Human Resourcescatalogs/Sales... · 2017-01-24 · Talent Management ... The Apple Picking Approach...

Human Resources Workshop Catalog

1-4-All Coaching, LLC PO Box 805, Windsor CT, 06095

P 860.243.9757 | F 860.243.2466

[email protected] | www.SalesPlusMVP.com

mailto:[email protected]

http://www.salesplusmvp.com/


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Table of Contents

Introduction ............................................................................................................................................ 3

Frequently Asked Questions ................................................................................................................... 4

1. Who can benefit from these workshops? ......................................................................................... 4

2. What formats are available for training workshops? ........................................................................ 5

3. What is my investment? .................................................................................................................. 5

4. What other services do you provide? ............................................................................................... 6

5. What if I have more questions?........................................................................................................ 6

Human Resources ................................................................................................................................... 7

Employee Onboarding ......................................................................................................................... 7

Employee Recruitment ...................................................................................................................... 10

Generation Gap ................................................................................................................................. 13

Hiring Strategies ................................................................................................................................ 16

Millennial Onboarding ....................................................................................................................... 19

Talent Management .......................................................................................................................... 22

Workplace Diversity........................................................................................................................... 25

Workplace Harassment...................................................................................................................... 28

Workplace Violence ........................................................................................................................... 31

Train-the-Trainer ............................................................................................................................... 34



Introduction

The SalesPlus Approach

In order to increase results, you have to improve performance. Professional development and training is

a proven way to engage and motivate people. A smarter, more engaged team positively impacts

performance and positions your organization to be even more competitive and successful.

Let’s be honest – if you don’t have the time to motivate and energize your troops, who will? If you've

run out of ideas when it comes to building enthusiasm with your team, we can help. That’s where Steve

and his team make things happen.

A Fresh Perspective

You want a fresh perspective with a different approach that can energize your team while you focus on

more important responsibilities. We can do that. We have been doing that for over 20 years.

We have a long-standing reputation for providing professional development that’s relevant and

effective. Our workshops inspire positive, meaningful changes in performance – for both individuals and

organizations.

About our Workshops

Steve Porcaro and 1-4-All Coaching, LLC created the SalesPlus Training Workshops to support the growth

and development of business owners, professionals and teams looking to find the most effective ways

to overcome obstacles, maximize revenues, and guarantee long-term success.

Workshops include:

PowerPoint presentations

Training manual

Quick reference sheets

Resources and Activities

Certificates of completion

Optional eLearning module



Frequently Asked Questions

1. Who can benefit from these workshops?

Our training workshops are designed to help our clients increase business success and overall

profitability. Working together, we will assess your business development and training needs to create a

customized training workshop program that maximizes ROI for your organization.

We have organized our program topics into five key areas:

Sales and Marketing – intended for sales, customer service and business development teams

Management and Leadership – intended for emerging and established supervisors

Professional Development – intended for owners, executives, employees and self-employed

Human Resources – intended for owners, leaders, employees and self-employed

Workplace Essentials – intended for owners, leaders, employees and self-employed

Additional workshops available:

(Please follow the links below to download catalog with more information)

SALES AND MARKETING

Body Language Basics

Call Center Training

Internet Marketing Fundamentals

Marketing Basics

Media and Public Relations

Negotiation Skills

Overcoming Sales Objections

Presentation Skills

Sales Fundamentals

Telephone Etiquette

Trade Show Staff Training

MANAGEMENT AND LEADERSHIP

Being a Likeable Boss

Budgets and Financial Reports

Coaching and Mentoring

Developing New Managers

Employee Motivation

Employee Recognition

Facilitation Skills

High Performance Teams

(Non-remote Workers)

High Performance Teams

(Remote Workforce)

Human Resource Management

Leadership and Influence

Manager Management

Middle Manager

Motivating Your Sales Team

Office Politics for Managers

Performance Management

Servant Leadership

Supervising Others

Teamwork and Team Building

Virtual Team Building and Management

Women in Leadership

PROFESSIONAL DEVELOPMENT

10 Soft Skills You Need

Assertiveness and Self-Confidence

Attention Management

Communication Strategies

Creative Problem Solving

Critical Thinking

Emotional Intelligence

Goal Setting and Getting Things Done

Interpersonal Skills

https://s3.amazonaws.com/torl/workshop+catalogs/SalesPlus-Sales-and-Marketing-Workshop-Catalog-2017.pdf

https://s3.amazonaws.com/torl/workshop+catalogs/SalesPlus-Management-and-Leadership-Workshop-Catalog-2017.pdf

https://s3.amazonaws.com/torl/workshop+catalogs/SalesPlus-Management-and-Leadership-Workshop-Catalog-2017.pdf

https://s3.amazonaws.com/torl/workshop+catalogs/SalesPlus-Professional-Development-Workshop-Catalog-2017.pdf



Personal Productivity

Project Management

Public Speaking

Social Intelligence

Social Learning

Stress Management

Telework and Telecommuting

Time Management

Work-Life Balance

WORKPLACE ESSENTIALS

Appreciative Inquiry

Basic Bookkeeping

Business Acumen

Business Ethics

Business Etiquette

Business Succession Planning

Change Management

Civility in the Workplace

Conflict Resolution

Customer Service

Delivering Constructive Criticism

Developing Corporate Behavior

Entrepreneurship

Handling a Difficult Customer

Lean Process and Six Sigma

Meeting Management

Organizational Skills

Risk Assessment and Management

2. What formats are available for training workshops?

Our training workshops can be customized to meet your scheduling requirements. All of our workshops

are presented by a facilitator during a half-day, full-day, webinar, or a combination of settings.

We will work with you to determine the best format and group size to achieve your training goals and

budget requirements.

3. What is my investment?

Our fees vary depending on the complexity of your training goals, preparation time, and delivering a

customized program based on your needs and desired outcomes.

Similar to training, we determine executive coaching, consulting and facilitation fees by the length of

engagement and format. We price consulting projects on a case-by-case basis.

Pricing notes:

Fees quoted are for training and coaching programs offered in the continental United States

Additional fee for travel to Alaska, Hawaii, Puerto Rico, and Canada

All prices are quoted in United States dollars

Onsite courses and webinars are priced "per class" and not "per participant"

Fees do not include the facilitator’s travel. For all other locations, please contact us

https://s3.amazonaws.com/torl/workshop+catalogs/SalesPlus-Workplace-Essentials-Workshop-Catalog-2017.pdf



4. What other services do you provide?

Executive Coaching

Our coaching programs are an invaluable resource to complement and support your training programs,

to ensure long-term success. These meetings can be conducted virtually or in a combined format of in-

person and virtual meetings. Pricing depends on the format chosen and program length.

Three-Month Coaching: (Up to 9 private meetings)

Six-Month Coaching: (Up to 18 private meetings)

Twelve-Month Coaching: (Up to 36 private meetings)

All programs include priority phone, text and email support between meetings.

Meeting Facilitation

Executive retreats, strategic planning meetings, and gatherings to address workplace change often

require a skilled facilitator to craft a framework and guide discussions.

Consulting

Sometimes clients have needs not addressed by training, coaching, or facilitation. For these clients we

offer consulting services. Fees for consulting depend entirely on the complexity of a project and are

handled on a case-by-case basis.

Assessments

Ninety percent of all professionals who experience a slump have merely lost sight of the behavior it

takes to be successful. When they are “on a roll,” they project confidence and success. In a slump, that

projected behavior is unsure and careful.

Moreover, adding new team members is one of the most challenging decisions a business owner or

manager has to make. An incorrect “fit” can cost more than lost revenue. It takes your valuable time and

contributes to low productivity, morale, and overall success. Consequently, a good hire can be an

ongoing source of growth for the foreseeable future. Our tools are designed to help you develop or hire

your team quickly and efficiently.

5. What if I have more questions?

Please contact us or call 860.243.9757 to discuss how we can best help you.

The information provided in this document is intended for informational purposes only and is subject to

change without notice. Information may be changed or updated without notice. 1-4-All Coaching, LLC

may also make improvements and/or changes in the services, products, pricing and/or the programs

described in this information at any time without notice.

http://salesplusmvp.com/contact/



Human Resources

Employee Onboarding

Employee Onboarding is an important and vital part of any companies hiring procedure. Hiring, training,

and bringing new employees on board cost a lot of money and are major investments. Onboarding is a

secure investment that will assist newly hired employees in developing and keeping their skills,

knowledge, and value within the company. It will stop highly skilled workers from being lured to a

competitor, which makes your company stronger within the market.

Through Employee Onboarding you will find it lowers costs related to employee turnover. It will increase

productivity and produce a happier and more skilled workforce. The new hire phase is a critical time for

the employee and company and having a structured set of procedures will make this time run smoother

and produce a greater chance of success.

Workshop Objectives:

• Define onboarding

• Understanding the benefits and purpose of onboarding

• Recognize how to prepare for an onboarding program

• Identify ways to engage and follow up with employees

• Create expectations

• Discover the importance of resiliency and flexibility

Module One: Getting Started

Icebreaker

Housekeeping Items

The Parking Lot

Workshop objectives

Module Two: Introduction

What is Onboarding?

The Importance of Onboarding

Making Employees Feel Welcome

First Day Checklist

Case Study

Review Questions



Module Three: Purpose of Onboarding

Start-Up Cost

Anxiety

Employee Turnover

Realistic Expectations

Case Study

Review Questions

Module Four: Onboarding Preparation

Professionalism

Clarity

Designating a Mentor

Training

Case Study

Review Questions

Module Five: Onboarding Checklist

Pre-Arrival

Arrival First Week

First Month

Case Study

Review Questions

Module Six: Creating an Engaging Program

Getting off on the Right Track

Role of Human Resources

Role of Managers Characteristics

Case Study

Review Questions

Module Seven: Following Up with New Employees

Initial Check In

Following Up

Setting Schedules

Mentor's Responsibility

Case Study

Review Questions



Module Eight: Setting Expectations

Defining Requirements

Identifying Opportunities for Improvement and Growth

Setting Verbal Expectations

Putting it in Writing

Case Study

Review Questions

Module Nine: Resiliency and Flexibility

What is Resiliency? Why is it Important? 5 Steps

What is Flexibility?

Why is it Important? 5 Steps

Case Study

Review Questions

Module Ten: Assigning Work

General Principles

The Dictatorial Approach

The Apple Picking Approach

The Collaborative Approach

Case Study

Review Questions

Module Eleven: Providing Feedback

Characteristics of Good Feedback

Feedback Delivery Tools

Informal Feedback

Formal Feedback

Case Study

Review Questions

Module Twelve: Wrapping Up

Words from the Wise

Review of Parking Lot

Lessons Learned

Completion of Action Plans and Evaluations



Employee Recruitment

Many companies simply wait for talent to come to them. Simply advertising an open position and

hoping that you find the right talent does not guarantee that you will find the best people for the jobs in

your organization. Actively seeking out qualified candidates is the best way to ensure that you find the

talent that you need. Recruitment is essential to the success of your business.

Hiring a new employee is one of the largest investments you can make in business. That is why hiring the

correct employee is so important. Hiring the right employee is more important than ever, as training can

be very expensive. Employee turnover costs companies a lot of money each year. This course will

provide the Employee Recruitment that your hiring department needs to help them interview and

recruit the right employee for you.


• Defining recruitment

• Understanding the selection process

• Recognizing the GROW model and how to set goals

• Preparing for the interview and question process

• Identifying and avoiding bias when making offers

• Discovering ways to retain talent and measure growth


Icebreaker

Housekeeping Items

The Parking Lot

Workshop Objectives

Module Two: Introduction to Recruitment

What is Recruitment?

Challenges and Trends

Sourcing Candidates Requirements

Case Study

Review Questions

Module Three: The Selection Process

Job Analysis and Descriptions

The Approach

The Recruitment Interview

Testing

Case Study

Review Questions



Module Four: Goal Setting

Using the G.R.O.W. Model

Identifying Goal Areas

Setting SMART Goals

Using a Productivity Journal

Case Study

Review Questions

Module Five: The Interview

Phone Interviews

Traditional Interviews

Situational Interviews

Stress Interviews

Case Study

Review Questions

Module Six: Types of Interview Questions

Direct Questions

Non-Direct Questions

Hypothetical or Situational Questions

Behavioral Descriptive Questions

Case Study

Review Questions

Module Seven: Avoiding Bias in Your Selection

Expectancy Effect

Primacy Effect

Obtaining Bias Information

Stereotyping

Case Study

Review Questions

Module Eight: The Background Check

Preparation

Data Collection

Illegal Questions

Being Thorough Without Being Pushy

Case Study

Review Questions



Module Nine: Making Your Offer

Outlining the Offer Negotiation

Techniques Dealing with Difficult Issues

Sealing the Deal

Case Study

Review Questions

Module Ten: Orientation and Retention

Getting off on the Right Track

Your Orientation Program

The Check-list

Following Up

Case Study

Review Questions

Module Eleven: Measuring the Results

Cost Breakdown

Employee Quality

Recruiter Effectiveness

Fine Tuning

Case Study

Review Questions


Words from the Wise


Lessons Learned




Generation Gap

While having various cultures in one workplace can present communication problems and conflicts, the

benefits of such a variety in the workplace outweigh it. The workplace can present challenges to

management in terms of handling the different generations present. As older workers delay retiring and

younger workers are entering the workforce, the work environment has become a patchwork of varying

perspectives and experiences, all valuable to say the least.

The Generation Gaps workshop will help participants understand the various generations present at

work, and understand what motivates them and dealing with them on a daily basis. Both the young and

older worker will have many ideas to offer, which will help the organization thrive in the marketplace.

Learning how to deal with the Generation Gaps at work will help you become a better manager or co-

worker.


• History behind generation gaps

• What are traditionalists

• What are baby boomers

• What are Generation X’ers

• What are Generation Y’ers

• Differences between each type of generation

• Finding common ground among the generations

• Conflict management

• Leveraging the benefits of generation gaps at work


Icebreaker

Housekeeping Items

The Parking Lot

Workshop Objectives

Module Two: History

What Generations Exist In the Workplace

What Defines a Generation

What This Means in Our Workplace

Module Three: Traditionalist

Their Background

Their Characters

Their Working Style



Module Four: Baby Boomers

Their Background

Their Characters

Their Working Style

Module Five: Generation X

Their Background

Their Characters

Their Working Style

Module Six: Generation Y

Their Background

Their Characters

Their Working Style

Module Seven: Differentiations Between

Background

Attitude

Working Style

Life Experience

Module Eight: Finding Common Ground

Adopting a Communication Style

Creating an Affinity Group

Sharing Knowledge

Module Nine: Conflict Management (I)

Younger Bosses Managing Older Workers

Avoid Turnovers with a Retention Plan

Breaking Down the Stereotypes

Module Ten: Conflict Management (II)

Embrace the Hot Zone

Treat Each Other As a Peer

Create a Succession Plan

Module Eleven: The Power of 4

Benefits of Generation Gaps

How to Learn From Each Other

Embracing the Unfamiliar




Words from the Wise


Lessons Learned




Hiring Strategies

Successful companies are made up of great employees, so why not hire great employees? Hiring and

training employees is an expensive venture. Be sure to hire the right person for the right position. Hiring

the right person is about more than skills and abilities; it is about finding the right combination of skills,

attitude, and fit for your organization's culture.

Hiring Strategies will save your company time and money as you will be recruiting and hiring the right

candidates. Your hiring department will benefit from this workshop as it prepares them to seek out that

great candidate and make sure they are a fit for your company. Your participants will obtain the

necessary tools required in finding that diamond in the rough.


• Know how to present the current open position

• Develop a workable hiring strategy

• Know how to determine which candidates to interview

• Steps and techniques to use in an interview

• Welcome newly hired employees

• Find potential candidates for the position


Housekeeping Items

The Parking Lot

Workshop Objectives

Pre-Assignment

Action Plans and Evaluations

Module Two: Defining and Knowing the Position

Know the Position

Needs Analysis

Job Analysis

Task Analysis

Case Study

Review Questions

Module Three: Hiring Strategy

Company Information

Salary Range

Top Performers

Be Prepared

Case Study

Review Questions



Module Four: Filtering Applicants to Interview

Grading Resumes

Put Lots of Weight on Cover Letters

Google Them

Initial Phone Interview

Case Study

Review Questions

Module Five: The Interview (I)

Introduce Everyone

Use a Panel

Match the Interview to the Job

Types of Questions

Case Study

Review Questions

Module Six: The Interview (II)

Tell Me About

My Company Distractions

Interview More Than Once

Wrap Up

Case Study

Review Questions

Module Seven: Selection Process (I)

Testing

Look for Passion and Enthusiasm

Background Checks

Trust Your Instincts

Case Study

Review Questions

Module Eight: Selection Process (II)

Education Level vs. Experience

Have a Consensus

Keep Non-Hires on File

Checking References

Case Study

Review Questions



Module Nine: Making an Offer

Do it quickly

Employment Details

Notify Rejected Candidates

Be Creative

Case Study

Review Questions

Module Ten: Onboarding

Training and Orientation

Mentoring

30 60 90 Day Reviews

Make Them Feel Welcome

Case Study

Review Questions

Module Eleven: Lure in Great Candidates

Advertise Where Candidates Visit

Develop Corporate Citizenship

Treat Your Candidates Well

Poach the Competition

Case Study

Review Questions


Words from the Wise


Lessons Learned




Millennial Onboarding

Onboarding new employees is a secure investment that will assist newly hired employees in developing

their skills, knowledge, and value within the company. It will help match the technically skilled millennial

workforce with new and emerging needs of your company, which gives your company an advantage

within the market.

Millennial Onboarding is a specialized type of employee onboarding. With Millennials we are seeing a

need to tweak the onboarding process to better suit the needs of the company and new hires. It will

increase productivity and produce a happier and more skilled workforce. The new hire phase is a critical

time for the employee and company and having a structured set of procedures will make this time run

smoother and produce a greater chance of success.


• Define onboarding

• Discuss the characteristics of Millennials

• Create an onboarding process for Millennials

• Develop action plans for working with Millennials

• Learn from introspection

Module 1: Getting Started

Icebreaker

Ground Rules

The Parking Lot

Workshop Objectives

Action Plans and Evaluation Forms

Module Two: Purpose of Onboarding

Start-Up Costs

Employee Anxiety

Employee Turnover

Realistic Expectations

Case Study

Review Questions

Module Three: Introduction

Why Onboarding?

Importance of Onboarding

Making Employees Feel Welcome

First Day Checklist

Case Study

Review Questions



Module Four: Millennia’s And Onboarding

Who Are Millennials?

How Do Millennials Differ From Other Employees?

Investiture Socialization – Let Them Be Themselves!

Informal Rather Than Formal Onboarding Processes

Value Their Free and Personal Time

Mentor Rather Than Manage

Case Study

Review Questions

Module Five: Onboarding Checklist

Pre-Arrival

Arrival First Day

First week

First month

Case Study

Review Questions

Module Six: Engaging the Millennial Employee

Create an Informal Program Rather Than a Formal One

Engage Employees One On One

Provide Structure

Role of Human Resources

Role of Managers

Case Study

Review Questions

Module Seven: Following Up with the Millennial Employee

Initial Check In – One on One

Following Up – Regular, Informal Follow Ups

Setting Schedules – Millennials and Work/Life

Mentoring the Millennial

Case Study

Review Questions



Module Eight: Setting Expectations with the Millennial Employee

Define Requirements – Provide Specific Instructions

Identify Opportunities for Improvement and Growth

Set Verbal Expectations – Specific, Clear, Systematic

Put It in Writing – Specific, Clear, Systematic

Case Study

Review Questions

Module Nine: Mentoring the Millennial Employee

Be Hands-On and Involved

Serial Mentoring

Be a Mentor, Not an Authority Figure

Focus Millennials' Exploratory Drive on Work

Case Study

Review Questions

Module Ten: Assigning Work to the Millennial Employee

Provide Clear Structure and Guidelines

Provide Specific Benchmarks

Set Boundaries and Provide Reality Checks

Guide, Don't Dictate

Case Study

Review Questions

Module Eleven: Providing Feedback

Millennials Thrive on Feedback

Characteristics of Good Feedback

Informal Feedback

Formal Feedback

Case Study

Review Questions

Module 12: Wrapping Up

Words from the Wise

Review of the Parking Lot

Lessons Learned

Recommended Reading




Talent Management

Talent Management is an investment. Every company wants to have the best and brightest employees,

and with Talent Management that can be achieved. The item that usually accounts for the highest cost

for a company is its workforce. With a company's workforce being the highest cost to it, does it not

make sense to invest in it? With Talent Management you are developing a more skilled workforce and

attracting a higher caliber of new employee.

We all know that training and retraining costs money and Talent Management can reduce these costs.

Recruiting the correct people, and keeping a talented workforce is a priority in today's business

environment. Having a talented group of employees has always been a key to success; it will translate

into cost savings and higher productivity. Talent Management is the investment that will pay dividends

over the course of its use.


• Define talent and talent management

• Understand the benefits of talent management

• Recognize performance management and ways to review talent

• Identify employee engagement

• Create assessments and training programs

• Learn how to improve employee retention


Icebreaker

Housekeeping Items

The Parking Lot

Workshop Objectives

Module Two: Defining Talent

What Is Talent Management?

Types of Talent

Skills and Knowledge Defined

Case Study

Review Questions

Module Three: Understanding Talent Management Guidelines

Importance & Benefits Challenges

Key Elements to Developing a Winning Strategy

Case Study

Review Questions



Module Four: Performance Management

Performance Management

Defined Benefits

How to Keep Your Employees Motivated

Case Study

Review Questions

Module Five: Talent Reviews

360 Degree Feedback

Talent Calibration

Maintaining an Effective Workforce

Looking to the Future

Case Study

Review Questions

Module Six: Succession & Career Planning

What is Succession Planning?

Developing a Plan

Executing the Plan

Overcoming Roadblocks

Case Study

Review Questions

Module Seven: Engagement

Employee Engagement

Generating Engagement Influences

Case Study

Review Questions

Module Eight: Competency Assessments

Competency Assessment Defined

Implementation

Final Destination

Case Study

Review Questions



Module Nine: Coaching, Training & Development

Setting Goals

Developing Options

Providing Feedback

Wrapping Up

Case Study

Review Questions

Module Ten: Dos and Don'ts

Dos and Don’ts

Tips for Talent Management

Case Study

Review Questions

Module Eleven: Employee Retention

Goals and Motivation

The Expectancy Theory

Object Oriented

Theory Case Study

Review Questions


Words from the Wise


Lessons Learned




Workplace Diversity

With the world becoming more mobile and diverse, diversity has taken on a new importance in the

workplace. Your participants will be able to use strategies for removing barriers and stereotypes, and to

encourage diversity in the workplace and even through their community.

The Workshop Diversity workshop will help participants understand what diversity is all about, and how

they can help create a more diverse world at work and at home. They will be instructed to use skills such

as active listening to receive messages in a diverse population, employ effective questioning techniques,

and communicate with strength.


• Explain the definition, terms and history of diversity

• Describe the meaning of stereotypes and biases, how they develop, and the reasons for

your own perspectives

• List strategies for removing barriers to encouraging diversity for yourself, in the workplace,

and in the social community

• Use active listening skills to receive messages in a diverse population, employ effective

questioning techniques, and communicate with strength

• Identify ways to encourage diversity in the workplace, and prevent and discourage

discrimination

• Understand and respond to personal complaints, and develop a support system to manage

the resolution process

• List the steps a manager should take to record a complaint, analyze the situation, and take

appropriate resolution action


Icebreaker

Housekeeping Items

The Parking Lot

Workshop Objectives

Module Two: Understanding Diversity

What is Diversity?

Related Terms and Concepts

A Brief History

A Legal Overview

Module Three: Understanding Stereotypes

Stereotypes vs. Biases

Identifying Your Baggage

Understanding What This Means



Module Four: Breaking Down the Barriers

Changing Your Personal Approach

Encouraging Workplace Changes

Encouraging Social Changes

Module Five: Verbal Communication Skills

Listening and Hearing; They Aren’t the Same Thing

Asking Questions

Communicating With Power

Module Six: Non-Verbal Communication Skills

Body Language

The Signals You Send to Others

It’s Not What You Say, It’s How You Say It

Module Seven: Being Proactive

Encouraging Diversity in the Workplace

Preventing Discrimination

Ways to Discourage Discrimination

Module Eight: Coping with Discrimination

Identifying If You Have Been Discriminated Against

Methods of Reprisal

Choosing a Course of Action

Module Nine: Dealing with Diversity Complaints as a Person

What to Do If You’re Involved in a Complaint

Understanding Your Role

Creating a Support System

Module Ten: Dealing with Diversity Complaints as a Manager

Recording the Complaint

Identifying Appropriate Actions

Choosing a Path

Module Eleven: Dealing with Diversity Complaints as an Organization

Receiving a Complaint

Choosing a Response

Learning from the Complaint




Words from the Wise


Lessons Learned




Workplace Harassment

Harassment can be based on a variety of factors that differ from the one doing the

harassment, such as race, sex, and disability. Experiencing uncomfortable situations in the

workplace may be more than an offense against an individual. It can be a crime committed

against the law, which is why this topic has become a very important for every

organization.

The Workplace Harassment workshop will help give participants the tools necessary to

recognize harassment in the workplace as well understand your rights and responsibilities

under the law, with regard to safety in the workplace. Through this workshop your

participants will recognize that it is necessary for everyone to help create programs that

teach employees to identify harassment and exercise anti-harassment policies.


• Identify the words and actions that constitute harassment

• Understand what the law says about harassment

• Implement anti-harassment policies

• Educate employees and develop anti-harassment policies

• Discuss employer and employee’s rights and responsibilities

• Address accusations of harassment

• Apply proper mediation procedures

• Deal with the aftermath of harassment


Icebreaker

Housekeeping Items

The Parking Lot

Workshop Objectives

Module Two: The Background

The Law

Identifying Harassment

Anti-Harassment Policies

Module Three: Developing an Anti-Harassment Policy

Anti-Harassment Policy: What Should Be Covered

How Model Policies Work

Steps to a Healthy Work Place

Educating Employees



Module Four: Policies in the Workplace

Anti-Harassment Policy Statements

Employee’s Rights and Responsibilities

Employer’s Rights and Responsibilities

Module Five: Proper Procedures in the Workplace

If You are Being Harassed

If You are Accused of Harassing

The Investigation

Remedies

Module Six: False Allegations

How to Address the Situation Confidentiality

Monitoring the Situation

Retaliation

Appeals

Module Seven: Other Options

Union Grievance Procedures

Mediation: Getting Help from Outside Organization

Module Eight: Sexual Harassment

Defining Sexual Harassment

Elements of Harassment

Common Scenarios

Module Nine: Mediation

What is Mediation?

Deciding if it is Right How to Implement

Module Ten: Conflict Resolution

How to Resolve the Situation

Seeing Both Sides

Deciding the Consequence

Module Eleven: The Aftermath

How to Move On

Monitoring the Situation

Learning from Mistakes




Words from the Wise


Lessons Learned




Workplace Violence

Workplace harassment is illegal and destructive to any organization. It is important to treat everyone in

the workplace with respect and dignity. Workplace harassment must be identified, discouraged, and

prevented in order to keep a hostile work environment from developing. Left unchecked, harassment

can escalate into violence. Workplace harassment training is essential to the welfare of all businesses

and their employees.

In order to prevent Workplace Violence, it is essential that managers and employees are able to identify

individuals who could become violent and understand how to defuse dangerous situations. This

workshop will help participants to identify and address violence in the workplace, as well as giving them

the tools to develop their own Workplace Harassment Policy.


• Define workplace harassment

• Understand bullies and how to avoid hiring them

• Create a risk assessment and understand how to handle violence

• Recognize social and business responsibility

• Develop relevant policies and procedures

• Learn how to investigate complaints


Icebreaker

Housekeeping Items

The Parking Lot

Workshop Objectives

Module Two: What is Workplace Harassment?

How to Identify

Costs to your business

Legal

Psychological

Module Three: Identifying the Bully

Abusive Workplace Behaviors

Bullying and Personality Disorders

Narcissism

Module Four: How to Handle Workplace Violence

Types of Behavior

Target the Behavior, Not the Person

Implement an Action Plan



Module Five: Risk Assessment (I)

Understanding Anger and Aggression

Defusing and De-escalating Strategies

Communication Skills

Tactical Options

Module Six: Risk Assessment (II)

Identifying the Hazard

Assessing the Risk

Controlling the Risk

Evaluating and Reviewing

Module Seven: Being the Victim

What is not Considered Bullying

Steps to Take

Module Eight: Checklist for Employers

4 Step Process

Addressing all Employees

Code of Ethics

Policy and Procedures

Module Nine: Interview Process

Identify a Bully in the Interview Process

Warning Signs

Role Play

Case Study

Module Ten: Investigation Process

Advising your Supervisor

Lodging the Complaint

Initial Response

The Investigation

The Findings

Review and Closure

Module Eleven: Developing a Workplace Harassment Policy

Scope Philosophy

Principles

Intent Options

Informal Complaint Process

Formal Investigation process




Words from the Wise


Lessons Learned




Train-the-Trainer

Whether you are preparing to be a professional trainer, or you are someone who does a bit of training

as a part of their job, you'll want to be prepared for the training that you do. Your participants will begin

the process of becoming trainers themselves, and understand that training is a process where skills,

knowledge, and attitudes are applied.

The Train-The-Trainer workshop will give all types of trainer's tools to help them create and deliver

engaging, compelling workshops that will encourage trainees to come back for more. Skills such as

facilitating, needs analyses, understanding participant’s needs, and managing tough topics will give your

trainees what the need to become a trainer themselves.


• Define training, facilitating, and presenting

• Understand how to identify participants’ training needs

• Create a lesson plan that incorporates the range of learning preferences

• Create an active, engaging learning environment

• Develop visual aids and supporting materials

• Manage difficult participants and tough topics


Icebreaker

Housekeeping Items

The Parking Lot

Workshop Objectives

Module Two: Understanding Training and Facilitation

What is Training?

What is Facilitation?

Identifying Appropriate Situations

Module Three: Gathering Materials

Identifying Participants’ Needs

Reviewing the Materials

Identifying and Resolving Gaps

Module Four: Creating a Lesson Plan

Planning for the Basics

Adding Slack Time

Creating a Plan B



Module Five: Choosing Activities

Types of Activities

Preparing for Emergencies

What to Do When Activities Go Wrong

Module Six: Preparing for the Workshop

Creating a Materials List

Gathering Participant Information

Setting Up the Physical Location

Module Seven: Getting Off on the Right Foot

Greeting Participants

Being Prepared

Using Icebreakers and Energizers

Module Eight: Delivery Tips and Tricks

Using Visual Aids

Creating Supporting Materials

Break!

Module Nine: Keeping it Interactive

Encouraging Discussion

Using Group Work

The Power of Sticky Notes

Module Ten: Dealing With Difficult Participants

The Ground Rules

Challenges and Solutions

Handling Interruptions

Module Eleven: Tackling Tough Topics

Tough Stuff to Watch Out For

Adjusting Your Material for a Sensitive Issue

Dealing With Sensitive Issues in the Workshop


Words from the Wise


Lessons Learned


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