Below is a list of training programs that are available for delivery. We also customize and develop new programs based on our clients needs. Please review the list of training programs and call us to learn more about each program.

Training Program Topics

1. Building Self- Esteem
2. Using Reinforcement Techniques
3. Active Listening
4. Focusing on Specific Behavior
5. Goal Setting

The general principles of supervision address the communication skills needed to motivate and increase the performance of employees. Through the use of written exercises, video and role-playing, participants learn how to set the standards for good communication. The general principles are also the foundation for modules 2-12.

Motivating the good employee module deals with what happens when good employees are not being motivated or given feedback on their performance. Problems that can occur include a reduction in work performance, poor morale, turnover of employees, poor quality, safety issues etc. Modules 2-12 also use written exercises, video role-playing and skill practice reviews to enhance the learning.

This module addresses how to handle performance problems to reduce the spread of future poor performance. We discuss how important it is to address the problem as soon as possible and to set goals to eliminate the problem.

Teaching a job skill module shows how important it is to train people the correct way the first time. Poor training will cause poor quality, retraining, additional labor and turnover costs along with other problems. The use of proper training techniques will minimize future concerns.

This module addresses how to handle complaints, so they can either be eliminated or acted upon. Sometimes complaints are an underlying symptom of a different problem. Taking control of the situation minimizes a possible morale problem.

The improving attendance module teaches the participants how to speak with someone regarding their attendance, and to be specific on what is expected in the future along with a plan of action to improve.

This module shows the participants how important it is to build teamwork, and to let subordinates know that the organization can compete better if everyone is working together toward a common goal. Exercises are used to reinforce the learning.

Communicating with another supervisor module encourages the participants to open up and speak with their peers to give positive feedback as it relates to the help they may have received or to address possible problems that they are encountering. When a person is open, honest, and gives the facts, problems can be minimized.

People in a supervisory capacity are in a position to play a variety of roles. This module gives the participants the training needed to be able to counsel employees by asking the right kinds of questions and to know where to go for answers It also teaches them to get the proper referrals who may guide the subordinate in a more appropriate way.

When outstanding performance is not recognized, problems can occur such as lower performance, decreased morale, others in the organization following the lead of the outstanding performer, and turnover. The cost to hire is expensive, and this module teaches the participants how to maintain the outstanding performance.

This module addresses the need to always know what is going on in your area of responsibility. Supervisors can sometimes reduce resignations of good employees by communicating to all employees, and really listening to the needs of each person.

Establishing goals module teaches the participants how to set short and long term goals for both them and their subordinates. We discuss that goals need to be measurable, achievable, have impact on the organization or person, timely, specific etc.

This program covers the essential elements to select the best possible candidates. A review of the law as it pertains to questions you can ask, along with the proper way to interview is taught. Reference checking and pre-employment testing is also reviewed. In the longer class we conduct role-playing sessions to reinforce the proper techniques.

Developing and Conducting Performance Appraisals reviews the types of performance appraisal forms that are available, along with the proper way to prepare and conduct appraisals. Communication techniques and motivation are also discussed. The longer program allows the participants to practice the skills they have learned through the use of videotaped role-playing.

This program includes a self-scoring profile that shows time wasters in our business or personal life. Time management teaches the participants how to more efficiently allocate their time resulting in added productivity. Future goals are set to address priorities, scheduling, paperwork, meetings and other areas of responsibility.

The Personal Profile System is either a self-scored or computerized profile that is part of a training program to help build productive teams, develop effective managers, ease frustration and conflict, and assist in the proper training of employees. The profile helps the participants understand their personality and how they need to work with a variety of other individuals. The computerized report is approximately nineteen pages in length and addresses a variety of areas including: Approach to Managing Others, Motivating Factors, Behavior in Conflict Situations, Management Style, What You Tend to Avoid and others.

This program helps teach how important good listening is to building productivity. The Personal Listening Profile is a training program that includes a self-scoring profile that reinforces listening with focus, purpose, and clarity. Goal setting and practicing is also reviewed.

This training program defines leadership needs, develops effective leadership, helps create active followers and reviews the acceptance of leadership diversity. Through a self-scoring profile, this program is designed to strengthened the organization by discovering what you value in yourself as a leader, learn what kinds of leaders you want to follow, and determine the dimensions of leadership needed by your organization.

The Diversity Profile and training program explores the difference in the workforce. It recognizes the reality of individual uniqueness, expands your appreciation of differences, increases both personal and workplace productivity, identifies potential areas of conflict, and allows you to gain insights to achieve positive resolution.

Adventures in Attitudes is a three full day or six half day training program that utilizes exercises and case studies to build a better team and to teach skills that are needed to operate an efficient business. The ten topics that are covered are Effective Listening, Developing Communication Skills, Attitude Awareness, Dealing with Emotions, Understanding People, Attitudes of Personal Empowerment, Creative Problem Solving, Team Building Strategies, Motivational Power and Reaching Your Potential.

The Stress Management Profile and training program helps simplify the connection between work life and personal life. Through a process of self-directed scoring and interpretation, this program offers a flexible approach to identifying personal and work stressors, along with a plan of action to cope and manage those stressors.

The Innovate with C.A.R.E. Profile and training program helps to identify the understanding and value each employee contributes to successful innovation teams. Through the use of a self-scoring assessment, this profile identifies your individual approach to teamwork, clarifies roles and reinforces strengths of all team members, and encourages team innovation and problem solving.

The Sexual Harassment program includes discussions on what constitutes Sexual Harassment, how it affects the organization and employees, and the costs, both financial and loss of productivity, when there are charges or an unpleasant work environment. The training includes the use of video, handouts and discussion, and scenarios so the participants understand what Sexual Harassment really is, not what they might think it means.

An Employee Survey is a customized written survey to help company’s find out what the climate is within the organization and what needs to be addressed to become more productive. There are up to 500 written questions that can be asked and the questions range from pay and benefits to how employees feel they are being treated and motivated by their supervisor. The survey is confidential and once filled out, can be given directly to Belleair Consulting Inc. for analysis and delivery to the organization.