique challenges beyond location differences. Techniques will be presented for handling the specific challenges and differences related to communication style, communication tools, time, culture, priorities, etc. The class includes a tool kit for best practices related to: e-mail, voice-mail, chat rooms, collaborative authoring, audio conferencing, video conferencing, etc. Bring your challenges and learn some best practices to increase your productivity!

Getting Things Done When You’re Not in Charge In today’s workplace, success is often directly related to the ability to get results by working with others - to get information, support, timely decisions, resources etc. Learn techniques and behaviors to influence others and secure their assistance when you are not in a position of authority. Identify and eliminate behaviors that are known to cause resistance, such as demanding or threatening.


Influencing Others Being able to influence others to support your ideas or a course of action, to provide you with resources for a project, or to select you for advancement is a key to reaching objectives. In the workplace, others often need to be persuaded and convinced about the merits and benefits of our recommendations. Learn how to convey your integrity and competency, establish a trusting relationship, deliver a compelling case, and secure agreement.

Leading without Authority Getting things done when you aren’t in a “position of power” requires the use of your personal leadership skills - being respectful, valuing others, developing relationships – plus skills for communicating, listening, persuading, negotiating and managing conflict. Demonstrating leadership skills when in a non-management position requires emotional intelligence and a willingness to display adaptive behaviors in order to successfully interact with others. Self- assessment tools will be provided for measuring trust, emotional intelligence, and conflict style to help you improve your ability to manage people and tasks.

Negotiating – Win/Win Negotiating is an everyday activity at work – negotiating tasks and responsibilities, timelines and budget, priorities, etc.! Negotiating for a Win-Win outcome is the desirable approach when negotiating internally – with others within the organization – with whom we need to have a problem solving, collaborative mindset and process. Reflect on your attitudes and beliefs about negotiating. Engage in several negotiation exercises to practice different approaches to negotiating. Apply a problem-solving process to the negotiation process.

Preventing Harassment and Bullying (Associate and Manager courses) Harassment programs are designed for those organizations that want to provide more than a compliance-based program and are striving to create a positive work environment for all employees, as well as inform employees about existing laws and organizational policy. All employees need to understand the organization’s policy on discriminatory harassment and what harassment “really is” based on the on-going modifications in its definition by the courts. These courses are designed to cover both federal and state statutes, current trends and research, and your specific organization’s policies. The employee program focuses on understanding: 1) how to personally handle harassing and/or bullying situations, 2) how to evaluate and monitor your own behavior to assure that it is appropriate for the workplace, and 3) how the organization will investigate and respond to accusations of harassment and bullying. The management program also includes the role and responsibilities of managers in being aware of employee behaviors and their role in responding to accusations of harassment and bullying, investigating incidents and preparing reports.


Relationship Management – Optimizing Diversity We know that the workplace is becoming more diverse, but that doesn’t mean that employees and managers are comfortable and knowledgeable about how to function in this changing environment. Understanding, appreciating and utilizing different assets and attributes of individuals is critical to workplace performance and harmony. This course will explore stereotypical beliefs and prejudices about “differences,” emphasizing those areas of most significance to your organization - race, age, gender, ethnicity, etc., in a non-threatening, educational atmosphere.

Career Planning and Management How do you get ahead in this ever-changing work environment? First, learn how the game has changed in how organizations recruit, select, train, develop and promote “talent.” Depending upon the field and industry, “what” employers’ value in employees has also changed – mobility, change and innovation skills, breath not depth of experience, collaborative mindset, cultural competency, etc. Second, recognize that planning and managing your career is your responsibility and requires specific knowledge and skills to reach your career goals. This class will help you understand how the internal and external job market works – today – and what actions you should be taking to accomplish your short- and long-term career goals.

Critical Thinking Critical thinking, also called analytical thinking, logical thinking and “common sense,” is a combination of many ways of thinking and behaving that are required for anyone involved in problem solving and decision making. Develop critical thinking skills related to asking appropriate questions, gathering relevant information, efficiently and creatively sorting through information, reasoning logically from available information and probabilities, and coming to reliable and trustworthy conclusions. A variety of activities and exercises will identify your current thinking habits and provide opportunities to practice critical thinking skills.

Goal Setting “If you’re not working on your goals, you’re working on someone else’s!” Successful people and organizations know where they’re going! Have you examined your goals lately – work, personal and professional? Tools and techniques will be provided to help you identify goal setting opportunities, so you can begin utilizing your time and efforts to achieve your goals using the SMART goal development technique and Action Planning templates to detail the specific activities and timelines for achieving goals.

Self-Management & Performance


Innovative, Creative Thinking Most of us would claim that we are not very creative. We have been conditioned to value logic and reason rather than intuition and creativity. “We’ve never done it like that,” “It won’t work here,” “We’re doing alright without it,” “That doesn’t sound very practical,” are just a few examples of the mind-limiting phrases we hear every day. So, how do we break out of these ruts? Innovative thinkers follow a different pattern of thinking, develop a tolerance for taking risks and making mistakes, and are energized by creating “new ways.” Learn how to “see things differently,” and ‘think out of the box.” Practice new brainstorming – idea generating techniques and new approaches to problem solving to apply new approaches to problems that may not respond to traditional problem-solving methods.

Managing Change We are constantly adjusting to a shifting environment. Not only is change continuing to happen, but the rate of change is increasing and will continue to increase. Learn to cope with the many changes occurring at work, quickly adjust your attitude and behaviors to adapt to “new” and “different.” By identifying how you have approached change in the past and how you “managed” them. Techniques for re-framing one's approach to change by understanding the dynamics of change, the change cycle, and the stages for dealing with personal change will help you with future changes.

Organizational Skills - Managing Tasks Handling tasks associated with both routine responsibilities and special projects requires a variety of skills related to goal setting, time management, prioritization, project management, action planning and monitoring. As workloads increase, new skills and tools need to be applied to deal with the limited resources of time and people. And new software needs to be carefully selected to support your specific needs.

Problem Solving Effective problem solving involves people working together to determine the problem, identify, select and implement solutions. The key ingredient to organizational problem solving is engaging the "right people" with the appropriate knowledge and skills, in a structured problem-solving process, led by a skilled facilitator. A five-step problem solving model and methods and tools (5 Whys, Root Cause Analysis, Force Field Analysis, Fishbone, Flow Charting) are presented along with guidelines for selecting the appropriate method for a particular type of problem. Bring a real problem to class so you can and apply the model and begin solving a real problem!

Stress Busters Do you feel as if your life is spiraling out of control? Can’t seem to get a handle on everyday problems and issues? Do you feel overwhelmed by all of the stress in your life? This course takes an innovative approach to addressing stress by focusing on specific techniques and strategies for reducing the level of stress in your life and managing stress related behaviors. Various stress reducing techniques will be introduced and practiced during the session and you will leave with


an action plan for initiating the kind of behavior modification necessary for reducing your stress and regaining control of your life.

Time Management Make the most of every hour and increase your personal effectiveness and workplace performance. This program provides proven techniques and tools to plan and control your use of time Learn to control your time and accomplish tasks while making progress toward your personal and professional goals. Learn the importance of identifying personal and work-related values and how to set priorities and schedules accordingly.

Contact Us:

Website: careergrowth.com

Email: [email protected]

Phone: 888.722.3303

Date post:	29-Mar-2020
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20 Programs, Services Course Catalogue · 2020 Programs and Services [email protected]...

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