What's unique?

• Flexible delivery (workshop or self instructional)
• Manager involvement
• Job Aid Machine
• Company materials can be integrated into programs

Training For Today's Leaders
Success in today's business environment of rapid change, new technologies and global economy takes leadership from managers and supervisors at every level of your organization. To get that kind of leadership you have to empower management to lead. That means giving them the skills they need to build the flexible, innovative and committed teams you'll need to survive and prosper. Management 1 is your empowerment kit for the employees of the 90's-a flexible, cost-effective curriculum of all the basic skills your managers and supervisors need to assume the mantle of leadership, with skill and confidence.

Flexibility
Management 1 has a unique "ambidextrous" training design, allowing you to deliver subjects in either a traditional 1/2 day workshop or self-study mode. This provides maximum flexibility to deal with some of the realities of training, both today and in the future:

Reality 1:
Newly appointed supervisors need immediate access to basic management skills.

Reality 2:
Some middle to senior managers can brush up on or learn some of the basics through self instructional (Managing Time; Planning Work; Making Decisions, etc.)

Reality 3:
Managers are over-worked and have little time for training. Management 1 has been designed using Criterion Reference Instruction (CRI). As a result we've been able to streamline each subject down to a four hour learning experience.

Reality 4:
Team leaders need to develop "Interpersonal" and "Task" skills to ensure continuous improvement initiatives are actioned. Management 1 has this balanced curriculum.

Measurement Tools
Human Resource departments can validate their Management 1 training results by using the needs analysis, pre-test and post-test instruments included with the program. These tools measure performance levels before and after training, and indicate whether pre-determined post-test learning objectives have been met.

Program Design

Manager's role
The Manager supports training by helping participants bridge the gap between learning new skills and application on-the-job.

Criterion Referenced Instruction (CRI)
Ensures learning objectives are met and reduces learning time by weeding out "nice to know" from "need to know".

17 Software Perforamance Aids
Our software facilitates transfer of skills to the job and enhances communication between managers.

Modular design
Permits HRD departments to design their own curriculum, based on the needs of the client group. The self-study mode permits supervisors to customize the program.

Task Skills

Role of the Manager
An introduction to the role of the manager designed for new supervisors. Two dimensions of management, task and people, are examined and a popular philosophy of management is described. Interpersonal Skills for people management are introduced. Participants learn skills for Giving and Receiving Feedback.

Managing Time
Provides effective strategies for increasing on-the-job productivity through better use of time. Supervisors examine their major time wasters and complete a step-by-step process for reorganizing daily activities. They learn to set medium-term objectives and determine priorities. They learn how to translate their objectives into a daily "to do" list.

Making Decisions
This step-by-step introduction to the decision making process provides a practical approach to any job related decision. Participants learn a six-step process for making decisions, how to weigh alternative choices and risks, and how to plan for delegating work.

Planning Work
Provides the essential tools to plan all the tasks and duties required to meet the objectives of the work unit. In the context of their job, supervisors use proven job aids to set objectives, to learn how to negotiate with subordinates and managers, and to complete sample work and contingency plans and procedures for delegating work.

Policies, Practices and Procedures
Describes the company's administrative tools and why each exists. Supervisors research those policies and procedures that directly apply to their jobs. A number of scenarios are described, and participants are required to apply their knowledge of policies, practices and procedures to handle these situations.

Managing Change
Provides a process for the management of change and stress. Focus is on the workplace, although consideration is given to other sources of change and stress, and their impact on an individual.

Interpersonal Skills

Social Style
A special half-day version of The Tracom Corporation's highly acclaimed Social Style program. This module introduces a proven approach to managing human relations for maximum productivity. Optional Social Style exercises are available in most of the other Management 1 modules to provide reinforcement. Participants receive feedback from colleagues in the form of a profile processed by Tracom's software, incorporated from over 200,000 profiles.

Gaining Acceptance
Supervisors encounter resistance from subordinates as well as misunderstandings with their managers. This module provides practical techniques for minimizing this resistance and teaches how to establish a more productive working environment. Supervisors identify current problems with resistance and determine ways of overcoming them.

Controlling Work
H ow do you follow the progress of subordinates in completing work plans to ensure that desired results are achieved? Supervisors examine key components of their subordinates' performance and how they can be influenced, and learn concrete techniques for monitoring follow-up activities.

Managing Complaints and Grievances
Provides participants with skills in the analysis, resolution and prevention of complaints and grievances. Using a five-step technique, participants examine common complaints that occur in their work areas. Supervisors deal with strategies for resolving complaints and preventing their recurrence.

Starting Employees
Provides effective techniques for employee selection and orientation. Participants learn skills in identifying important job requirements and selection criteria. This is followed by a review of interview techniques, including questioning skills and legal considerations of the interview process.

Conducting Meetings
A concise introduction to effective techniques for planning and conducting job-related meetings. Using a step-by-step approach to plan for a future meeting, supervisors learn how to analyze the audience, select the meeting format, organize the agenda and manage the actual meeting.

Results

Management 1 was developed, tested and revised over a 4-year period in a major multi-national corporation. Since that time we have validated these results in over 60 organizations and thousands of managers.

In a series of surveys conducted 12 months after completing the program:

• 96% of the managers surveyed recommended continued use of the program
• 95% of the supervisors said Management 1 had a major impact on performance improvement
• 75% of the supervisors were still using the Management 1 job aids

We Know It Works-You Told Us!

"Management 1 is a key instructional element in our supervisory development system. It has proven to be an effective skill builder for our supervisors."

"From the perspective of 20 years as a communication educator and as an HRD consultant, Management 1 materials appear to be superior to any other."

"The flexible delivery of Management 1 is ideally suited to our network of offices throughout the country."

"Management 1 has proven effective, flexible, and genuinely helpful to new supervisors."

Being Your Best-A Guide To Career Planning

"A career-planning commitment...from your company to your people...and from your people to themselves."

At a glance...

• One-day or two half-day video assisted workshops
• Available in a self-study format
• Skill assessment Identifying values and preferences
• Assessing current situation
• Developing a career plan
• Separate module for Managers to counsel their staff without assuming responsibility for their career decisions.

What's unique?

• The Manager's workshop
• Pre and post-workshop activities
• Complete set of self-analysis and career-planning tools

The Challenges...
Flattening of the organization is reducing the number of traditional promotion opportunities Employee loyalties have shifted from the company to the individual's own skill sets and career Competitive success is driven by motivated, self-managed individuals at all levels.

The Opportunities...

• New ways to enhance productivity
• New ways to unlock employee's unexplored potential
• New ways to support the belief that "Our people are our most valuable assets!"

Why "Being Your Best"?
The name reflects the challenge and responsibility inherent in employees seeking to fulfill their potential. "Being Your Best" answers two vital questions:

• Who am I today?
• What's my career direction?

Your Employees Will Learn...

• To identify their own unique potential
• To carry out in-depth self-evaluations of their work today
• To develop an accurate self-portrait as a person and as an employee
• To create a comprehensive profile of their skills, preferences, and values
• To understand their career within a whole-life, whole-person context
• To set personal goals-logical, attainable objectives for who and where they want to be
• To make informed choices which will take them there

What's In It For Your Organization?
The experience of using the "Being Your Best" process has identified a number of major benefits:

• Increased productivity...driven by high morale among self-managed, self-motivated employees
• Consistently high level of job satisfaction in all sectors of the organization
• Significantly reduced staff turnover and absenteeism
• Enhanced recruitment activities...in response to a reputation as a people oriented employer
• Employees' acceptance of responsibility for management and their own careers

"Being Your Best" Stops The Talent Drain

In the past, companies expressed concern that providing career-planning tools might lead good people to leave. It is known that the opposite is more often true. Career-empowered individuals discover they are indeed in the right place and can find development paths and job satisfaction within the organization.

"Being Your Best" is a positive, direct expression of your company's commitment to people. It tells all employees that they are highly valued and recognized as individuals...that the company believes in their ability to contribute and find fulfillment beyond the strict requirements of a job description.

How Does "Being Your Best" Work?

The initial step involves the employee's voluntary participation in a one-day "Being Your Best" workshop. The video-based workshop is designed for flexibility. It can be presented in a one-day or two half-day formats...and is also available in a self-study format.

The "Being Your Best" package includes:

• Pre-workshop and post-workshop activities
• Training the trainers
• Comprehensive workshop manual for each employee
• Complete set of self-analysis and career-planning tools

Workshops

• Participant's Workshop
• Manager's Workshop

We Know It Works-You Told Us!

"People were stopping me in the hallways and saying 'I can't believe the company did this for me!' The Career Planning seminar was very personal. There was a strong feeling that they had been given something that enriched their lives."

"There was a time when I felt my next position would just be the next desk in front of me...but I came away from the workshop feeling that there's a whole lot of options I can explore using these skills-because I have that autonomy, that ownership now."

"We're finding that people become more productive, more completely involved in their jobs. That's good for them and certainly that's good for the company. I've found that when people are encouraged to be the best they can and they've taken part in the process, then they can be excited about their work."

Coaching That Works

Coaching That Works...getting maximum performance from your people

At a glance...

• One-day video assisted workshop
• Advanced coaching techniques
• Can be tailored to your specific environment
• Coaching that's implemented on the job
• Used by all levels of management

What's unique?

• Flow chart diagnostic tool
• Reinforces management for continuous improvement
• Ties feedback to business issues

Measuring the Performance of a Team
Improving the measured performance of a team is something that has to be planned. Unfortunately, even with a good plan, not enough managers have been taught to actively manage their employees' performance.

That's why MRCC developed Coaching That Works, a program that gives managers training in both planning and implementation.

You'll Learn...

• How to quantify performance How to analyze performance in order to determine needs
• The causes of unacceptable performance
• Strategies to enhance performance
• Step by step processes to achieve continuous improvement

We Know It Works-You Told Us!

"I'm doing less of my people's work for them. I'm doing a lot more coaching to help them perform. I see the results everyday."

"We were spending large dollars improving our products, and minimal amounts showing managers how to improve people. Coaching that Works changed that."

"My whole department's more motivated. I don't think I could have gotten the same results by handing out a ten percent raise." "Coaching That Works helps good leaders pass along their skills."

Focused Interviewing Techniques

Focused Interviewing Techniques (FIT)...hiring is an art; FIT helps you to perfect it

At a glance...

• Advanced, innovative hiring techniques
• Behavior based selection
• Can be tailored to your specific environment
• One-day video assisted workshop
• Optional half-day follow-up available

What's unique?

• Behavior based selection skills in just one day
• Database of tailored questions for various functions
• Defensible process
• Job analysis process

Focused Interviewing Techniques
It's a methodical and defensible approach that helps you choose the best candidate for the job, keeping your standards high and your costs low.

Good questions don't ask for "woulds" or "coulds"
Good interviewing questions ask the setting under which the candidate was placed, the action they did or did not take, and the outcome of those actions. When all three components are provided in the candidate's answer, you'll have a complete example of past behavior which gives specific, job related information. We'll even give you sample questions that are designed to show you how to create your own.

You'll Learn...

• Job analysis quick and easy-as basis for interviewing and making decisions on candidates
• The importance of past behavior as a predictor of future behavior
• Step-by-step behavior based approaches to ensure that the candidate hired is the best fit for the job
• What to ask, how to ask it, and how to evaluate the answers
• Techniques that allow several interviewers to share interview results and arrive at a consensus
• Specific techniques that help bring as much objectivity as possible to the hiring process

We Know It Works-You Told Us!

"This was one of the most directly relevant courses I have taken. FIT brings consistency and objectivity to the interviewing process."

"I interviewed over 20 people for 4 available positions. The format of the interview was planned in advance with all questions relating to job function decided on before the interview. Ranking of applicants was easier at the end of the interviews."

"I have hired two people since taking FIT and I found it very useful. Hiring the right person the first time saves time and money."

"Now when interviewing, I can give a more focused interview, putting the candidate at ease and getting a better picture for my evaluation. To arrive at the right decision, FIT gave me the tools and insights."